HR Business Partner

The HR Business Partner serves a critical role as our utility player within the Human Resources department. The position is responsible for supporting the operational effectiveness of HR, filling any gaps with Plant HR Managers for all our locations, in addition to assisting EEX and Recruiting work streams. As the HR Business Partner, you will work closely with the Corporate HR Managers, EEX Manager and TA Manager, to assist with employee training, growth and development as well as ensure all processes and procedures are carried out according to company policies.

You will help guide all HR practices and objectives that will provide an employee-oriented high performance culture emphasizing quality, productivity, goal attainment and empowerment.

In this role you will work closely with internal business partners to ensure all human resources duties are undertaken in accordance with federal and applicable state employment laws, company policy, industry best practices, and ensuring risk to the business is minimized. As a key member of the corporate HR team this role provides sound advice and coaching to department managers in all HR related areas that impact the plant.

During the off season, you will be expected to participate in Corporate HR, EEX and Recruiting projects.

Essential Functions/Qualifications

The responsibilities of the position include the following:

• Establish and maintain employment practices and procedures in accordance with plant and corporate guidelines as well as in compliance with all local, state, and federal employment laws including EEOC, ADA, Civil Rights Act, DOL and any applicable Affirmative Action Plans.
• Plan and participate in performance management activities such as disciplinary reviews, terminations, standard employee reviews and succession planning. Documents appropriate information throughout the performance management process.
• Train staff on topics such as performance reviews, discrimination/harassment policies, drug & alcohol policy, respectful workplace and conduct policies, HRIS implementation, payroll standards and participate in orientation training to all employees.
• Provide proactive employee relations support including coaching, counseling, investigations, and dispute resolution. Responds to employee relations issues including employee complaints, grievances and investigations.
• Recommend and seek continuous improvement of HR, Recruiting policies, procedures and programs through coordination and consultation with HR leadership team.
• Respond to unemployment claims and participate in any unemployment hearings, as needed.
• Review, audit and complete all necessary HR and employee forms (onboarding paperwork, policy acknowledgements, and all Employee Status Notices (ESN); just to name a few), processes, procedures to ensure adherence to best practices and policies.
• Establish and train standard operation procedures in accordance with our company policies to include orientations, onboarding, offboarding, incident management and reporting cadences.
• Assist Recruiting, EEX Teams and Payroll with confirmations, offers, pre-hire screening, onboarding, travel request, pay discrepancies, job changes, promotion letters, etc.
• Ensure Plant HRs are fully supported and have latest information from Corporate, Recruiting and EEX teams to ensure smooth transition and ultimate employee experience.
• Other duties to help support teams and entire organization.

Competencies

To perform the job successfully, an individual should demonstrate the following functional and interpersonal competencies:

Functional

• Organization - In order to be successful as HR Business Partner, you must be highly organized and also have the ability to seamlessly reprioritize your tasks throughout the day. This role requires excellent organizational skills to track and manage the needs of a business and its employees. You must be organized to manage sensitive data, such as employee files, schedules, payroll, and benefits.
  
  HR managers also use organizational skills to maintain files in both physical and digital forms.
• Proactive Problem Solving - this can help you find solutions to challenges that new and returning employees may face during the hiring, onboarding and staff movement process. You can use this skill to help your internal business partners to help them overcome challenges and continue to get employees through the hiring process swiftly and plants fully supported and staffed.
• Experience working in high-volume, fast paced hiring environment required. You will need the ability to adapt and excel when business plans change.
• Attention to detail - You can prioritize tasks, work with a sense of urgency, yet leave nothing to chance. You are able to factor in every piece of information that will lead to improved processes and reduced costs.
• Advanced computer skills, including Microsoft Office Suite and HRIS related systems. Proficient in Excel & Microsoft Office - able to use MS Word to edit text documents, create templates, and automate the…