JOB SUMMARY:

HR Business Partner (HRBP) acts as a strategic advisor and partner to business leaders and employees on a variety of human resource functions. The HRBP aligns business objectives with employees and leaders acting as a change agent and employee champion.

REQUIRED SKILLS/ABILITIES:

• Excellent verbal and written communication skills.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Excellent organizational skills and attention to detail.
• Strong analytical and problem-solving skills.
• Ability to prioritize tasks and to delegate them when appropriate.
• Ability to act with integrity, professionalism, and confidentiality.
• Thorough knowledge of employment-related laws and regulations.
• Proficient with Microsoft Office or related software.
• Ability to quickly learn HRIS, LMS and other required software systems.
• Ability to travel within the region regularly.

EDUCATION AND EXPERIENCE:

• Bachelor’s degree in Human Resources, Business Administration, or related field required.
• A minimum of 5-7 years of progressive HR experience, with a minimum of 2 years working in a unionized environment.
• Experience working in manufacturing or industrial setting preferred.

PHYSICAL REQUIREMENTS:

• Prolonged periods of sitting at a desk and working on a computer.
• Ability to access and navigate each area of the organization’s facilities.

• Serve as the primary HR point of contact for the designated facilities and business units within the region.
• Act as a trusted advisor on a variety of HR matters including talent management, workforce planning, organizational development and employee engagement.
• Provides guidance and support to managers and employees on employee relations matters, including performance management, disciplinary actions and conflict resolution.
• Provides support to team members when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations and investigating allegations.
• Partner with leaders to anticipate future workforce needs, identify future workforce needs, identify skill gaps and develop strategies to address them. This includes, recruitment, interviewing, and hiring of qualified job applicants supporting exempt, Non-exempt and hourly roles.
• Support collective bargaining efforts, grievance management, contract interpretation and other union-related activities.
• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Supports and follows the company Safety Always program.
• Performs other duties as assigned.