Company Summary

Pon.Bike is a top player in the global bicycle industry with a global group of brands that provides the best bikes in any market segment – from off-road downhillr acing to urban luggage carriers. Headquartered in Almere, Netherlands with locations based in Europe, North America, Asia and Australia. The Operations Analyst role is part of the Pon.Bike North American Operations group that supports brands such as Pacific Cycle (Schwinn and Mongoose), Cannondale, GT, Gazelle, Santa Cruz and Cervelo.

Job Summary

The Senior Human Resources Business Partner (HRBP) is the HR primary point of contact for an assigned location(s).

This position is responsible for the success of all human resources activities and programs. The Senior HRBP advises and facilitates resolution employment issues and consults with legal counsel on local legal proceedings. Implements HR business strategies, including collective bargaining (where appropriate), terminations, policy violations, hiring and other functional HR processes.

This role works closely with the Pacific Cycle HR shared services team (COE) and their peers to ensure alignment of Pacific Cycle HR policies and administration. The HR Business Partner provides counsel and guidance to their assigned leadership team.

The Senior HRBP will be responsible for mentoring and assisting in the onboarding of new HR Generalists and HR Business Partners.

Essential Job Responsibilities

% Time

HR Administration:

· Conducts workforce planning with operations leadership to determine regular staffing levels.

· Manages recruiting and onboarding for all regular positions. Conduct and review background screens and take adverse action as needed.

· Maintains and keeps up-to-date employee records and administer appropriate paperwork for new hire, title changes, promotions, salary adjustments, and all other required documentation.

· Be a subject matter expert in Dayforce and become resource for peers.

· Communicates issues to HRIS to resolve.

· Reviews timekeeping and employee records weekly to ensure accuracy and train supervisors and employees as needed. 

· Manages temp agencies and their service agreements. Work with them to fill temp positions, audit invoices for accuracy, and maintain proper hiring practices and onboarding.

· Manages all PCG mandatory training including new hire orientations for temp and regular employees.

· Stays up-to-date on all federal, state, and local employment laws to insure compliance and notify counsel and Mgr HR Operations of any changes.

· Manages communications for all HR related changes or updates in a timely fashion. 

· Executes and manages benefits in partnership with the benefits manager for all insurance plans, 401(k) plan, flexible and health spending accounts and all other employee related benefits.

· Contributes to a safe working environment by participating in employee safety meetings, workplace safety initiatives, and employee incident investigations. 

· Manages and controls facility HR budget. 

40%

Employee Relations:

· Arranges and conducts mandatory harassment training for hourly employees and supervisors.

· Manages the salary and hourly performance appraisal process including self-evaluations, current year performance goals, mid-year and end of year discussions and submission of merit recommendations.

· Identifies and addresses employee related issues and grievances and standard of conduct violations. Partner with legal, Mgr HR to as needed to determine appropriate counseling, corrective action, and documentation requirements. Communicate and provide guidance on employee related issues and grievances to operations leadership.

· Conducts exit interviews and lead employee termination meetings.

30 %

Employee Engagement:

· Collaborates internally and externally to solve human resources problems and direct solutions. Lead local cultural and change management strategies and mentor employees as well as management.

· Plans employee events throughout the year to drive positive employee morale and enthusiasm.

· Manages the employee engagement calendar and manage event budget. 

· Works with local employee engagement committee to determine meaningful, site-specific events.

· In partnership with the Pacific Cycle COE, creates and implements a wellness strategy that promotes wellness and health. 

20 %

Other Duties as Assigned:

· Follows internal controls and company policies as set by Pacific Cycle and job function.

· Assists with other projects and tasks, including outside functional area as assigned. 

· Upholds and role models the Pacific Cycle behaviors. 

10%

Total 

100%

Key Competencies

Relationship Building - Effective performers understand that a primary factor in success is establishing and maintaining productive relationships. They like interacting with people and are good at it. They devote appropriate time and energy to establishing and maintaining networks. They initiate contacts readily and maintain them over time. They are able to utilize relationships to facilitate business transactions.

Initiative - Effective performers are proactive and take action without being prompted. They don't wait to be told what to do or when to do it. They see a need, take responsibility, and act on it. They make things happen.

Problem Solving & Decision Making – Effective performers are able to identify problems, solve them, act decisively, and show good judgement. They isolate causes from symptoms, and compile information and alternatives to illuminate problems or issues. They involve others as appropriate and gather information from a variety of sources. They find a balance between studying the problem and solving it. They readily commit to action and make decisions that reflect sound judgement. 

Influence - Effective performers are skilled at directing, persuading, and motivating others. They are able to flex their style to direct, collaborate, or empower, as the situation requires. They have established a personal power base built on mutual trust, fairness, and honesty.

Organization & Planning - Effective performers have strong organizing and planning skills that allow them to be highly productive and efficient. They manage their time wisely, and effectively prioritize multiple competing tasks. They plan, organize, and actively manage meetings for maximum productivity.

Business Thinking - Effective performers see the organization as a series of integrated and interlocking business processes. They understand general business concepts that govern these systems and their interfaces. They create and/or realign these systems in response to changing business needs. They understand that a change in one process can have dramatic and unintended impact across the entire organization. They are adept at using these interdependencies to synergistic advantage.

Minimum Requirements (include education, experience, special skills, licenses and/or certifications required.)

· High school diploma or equivalent.

· Bachelor’s degree preferred or equivalent combination of education and experience. 

· Minimum 5-7 years HR experience required.

· PHR, SHRM-CP certification preferred.

· Excellent verbal, written, interpersonal, and presentational skills.

· Strong knowledge of applicable employment law.

· Strong analytical, critical thinking, and problem-solving skills.

· Ability to build relationships and communicate effectively with coworkers, leadership, and outside vendors.

· Ability to mentor and train other HR professionals.

· Strong knowledge of Microsoft Office.

· Manufacturing or distribution center experience.

· Can understand and respond to a diverse population.

Environmental Factors

· Will interact with employees in a warehouse environment that includes exposure to heat and cold.

· At times, warehouse noise levels can be high.

Essential Physical Demands and Frequency

Standing

Occasionally for long periods of time.

Driving

Occasionally.

Sitting

Frequently.

Bending

Occasionally.

Lifting

Occasionally.

Other

Long periods staring at computer monitor.

Twisting

Occasionally.

Other

Computer typing for long periods of time.