Description

Essendant is a purpose-driven company that reaches beyond business goals to define its success within commerce today. We support our associates, customers and communities – our core values and guiding principles shape what we aspire to do. Integrity, Collaboration, Customer-Centric, Embrace and Drive Change are our core values that serve as the foundation of our pathway to success. Diversity, Equity & Inclusion, Giving Back, Associate Safety, and Accountability are our guiding principles that motivate us to focus on creating a safe and rewarding experience. Essendant is a leader in supporting the supply chain industry and has been in business for 100 years to deliver the best practices for our customers and associates. Join us at Essendant, the better way to commerce.

Sr. HR Business Partner

Major Responsibilities:

• Responsible for the delivery of Distribution HR services to Carol Stream associates and leadership teams, including new hire orientation, training, employee engagement, performance management, associate relations, communication planning, talent planning (both new hires and current associates), coaching and facilitation.

• Support organizational change initiatives, ensuring employees are prepared and engaged.

• Coaches and counsels GOM/Directors of Operations on tactical issues and sensitive associate relations issues. Assists in the coaching and development of leadership team. Supports the performance of the facility via training, coaching, and development.

• Coordinates and conducts effective training programs as directed. Identifies training and development needs of associates supported.

• Ensures the effective delivery of HR transactions for the assigned associates and leadership teams through the HR Services Center. Interacts with HR specialists as required.

• Partners with GOMs/Directors of Operations/Talent Acquisition to drive effective workforce planning including planning and forecasting talent needs.

• Promotes solid associate relations in an environment using Associate Relations Plans coupled with effective Total Communication Plans. Proactively identifies issues and concerns and creates/implements corrective plans of action.

• Administer Human Resource policies and procedures; conducting investigations, providing advice to employee and managers on policies/practices/procedures.

• Promotes positive associate relations by visiting Company facilities, conducting Associate Relations Reviews, and monitoring Facility Health Indicator tools.

• Understands employee population and how HR can provide value added services. Ensures the effective implementation of HR plans, projects and programs to positively impact the results of their assigned locations.

• Act as liaison between Field/FSC HR leadership and the facility.

• Participates as a key member on Local and/or Market Business Team as assigned. Supports and promotes the Company’s Diversity initiatives at assigned facility/facilities and ensures compliance.

• Provides facility-level support regarding the Company’s compensation and benefits practices. Ensures internal equity and that compensation practices are market competitive.

• Supports facility Safety initiatives.

• Understands the local business and how HR can provide value added services.

• Manages processes, budgets, performance management, compliance activities, and associate development as required by the job.

• Understands and demonstrates Essendant’s Core Values.

• Performs other duties as assigned.

Skills/Knowledge Required:

• Strong HR/Associate Relations Manager experience.

• Knowledge of Federal, State, and local labor employment laws (EEOC, AA, ADA, FLSA)

• Experience leading and supporting organization change management initiatives.

• Strong business acumen and strategic mindset, coupled with excellent collaboration and communication skills.

• Ability to facilitate virtual and face-to-face trainings.

• Must possess high level of professionalism, discretion, and business ethics.

• Ability to establish trust and credibility with Associates at all levels in the organization.

• Excellent business partner coaching skills.

• Solid research and networking skills.

• Must operate with high levels of integrity and fairness; will uphold USI Code of Conduct.

• Ability to formulate policy based on Company strategic direction.

Education and Experience:

• Bachelor’s Degree required; Master’s Degree or related experience preferred

• Minimum seven years of Human Resources and Labor Relations experience required.

Salary Range: $90,000-$115,000

Benefits:

• Health benefits (Medical, Dental, Vision)

• 401k with matching

• Company Holidays

• Overtime Pay for hourly employees

• Paid Vacation, Floating Holidays, and Sick Time

• Maternity and Parental leave benefits

• Employee discount

• Tuition Reimbursement

• Employee Assistance Program

ABOUT ESSENDANT (https://vimeo.com/606677833/91f9383175)

Essendant drives to be inclusive and celebrates diversity by starting with our associates. We are an Equal Employment Opportunity employer that is committed to building a diverse and inclusive environment. We strongly encourage candidates to apply for opportunities, even if you do not believe you meet every one of the qualifications described. At Essendant we are building an elevated community by creating a safe and supportive work environment. We prohibit discrimination and harassment of any kind, including or based on age, race, color, disability, ancestry, religion, sex, gender identity or expression, sexual orientation, pregnancy, marital status, national origin, protected veteran status, or any other characteristic protected by federal, state, or local laws. People are what drives our company. We are one team with endless possibilities. We are Essendant.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)