Senior HR Business Partner

at  Sila Nanotechnologies

ABOUT US

We are Sila, a next-generation battery materials company. Our mission is to power the world’s transition to clean energy. To create this future, our team is building a better lithium-ion battery from the inside out today. We engineer and manufacture ground-breaking battery materials that significantly increase the energy density of batteries, while reducing their size and weight. The result? Smaller more powerful batteries that can unlock innovation in consumer devices and accelerate the mass adoption of electric cars to eliminate our dependence on fossil fuels. We’re tackling one of the biggest challenges of our time every day, and together we’re redefining what’s possible. Are you ready to be a part of a team committed to changing the world?

KNOWLEDGE AND SKILL REQUIREMENTS

• Excellent verbal and written communication skills.
• Excellent interpersonal and customer service skills.
• Excellent organizational skills and attention to detail.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Excellent mediation skills.
• Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Minimum of 10 years of experience as a HRBP in a growing organization. Startup and manufacturing experience preferred.
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state employment laws.
• PHR, SPHR, SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or similar is a plus.
• Proficient with HR software including ADP WorkforceNow, Greenhouse, Lattice, and CultureAmp.

• Establish credibility throughout the organization through knowledge of the business and position yourself as an effective problem solver of people and organizational issues.
• Coach, develop, and support leaders while engaging in critical people activities to enable them to make sound decisions.
• Provide leadership on performance management programs, effective communication, and organizational change.
• Provides day-to-day performance management guidance to line management (e.g., coaching, career development, disciplinary actions).
• Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations.
• Develop and implement change management initiatives that facilitate/enable organizational growth and transformation and effect continuous improvement.
• Ensure HR practices comply with federal, state, and local employment laws and regulations.
• Analyze trends and metrics in partnership with the People Team to develop solutions, programs and policies.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provide HR policy guidance and interpretation.
• Provide guidance and input on business unit restructures, workforce planning and succession planning.
• In collaboration with the Learning & Development function, Identify training needs for business units and individual executive coaching needs.
• Participate in evaluation and monitoring of training programs to ensure success. Follow up to ensure training objectives are met.