Description

General Summary

A People Business Partner will oversee all human resources operations and ensure they are aligned with our business goals in support of specific company divisions/departments. This position requires solid experience with HR practices and employee management. People Business Partners will communicate with managers to express new ideas and suggest solutions, considering budget limitations and the company culture. This position is a consultant to business leaders (a.k.a. clients) on all aspects of human resources with the support of HR functional Centers of Excellence.

Essential Duties and Responsibilities

• Work closely with management and employee clients to improve work relationships, build morale and increase productivity and retention.

• Provide HR policy guidance.

• Suggest new HR strategies.

• Identify training needs for teams and individuals.

• Analyze trends and metrics with the HR department.

• Conducts regular meetings with respective clients.

• Manages and resolves complex employee relations issues.

• Conducts effective, thorough and objective investigations.

• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).

• Prepares for Union Negotiations and supports or may lead union negotiations.

• Provide guidance and direction for site HR Admins.

• Focal Point for one or two major areas such as: Labor Relations, Compliance, Start Ups, Learning, Leave/FMLA.

Knowledge, Experience and Skill Requirements

• Bilingual in English and Spanish required

• People management skills

• Analytical and goal oriented

• Working knowledge of current labor legislation

• Knowledge of HR functions and practices

• Experience with labor unions and employee relations

Work Experience

• 3 years of related Business Partner experience.

Education, Licenses and Certification

Required:

• Bachelor’s Degree

Preferred:

• PHR or SHRMCP

This job description is subject to change by the employer as the needs of the employer and requirements of the job change.

We maintain a drug-free workplace and perform pre-employment substance abuse testing.

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)

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)