What are the responsibilities and job description for the Sr HR Business Partner-M822H02 position at Matthews International?
The Sr HR Business Partner ensures robust human resource services deliver value to employees and managers to drive the business forward in accordance with strategic plans; addresses obstacles to business success within the talent domain; and reinforces the business values and visions. This role consults and coaches in the areas of legal compliance and risk management, talent management, performance management, communication and managerial skills.
Builds relationships with assigned business unit leadership and identifies opportunities to contribute to success of assigned groups.
Leads implementation and adaptation of broad corporate policies, plans and programs to meet business unit objectives.
Directs effective communication program with managers and employees to ensure understanding of human resource programs, policies and plans.
Provides counsel, advice and guidance to local management involved with sensitive performance and employee relations issues; directs, administers and supports managers with employee relations problems/issues.
Supports business restructuring and vets layoff decisions.
Resolves disputes and complaints by conducting investigations; and produces written reports detailing findings and next steps or actions.
Oversees the establishment and administration of EEO/Affirmative Action programs to ensure compliance with federal, state, and local laws and regulations and diversity goals.
Proposes, tracks, reviews and analyzes relevant metrics. Analyzes key human resource trends at each location for turnover, hiring, promotions, separations, and grievances.
Plans, communicates, and integrates employees of newly acquired companies through orientation meetings, supervisory training, and change management.
Plans, directs, and coordinates activities of employee(s) to ensure goals or objectives are accomplished. Mentors, coaches, trains and develops team.
Additional duties as assigned.
Builds relationships with assigned business unit leadership and identifies opportunities to contribute to success of assigned groups.
Leads implementation and adaptation of broad corporate policies, plans and programs to meet business unit objectives.
Directs effective communication program with managers and employees to ensure understanding of human resource programs, policies and plans.
Provides counsel, advice and guidance to local management involved with sensitive performance and employee relations issues; directs, administers and supports managers with employee relations problems/issues.
Supports business restructuring and vets layoff decisions.
Resolves disputes and complaints by conducting investigations; and produces written reports detailing findings and next steps or actions.
Oversees the establishment and administration of EEO/Affirmative Action programs to ensure compliance with federal, state, and local laws and regulations and diversity goals.
Proposes, tracks, reviews and analyzes relevant metrics. Analyzes key human resource trends at each location for turnover, hiring, promotions, separations, and grievances.
Plans, communicates, and integrates employees of newly acquired companies through orientation meetings, supervisory training, and change management.
Plans, directs, and coordinates activities of employee(s) to ensure goals or objectives are accomplished. Mentors, coaches, trains and develops team.
Additional duties as assigned.