Human Resources Business Partner at HEARTLAND BUSINESS SYSTEMS LLC

Little Chute, Wisconsin, United States -

Full Time

Start Date

Immediate

Expiry Date

28 May, 26

Salary

0.0

Posted On

27 Feb, 26

Experience

0 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Active Listening, Adaptability, Business Acumen, Change Management, Communication, Customer Orientated, Decision Making, Detail Orientated, Diversity Oriented, Honesty/Integrity, Interpersonal, Negotiation Skills, Problem Solving, Relationship Building, Resource Management, Self-Motivated

Industry

IT Services and IT Consulting

Description

Description Position Summary: The Human Resource (HR) Business Partner heightens a culture of employee engagement and continuous improvement. The incumbent will support and enhance the assigned business unit, along with the Corporate HR Team, through providing and assisting in finding solutions to issues that face the business and the people within the business. Administers numerous human resource activities such as HRIS, employee relations, policy development, onboarding, facilitating professional and leadership development programs, performance management, employment law compliance, talent mapping, and DEI. Roles and Responsibilities/ Essential Functions: Be a contributing member of the Corporate HR Team Support corporate HR initiatives and implement them within your assigned business unit. Contribute to process improvement for the HR Team, understanding how change affects all business units. Conduct new Team Member orientation, on a rotation. Employee Relations, Performance Management and Training/Development Proactively build relationships by engaging regularly with assigned leaders to understand how HR can help the business move forward. Respond to Team Member and Leader inquiries regarding policies, procedures, guidelines, and programs and provide guidance and interpretation, for assigned business unit. Conduct effective, thorough and objective investigations, as needed. Facilitate progressive discipline process including verbal and written warnings, corrective actions, suspensions and terminations, ensuring compliance with applicable laws. Identify and facilitate individual coaching needs by developing effective working relationships across the organization. Oversee the non-exempt and exempt performance review process, offering consultation as needed. Conduct exit interviews, identify concerns or risks, and make recommendations to Leadership, as appropriate. Maintain HR records ensuring compliance with all federal and state requirements. Generate and lead change initiatives with a positive, enthusiastic approach. Influence others to adopt change. Facilitate professional and leadership development programs. In assigned business units, conduct talent mapping process each year to identify high potential team members and partner with leaders to create and implement individual development plans for them. Employee Benefits Ensure the Team Members of the assigned business unit have signed up for Health Risk Assessments, benefit elections, etc. timely. Communicate out basic benefits procedures at the end of employment. Partner with the Benefits Specialist on the Corporate HR Team on more in depth benefits questions/situations. Assist with annual open enrollment. Administrative Develop and update HR related policies, procedures, guideline, programs and forms in accordance with state and federal law. Develop SOP’s for all HR processes, as related to the assigned business unit. Maintain professional and technical knowledge by attending educational workshops, reviewing professional publications, establishing personal networks, and participating in professional societies. Create ad hoc reports and queries, as needed. Support internal and external audits. Develop, implement and regularly update job descriptions for assigned business unit. Scan and index documents to the company imaging tool for the electronic files. Requirements Competencies Active Listening: Ability to actively attend to, convey, and understand the comments and questions of others. Adaptability: Ability to adapt to change in the workplace. Business Acumen: Ability to grasp and understand business concepts and issues. Change Management: Ability to encourage others to seek opportunities for different and innovative approaches to addressing problems and opportunities. Communication, Oral & Written: The extent to which an individual communicates with clarity, actively engages in conversations in order to clearly understand others’ messages and intent, and receives and processes feedback. Customer Orientated: The extent to which to which an individual desires to service both external and internal clients by focusing effort on meeting the client’s needs, understanding their concerns, and seeking to build trust. Decision Making: Ability to make critical decisions while following company procedures. Detail Orientated: The ability of the individual to pay attention to all aspects of a situation or task, no matter how small or seemingly unimportant. Diversity Oriented: Ability to work effectively with people regardless of their age, gender, race, ethnicity, religion, or job type. Honestly/Integrity: Ability to be truthful and be seen as credible in the workplace. Interpersonal: Ability to get along well with a variety of personalities and individuals. Negotiation Skills: Ability to reach outcomes that gain the support and acceptance of all parties. Problem Solving: The ability to recognize a course of action which can be taken to handle problems or potential problems and applying contingency plans to solve those problems. Relationship Building: The ability to establish and maintain a good rapport and cooperative relationship with customers and co-workers. Resource Management (People and Equipment): Ability to obtain and appropriate the proper usage of equipment, facilities, materials, as well as personnel. Self-Motivated: The ability to reach a goal or perform a task with little supervision or direction. Working Under Pressure: Ability to complete assigned tasks under stressful situations. Required Experience: 1-3 years as a Human Resources Generalist or Human Resources Business Partner, or equivalent experience. Preferred Experience: Required Skills, Education and/ or Certifications: Bachelor’s Degree (four-year college) in Human Resource Management or like field, or equivalent experience. Must be proficient in the use of a PC, Microsoft Office (Word, Excel, PowerPoint, and Outlook). Preferred Skills, Education and/ or Certifications: Professional in Human Resources (PHR) and/or SHRM Certified Professional (SHRM-CP) or other related certification. Equal Opportunity Employer - Including Disabled and Veterans #HBS

Responsibilities

The Human Resource Business Partner supports the assigned business unit by providing solutions to people and business issues, administering HR activities like HRIS, employee relations, and performance management. Key functions include building relationships with leaders, conducting investigations, facilitating discipline processes, overseeing performance reviews, and managing talent mapping.