Hybrid Role.

The HR Business Partner (HRBP) serves as a strategic consultant to operations leadership on human resources-related issues, including talent and leadership development, succession planning, workforce planning, performance management, change management, engagement and recognition, special projects, and employee relations. 

The successful HR Business Partner will act as a team member champion and change agent, ensuring alignment of the people strategy with the overall business strategy. The HRBP proactively communicates to other departments in HR and Operations to develop solutions, create and nurture partnerships across the HR and Operations function and deliver value-added service to management and team members that reflect the objectives of the organization. The HRBP maintains a level of business literacy about the business, financial position, midrange plans and its culture and competition.

• Consults with Operations leadership, providing HR expertise on day-to-day performance management (e.g. coaching, counseling, disciplinary action, Team Member development) 
• Manages and resolves complex employee relations issues. Conducts effective, thorough, timely, and objective investigations.
• Analyzes trends and metrics in partnership with the HR group to develop and implement solutions, programs, and policies.
• Participates in the continual development of HR programs, such as retention, compensation, and Talent Development to build morale, and increase productivity and retention.
• Provides HR policy guidance and interpretation. 
• Works closely with Talent Development team to identify training needs for operations business units and individual coaching needs, developing solutions and resources to address.
• Maintain in-depth knowledge of employment laws and ensure legal compliance by monitoring, communicating, and implementing applicable federal and state requirements.
• Works closely with Talent Acquisition Team on recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; and recommending changes.
• Partners with leadership to conduct bi-annual talent reviews and succession planning and create action plans based on Team Member engagement survey results.
• Monitors and provides guidance on performance review processes to ensure leaders provide timely and consistent feedback.
• Maintain all personnel records in accordance with all laws or local governing bodies including HIPAA, or other departments in the organization.

• Bachelor’s degree required; major in Industrial/Labor Relations, Human Resources Management, psychology, or another related field preferred
• A minimum of 2 years of prior Human Resources or Organizational Development experience required
• Experience practicing HR in a manufacturing or distribution environment is a plus
• Understanding of, and some experience with, most or all the core aspects of Human Resource Management (staffing; employee relations; performance management; leadership development; training)
• Ability to problem solve and translate concepts into actionable items
• Comfortable working in ambiguous business situations
• Solid in developing solutions based upon facts/data analytics
• Must possess consultative style and approach with proven ability to develop credible relationships with business partners
• Must possess strong verbal and written commination skills
• Ability to present their point of view in varied business situations
• Strong skills in Microsoft Office (Outlooks, Word, PowerPoint, Excel)