Human Resources Business Partner at MODERN DISPOSAL SERVICES.

Town of Lewiston, New York, United States -

Full Time

Start Date

Immediate

Expiry Date

20 Aug, 26

Salary

115000.0

Posted On

22 May, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Employee Relations, Training, Performance Management, Compensation, Benefits, HRIS, Analytical Thinking, Decision Making, Leadership, Communication, Confidentiality, Detail Orientation, Service Orientation, Problem Solving, Regulatory Compliance, Succession Planning

Industry

Environmental Services

Description

TITLE: HUMAN RESOURCE BUSINESS PARTNER REPORTS TO: VICE PRESIDENT OF HUMAN RESOURCES Direct Reports: Benefit Administrator, Leave Administrator Position Summary As a key member of the HR team this role performs duties at the professional level in the following functional areas: Employee Relations, Training, Performance Management, Compensation, Benefits and HRIS. This individual will build programs and processes to ensure that the company remains in good standing with all federal, state, DOT, and local regulations. Build employee engagement and leadership engagement opportunities to retain our talent and create development opportunities. Participate in succession planning and workforce planning discussions. Essential Responsibilities Business Partnership * Aligns business objectives with employees and management in designated business units by spending more time in the sites with staff and local leaders * Formulates partnerships across the organization to deliver value-added service to management and employees that reflects the company objectives * Maintains effective level of business literacy about business unit's financial position, strategy, and culture * Manages and resolves complex employee relations issues, conducting thorough and objective investigations * Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance including partnering with the legal as needed * Provides performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions), creating professional development plans for individuals and groups * Works closely with management and staff to improve work relationships, build morale, increase productivity and retention * Delivers Quarterly Business Reviews (QBRs) to business unit leaders as well as executive leadership including KPIs, major initiatives and any key topical issues Total Rewards * Oversee the compensation, benefits, HRIS and credentialing functions. Communicate relevant information and recommendations to the Leadership Committee on all areas of responsibility; * Oversee the communication of benefit and retirement offerings to eligible associates and function as liaison between employees and administrating vendors; * Develop, design, install and communicate new plans or policies. Monitor the effectiveness of existing compensation and benefit programs and systems; * Monitor trends, evaluate alternatives and costs, recommend and implement strategic changes to corporate benefit programs to reduce or optimize cost and improve the impact and delivery of the programs to all employees; * Ensure that current benefit plans are cost effective and achieve required results particularly the attraction, retention and motivation of employees at all levels of the company including executive and key management personnel. Accountable for compliance with all government regulations applicable to compensation and benefit programs; * Prepare and coordinate benefit plans budget. Reconcile on a period basis correcting any variances. Manage salary admin budget to ensure compliance and exception approvals; * Oversee the administration of all incentive plans including working with Finance on overall calculations and Payroll on the distribution of checks; * Manage the external benchmarking as well as the internal equity of compensation positioning at the company, department and job level. Evaluate jobs using internal tools and external resources and work with management to position jobs appropriately; * Safeguard the privacy and security of individually identifiable health information and limit access, uses and disclosures of such information, in accordance with the requirements of federal and state law and relevant Ahold policies and procedures; * Oversee all leave of absence programs, including ensuring compliance with federal and state regulations including FMLA, ADA, PFL, PSL and USERRA; * Ensure the timely and accurate data flow into the HRIS. Develop quality reports to ensure data is accurate. Develop ad hoc report writing program as well as delivered reporting on key business metrics. Training * Review current training offerings and determine future needs to address areas of: * Leadership Development * Supervisor Training/ Supervisor-in-Training Programs * Employee Cross-Training Options * Maintain Training Documentation and Compliance * Partner with Safety group to schedule safety trainings (First Aid/CPR, Hazmat, etc.) as needed * Participate in Safety Committee Meetings * Assist as needed with the Modern Academy onboarding program Performance Management * Maintain and track Performance Reviews * Assist with creating quantifiable Performance Improvement Plans (PIP); ensuring they are measurable and that employees will be able to meet expectations within the time frame outlined. * Act as HR Liaison with leadership to present the PIP and answer any questions, in person as available The statements used herein are intended to describe the general nature and level of the work being performed by an employee in this position and are not intended to be construed as an exhaustive list of responsibilities, duties and skills required by an incumbent so classified. Furthermore, they do not establish a contract for employment and are subject to change at the discretion of the Company. There may be other duties as assigned that have not been captured here but will not take up more than 25% of the overall workload. Education and Experience * Education in Human Resources Management or closely related field * 7-10 years Human Resources management/generalist experience * Minimum 3 years in Employee Relations including investigations * Excellent verbal communication skills both one-on-one and in speaking before a group; strong written communication skills are also required with the ability to independently compose clear explanations and messages to staff * Knowledge of benefit programs and legislation, compensation administration systems, ADP system and general HRIS functions, benefit enrollment tool experience * Leadership - ability to direct, motivate and develop multi-functional staff * Approachability – an open mind and welcoming atmosphere and patience so that employees are comfortable in seeking help/guidance * Confidentiality – high level of skills in handling sensitive and confidential situations/information with the demonstrated ability to maintain strict confidentiality * Analytical thinking – Comfortable and good at solving problems. Draws conclusions and makes good recommendations based on information * Decision making skills – Makes decision at the right time with all the information * A strong detail orientation and commitment to producing accurate information the first time * Commitment to integrity and ethical behavior * A strong service-orientation and prior proven success in handling heavy customer service responsibilities * A commitment to continual learning and development Benefits at Modern: * Medical, Dental and Vision Coverage * Retirement Savings with Employer Match * Health Savings Accounts * Voluntary Insurance Products * Employee Assistance Program * Paid Time Off * Paid Holidays * Direct Deposit/Electronic Paystubs * Discount Memberships * Company-Sponsored Events Modern Corporation is an Equal Opportunity Employer and is committed to providing all applicants and employees the right to equal employment opportunities with regards to all aspects of the employment relationship. The Company will not engage in discriminatory practices against any applicant for employment or employee of the Company because of race, color, religion, marital status, familial status, military or veteran status, disability (including pregnancy-related conditions), creed, sex, sexual orientation, gender, gender identity or expression, transgender status, age, national origin, ancestry, domestic violence victim status, genetic predisposition or carrier status, genetic information, known relationship or association with any member of a protected class, or any other legally protected class or status.

Responsibilities

The Human Resources Business Partner aligns business objectives with employees and management, focusing on employee relations, training, performance management, and compliance with regulations. They also oversee compensation, benefits, and HRIS functions while fostering employee engagement and development opportunities.