Human Resource Business Partner at GENCO

Cranberry, Pennsylvania, United States -

Full Time

Start Date

Immediate

Expiry Date

02 Jan, 26

Salary

0.0

Posted On

04 Oct, 25

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Human Resources, Employee Relations, Talent Development, Compensation, Recruitment, Coaching, Mentoring, Performance Management, Succession Planning, Change Management, HR Policies, Organizational Development, Communication, Customer Service, Teamwork

Industry

Logistics;Transportation;Supply Chain and Storage

Description

General Summary The HR Business Partner serves as a strategic partner and consultant to leadership and HR support functions regarding human resources and organizational issues. The HR Business Partner areas of expertise include, but are not limited to: HR programs, policy, and procedure interpretation and implementation, employee relations, talent development, compensation/benefits and recruitment. This position is responsible for delivering and executing logistical and operational activities required to achieve organizational objectives. Primary Responsibilities Act as a business partner and change champion in terms of challenging leaders to build organizational capability and bench strength. Coach and mentor employees and managers for improved business performance and engagement. Lead alignment and development of leadership competencies and create specific/individual plans for enhancement. Work with HR Associates and employees to solve employee relations issues and concerns. Act as a champion to integrate HR and key initiatives within the broader organization and to integrate new business. Work across the functions to lead and influence change at a strategic level across the business. Develop, execute and follow up in the performance review process including: Coaching towards the right approach for Goal Deployment - Objective Setting – Self-Evaluation – Manager Evaluations Driving the Performance Development process, including succession analysis, development planning, and replacement planning, as well as taking a leading role in talent acquisition for key roles. Understand compensation needs and challenges in the different regions and partner with Functional Leaders and corporate resources to develop sound pay practices. Lead the coordination of merit increase process, promotions, market adjustments and other salary related needs with the senior leaders based on processes, tools and timing provided. Take the lead in coaching the functions in the launch and implementation of newly designed or updated compensation and benefit programs, processes and policies. Drive strategic staffing needs/support within business. Engage with HR Associates and Hiring Managers to solve for difficult / unique recruitment challenges. Actively identifies gaps, proposes and implement changes necessary to cover risks. Drive organizational initiatives and build on current best practice within the regions in order to drive HR integration synergies. Education/Experience Bachelor’s Degree in related field preferred and 6 years of relevant experience. In lieu of degree, high school diploma or GED and 8+ years of HR Generalist/Business Partner experience. Proficient in Microsoft office applications and prior experience in HRIS systems. Excellent written and verbal communication skills and ability to handle employee relations issues and coaching at all levels. Must be detail oriented, possess a high degree of accuracy and work well under pressure. Strong written and verbal communication skills. Customer service driven. Strong team player. Working Conditions General office environment that is generally favorable. Lighting and temperature are adequate, and there are no hazardous or unpleasant conditions caused by noise, dust, etc. Work is generally performed within an office environment with standard office equipment available. Disclaimer The above information is only an illustration of the general nature and level of work performed by the employee within this classification. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. The job description does not constitute an employment agreement between the Company and employee and is subject to change by the Company as the needs of the Company and requirements of the job change. Physical/Cognitive Requirements With or without accommodation: Ability to follow policies and procedures. • Ability to read, write and interpret information. • Ability to add, subtract, multiply and divide. • Ability to use hands to finger, handle, or feel. • Ability to sit/walk/stand for duration of shift • Must possess visual acuity to perform essential job functions. • Ability to conduct physical tasks with a full range of motion throughout the warehouse environment. • Ability to lift/carry items up to 50 pounds FedEx Supply Chain, Inc., is an Equal Opportunity Employer including, Vets/Disability. • Know your Rights • Pay Transparency FedEx Supply Chain is committed to providing access, equal opportunity, and reasonable accommodation for qualified individuals with disabilities in its application procedures, hiring, and other terms and conditions of employment. To request a reasonable accommodation, please contact FSC.TalentAcquisition@fedex.com. Perks and Benefits at FedEx Supply Chain (FSC): • **Competitive Pay**: Competitive wages depending on your location and experience, paid bi-weekly for both full and part time opportunities. • Tuition reimbursement program • Holiday pay and accrued paid time off programs offering both Vacation and PTO • Medical, dental, vision and voluntary benefits available on day one • Basic life & Basic AD&D coverage • Supplemental Life and Supplemental AD&D • Short-Term and Long-Term Disability coverage for full time employees following 180 days of service. • Paid parental leave for both moms and dads • Paid bereavement and jury duty ** Our compensation reflects the cost of labor across several US geographic markets. Pay is based on several factors including but not limited to, market location and may vary depending on job-related knowledge, skills, education/training and a candidate’s work experience.

Responsibilities

The HR Business Partner acts as a strategic partner to leadership, focusing on human resources and organizational issues. Responsibilities include coaching employees, solving employee relations issues, and driving performance development processes.