The HR Business Partner drives our mission by working with leaders across the business to ensure Thompson is a great place to work for our employees. The position is responsible for providing frontline HR support & advocacy for our employees, while partnering with leaders to ensure that HR initiatives and programs are successfully implemented and executed. This role is both hands-on and strategic and provides expertise in the areas of employee relations, workforce planning, performance management, compensation, employee retention, coaching/development, conflict management, and other ad hoc projects as necessary.

• Work safely at all times and lead by example.
• Build credibility and trust among employees and front-line leaders.
• Work with leaders to ensure fair and consistent application of HR policies and programs.
• Provide day-to-day performance management guidance to leaders (e.g., coaching, counseling, career development, disciplinary actions).
• Work closely with leaders and employees to continuously improve work relationships, build morale, and increase productivity and retention.
• Resolve employee concerns through compassion, a systematic approach, clear documentation, and follow-through. Manage and resolve complex employee relations issues. Conduct effective, thorough, and objective investigations.
• Work with leaders to ensure that selection and hiring processes are executed consistently. Assist in developing and managing job descriptions. Facilitate training in Thompson’s hiring and selection processes.
• Support leader and employee development by identifying training needs and assist with development and delivery of HR-specific training content.
• Serve as a key point of contact for the annual Employee Opinion Survey (EOS) cycle and assist leaders with driving a positive employee experience for their people through their leader EOS action plan.
• Assist with Talent Management strategies such as succession planning, workforce planning, and career pathing.
• Travel and make regular visits to branch locations.

Experience

• • Minimum of 5 years of experience resolving complex employee relations issues. • Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws. • SHRM or HRCI certification (SHRM-CP, SHRM-SCP, PHR, SPHR) is preferred.

Licenses & Certifications

• Professional in HR

Skills

• Microsoft Office
• Computer
• Project Management
• Time Management
• Written Communication
• Verbal Communication
• Organizational
• Relationship Building
• Problem Solving
• Listening
• Decision Making
• Analytical
• Leadership
• Customer Service
• Conflict Resolution

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)