Summary/Objective

The HR business partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position serves as a consultant to management on human resource-related issues. The successful HRBP acts as an employee champion and change agent. The role assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.

Essential Functions

Conducts frequent meetings with respective business units.
Consults with line management, providing HR guidance when appropriate.
Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
Maintains 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.
Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Provides HR policy guidance and interpretation.
Develops contract terms for new hires, promotions and transfers.
Provides guidance and input on business unit restructures, workforce planning and succession planning.
Identifies training needs for business units and individual executive coaching needs.
Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.

Competencies

Business Acumen.
Communication.
Consultation.
Ethical Practice.
Cultural Awareness.
HR Expertise.
Relationship Management.

Supervisory Responsibility

This position has no direct supervisory responsibilities, but does serve as a coach and mentor for other positions in the department.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Majority of time is spent in an office environment. Occasional time in a production or warehouse environment may be required to meet operating company needs.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is frequently required to talk or hear. The employee is frequently required to sit. The employee is occasionally required to stand; walk; use hands to finger, handle, or feel and reach with hands and arms. Requires mobility to travel locally and nationally. The employee must occasionally lift and/or move up to 25 pounds.

Position Type

This is a full-time exempt position. This position regularly requires long hours and occasional weekend work as job duties demand.

Travel

To perform this job successfully an individual should have the means and ability to travel on a flexible schedule. Travel is anticipated to be approximately 25% non-regional, and occasional increases in travel demands based on business needs.

Required Education and Experience

Bachelor's degree and relevant industry experience.
Minimum of 7 years' experience resolving complex employee relations issues.
Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.

Additional Eligibility Qualifications

Current PHR or SPHR Certification through HRCI strongly preferred, or alternatively, a SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential may meet this requirement.

Other Duties

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.

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