HR Business Partner

at  Bohler

Overview:
The Human Resource Business Partner (HRBP) at Bohler plays a pivotal role in aligning business and human capital objectives within the organization. They serve as advisors on human resource-related issues, acting as employee champions and change agents. The HRBP assesses and anticipates HR-related needs and communicates needs proactively across all HR functions to develop and deliver integrated solutions.
This role provides guidance on complex HR and Employee Relations issues, develops, and implements HR strategies that support business goals, and help foster a positive work environment. Our HRBPs have a deep understanding of all HR functions, excellent communication skills, and the ability to manage multiple stakeholders and priorities.
Through collaborative partnerships with our COE’s, they drive performance management processes, talent development, succession planning, and employee engagement strategies.

• HR Business Partners are stewards of change leadership and will ensure proper change management measures and employee communications are applied as appropriate
• Consults with and advises business leaders on performance, organizational, and leadership matters; continually seeks to drive and promote innovative and creative thinking
• Conducts organizational needs assessments to determine measures required to improve employee job performance and contribution to company performance
• Regularly meet with HR function leads (Talent/OTD/HR Operations/DE&I), business leaders and employees to build a strong relationship of trust and counsel
• Works closely with leaders and employees to improve the Employee Experience and increase employee engagement and retention
• Works with OTD to identify training and professional development needs for business units, individual employees, plus executive coaching needs as required; may assist with strategic focus but assist and/or support with delivery where appropriate
• Analyze trends and metrics to develop solutions, programs and policies that support the Employee Experience, employee engagement, productivity, and retention
• Identify top performers in the organization and work with leaders to build development/succession plans that ensure sustainability of the organization
• Working with the OTD team, help to drive the creation and use of individual development plans (IDP’s) for employees at all levels as appropriate
• Responsible for Employee Relations, leading investigations into employee complaints or concerns, ensuring a fair and thorough process.
• Guide leaders in the use of leader-led engagement practices to optimize employee communications and engagement
• Support a culture of inclusion and promote diversity in our workforce
• May perform other duties as assigned