Hr Business Partner

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Gerdau is a major steel manufacturing company, operating in 10 countries, and employing over 30,000 individuals. The North American business divisions (Gerdau Long Steel North America and Gerdau Specialty Steel North America) produce long and special steel products for the agriculture, energy, industrial, automotive, and manufacturing markets. We stimulate the economy through our network of recycling operations and mills, operating ten mills in the U.S. and three in Canada.

Gerdau is proud to be celebrating 125 years of contributing to society. We are also embarking on a multi-year cultural & digital transformation. At Gerdau, we value teamwork, safety, and sustainability. We offer global opportunities, competitive benefits, flexible work schedules, an inclusive work environment, opportunities for career development, and more. Help us build the future at the Gerdau. We Are Creating.

The HR Team supports our Tampa Corporate office employees (about 300 employees). Our team structure consists of three HR Business Partners (all reporting to the HR Manager). This role partners with our HR Centers of Excellence to help support our employees. The HR Business Partner’s role is to develop and guide our leaders in making the best decisions as it relates to our People.

This role is essential in cultivating a winning culture at our company.

The goal of our HR Team is to provide an excellent employee experience while improving our Culture through our principles.

We are looking for an HR Business Partner to assist in attraction, engagement, development, and retention of our most valuable asset,
our People. Your purpose is to help ensure we are providing an excellent employee experience while continuously improving our Culture through our Principles.

You will be responsible for administering HR processes to include:

• Recruitment & Selection: Support recruitment efforts for open positions and support hiring managers in the selection process (from cultural fit, competency, behavior standpoints, etc.).
• Onboarding & Orientation: Support new hires in the onboarding process for the departments you support and facilitate new hire orientation for those new hires.
• Engagement: Support leaders with Employee Opinion Survey action plan. Support leaders with improving collaboration and culture within their teams through coaching of both leaders and employees.
• Communications: Coordinate employee communication to promote employee understanding of programs, policies, and objectives.
• Training and development: Assist in identifying training needs and work with corporate training team to implement programs and facilitate training sessions locally when applicable.
• Goal Setting: Participate in developing department goals, objectives, and systems. Assist in the evaluation of reports, decisions, and results of department in relation to established goals. Recommend new approaches, policies, and procedures to affect continual improvements in efficiency of department and services performed.
• Career & Succession (C&S): Coordinate C&S cycles, local People Development Committees (PDCs), surveys and competency assessments; ensure strong succession pipeline in the groups. Work with leaders to ensure employees have strong development plans to support career growth.
• Compensation: Ensure uniform interpretation and application of wage and salary policy to provide internally equitable employee compensation; help maintain job descriptions and evaluations on an accurate and current basis. Communicate total compensation opportunities to employees and respond to employee questions related to applicable Compensation plans and programs.
• Benefits: Perform benefits administration and communicating benefits information to employees. Support employees in answering leave of absence questions and submitting employee leaves in our system (SAP Success Factors).
• Employee Services: Maintain accuracy and protect confidentiality of data for all employees, including but not limited to organizational structure, job and compensation details, and personal information. Assist as needed in resolving employee concerns related to Payroll, Time & Attendance (UKG), HRIS (SAP Success Factors), etc.
• Employee Relations: Counsel leaders on employee relations matters, including employee discipline, and resolution of employee grievances. Conduct investigations based on reported incidents. Conduct mediations between employees and leaders as needed.
• Performance Management: Coordinate performance reviews and performance improvement processes for all employees; ensure consistent application of corporate policies and procedures.
• HR Policies/Procedures: Administer human resources plans and procedures for employees; assist in development and implementation of personnel policies and procedures.
• Compliance: Maintain compliance with federal and state regulations concerning employment.
• Separation: Facilitate separation of employment as needed for both…