HR Business Partner

Position Summary: The Human Resources Business Partner is responsible for planning, coordinating, and leading the

strategic and tactical Human Resources activities and aligning business objectives with employees and leadership across

single-site or multiple sites and union/union-free settings. The HR Business Partner maintains an effective level of

business literacy about the plant/facility/complex financial position, midrange plans, the culture, and competition. Serves

as a link between management, corporate staff, and plant/facility employees by handling HR-related questions and

matters; interpreting and administering policies, procedures, practices, programs, and any related contracts; assisting with

work-related problem resolution; and conducts investigations where applicable. The Human Resources Business Partner

also evaluates and executes standard HR initiatives and program roll outs and is involved with compensation, benefits,

and payroll; employee/labor relations; employee communications, engagement, and recognition; employment; health and

wellness; HRIS, legal compliance; policy adherence; recruitment and onboarding; training and development, and

workforce planning and staffing administration, etc.

I. Description of Essential Job Functions:

• Collaborate with General Manager/Business Unit Leader to translate current and future business goals and
  
  

develop/implement initiatives and tactics to meet business objectives in alignment with overall human resources

strategies and processes. Partner with General Manager/Business Unit Leader, Corporate HR, and Finance to

manage all labor cost and head count to profit plan targets.

• Advise General Manager/Business Unit Leader and Corporate HR on organizational and employee issues and
  
  

recommend needed changes.

• Work closely with leadership and employees to improve work relationships, build morale, and increase productivity
  
  

and retention.

• Works directly with department managers to assist them in carrying out their responsibilities on personnel matters
  
  

and provide day-to-day performance management guidance (coaching, counseling, career development and

disciplinary actions).

• Develop, define, and/or enhance policies, procedures, practices, and programs. Included in this area but not limited
  
  

only to the following would be policies and programs for employee/labor relations, employee handbook, wage and

salary structure, pay policies, performance appraisal programs, sexual harassment, employee benefit programs and

services, employee communications, employee involvement and recognition.

• Manage enforcement and administration of appropriate policies, procedures, practices, and programs to ensure
  
  

fairness and consistency, operational improvement, and cost containment for effective management of people

resources in compliance with company policies and applicable legislation.

• Maintain current knowledge and understanding of regulations, industry trends, current practices, new developments,
  
  

and applicable laws regarding human resources. Identifies legal requirements and government reporting regulations

affecting Human Resources function while reducing legal risks and ensuring regulatory compliance.

• Acts as primary contact with labor counsel and outside government agencies. Represents the Company in personnel related
  
  

hearings and investigations (e.g., unemployment), and worker compensation lawsuits or mediations.

• Lead administration of collective bargaining agreement including grievance handling and negotiations in union
  
  

settings.

• Coordinate collaboration with Corporate HR staff for advice and support on general human resource issues,
  
  

implementation of human resource activities, policies, and programs, and assistance for HR day-to-day operations

to ensure positive employee relations and good management practices. Work with Corporate HR staff to standardize

workflow, processes, and best practices and administer HR processes and projects concerning: benefits, new hire

orientation, recruiting, and support of company initiatives and HR strategy.

• Determines and recommends employee relations practices necessary to establish a positive employer-employee
  
  

relationship, promote a high level of employee morale and engagement, provide 2-way communications and

feedback systems, and maintain union-free status.

• Establishes credibility throughout the organization with management and the employees in order to be an effective
  
  

listener and problem solver of people issues. Resolves conflicts and provides coaching and counseling on human

resources matters for functional or organizational leadership. Manages and resolves complex employee relations

issues by conducting effective, thorough and objective investigations. Perform difficult staffing duties, including

resolution of staffing issues, investigation of disputes, employee termination, and administering corrective action

procedures.

• Assist with coordinating and conducting periodic employee meetings to ensure communication on all shifts occur
  
  

throughout the Company.

• Responsible for managing and coordinating talent acquisition and placement activities including hiring, EEO, and
  
  

employment practices for both hourly and salaried employment. Establishes strategies with business leaders to

select and retain the diverse talent required to maintain a competitive advantage and to align with recruiting

strategies. Identify staff vacancies within the plant/facility and recruit, interview, and select applicants.

• Provides guidance and input on staffing strategy and restructures, workforce planning, employee promotion,
  
  

transfer, and succession planning systems and processes, to achieve efficient resource allocation, flexible staffing,

and labor cost optimization.

• Manage the design, development, implementation, and completion of numerous programs, projects, and activities
  
  

to ensure employees are educated, trained, and developed. Areas of responsibility include employee training and

development curriculum, tuition assistance, external training and seminars, management education, skilled trades

development programs, performance management, etc. Provides employee development expertise, support systems

and processes focused on continuous learning, and knowledge sharing. Maintain positive liaison with educational

organizations, associations, and agencies.

• Plan and conduct new employee onboarding, orientation, and assimilation for both hourly and salaried employees.
• Establish and maintain HRIS information and reporting, HR KPI/Measurement systems, and reports for critical
  
  

analysis of the HR function and the people resources of the assigned plant/facility/complex. Measures and analyzes

key performance indicators and compensation and benefit programs to deliver functional and business performance

improvements and labor cost optimization related to human resource investments. Analyzes trends and metrics in

partnership with HR leadership to develop solutions, programs, and policies.

• Continually assess the competitiveness of all hourly employee programs and practices against the relevant
  
  

comparable companies, industries, and markets. Benchmark and gauge competitiveness of policies,

compensation, and benefits through periodic hourly wage and benefit surveys.

• Direct or assist with the management and administration of other human resources support functions including
  
  

payroll, organizational development and succession planning, compensation and benefits, job evaluation/ descriptions, performance management, 2-way communications, awards and recognition, company

clothing, social activities, and public/community relations.

• Ensure compliance and accurate record management on personnel related documents, such as Form 1-9,
  
  

Leave/Attendance Notifications, Employee Files, Benefits, And Workers Compensation Files.

• Works in collaboration with Regional EHS Manager to ensures each responsible location is in compliance with
  
  

federal, provincial, and/or state regulations regarding environmental, health, safety, and security. Provides support

assistance with all policies, programs, procedures, and activities related to environmental, industrial health and

employee wellness, and safety including workers’ compensation. Assists with EHS audits, training, programs,

activities, and incident/accident investigations to ensure the principles of 4Front’s Environmental, Health, and

Safety policy is sustained.

II. Supervisory Responsibilities:

• This job has no supervisory responsibilities.
  
  

III. Qualification Requirements: To perform this job successfully, an individual must be able to perform each essential

duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education and Experience:

• Bachelor’s degree with emphasis in Human Resources, Business Administration, or related field.
• Master's degree in related field and/or Professional certification is a plus.
• Minimum of 5-10 years in either a generalist role or in a succession of assignments in various HR disciplines.
• 5 years of human resources management or business partner experience within a manufacturing environment. .
• Experience managing employee/labor relations for single/multi-site business including demonstrated positive
  
  

employee relations programs and activities.

• Experience with talent management, including recruitment, performance management, and employee training and
  
  

development.

• Experience in project management, change management, and conflict management/resolution.
  
  

Other Qualifications, Experience, or Requirements:

• Must be able to speak, read, write, and understand the primary language (English) used in the workplace.
• Bilingual in English/Spanish is a plus. Good technical and conversational Spanish is required for Carrollton & Mexico
  
  

locations.

• Requires a valid motor vehicle operator’s license and the ability to operate a motor vehicle while carefully
  
  

observing all traffic rules and regulations.

• Work beyond the traditional 40 hours per week may be required as workload or projects dictate, including
  
  

weekends and holidays.

We are the ASSA ABLOY Group

Our people have made us the global leader in access solutions. In return, we open doors for them wherever they go. With nearly 63,000 colleagues in more than 70 different countries, we help billions of people experience a more open world. Our innovations make all sorts of spaces – physical and virtual – safer, more secure, and easier to access.

As an employer, we value results – not titles, or backgrounds. We empower our people to build their career around their aspirations and our ambitions – supporting them with regular feedback, training, and development opportunities. Our colleagues think broadly about where they can make the most impact, and we encourage them to grow their role locally, regionally, or even internationally.

As we welcome new people on board, it’s important to us to have diverse, inclusive teams, and we value different perspectives and experiences.