Job Abstract

This role is responsible for independently assessing intricate matters on HR policies and facilitating HR programs operational and strategic plans. The role contributes to HR program implementation, innovates development strategies, and guides managers in addressing complex performance matters. The role ensures compliance, coaches on policies, and provides insightful analysis to HR leadership through well-prepared reports.

Responsibilities

  • Performs complex and occasionally highly complex analysis for a HR function or business, utilizing strong business understanding to achieve objectives effectively.

  • Consults with business leaders to deliver complex human resources policies and programs within businesses and local environment.

  • Delivers a comprehensive package of human resources programs by interpreting corporate initiatives for business and local regulatory needs.

  • Contributes to implementation of multiple programs simultaneously while managing regional priority project teams.

  • Develops innovative programs to align development needs with business objectives and evaluating employee training to ensure individual and business needs are being met.

  • Creates and implements information to staff and managers on policy and procedures, recruiting, training, benefits and compensation.

  • Assesses the overall Human Resources management Programs, (classification, staffing and recruitment, pay and leave administration, record-keeping processes including Human Resources Management System) to implement strategic ideas that will improve business processes.

  • Implements HR processes and procedures, ensuring compliance with employment laws and regulations, and company policies and procedures.

  • Develops strategies and coaches managers in resolving complex performance and misconduct issues.

  • Guides in preparation of HR reports, including headcount, turnover, and other HR-related metrics, and provides analysis and insights to HR leadership.


Education & Experience Recommended

  • Four-year or Graduate Degree in Human Resources, Business Administration, or any other related discipline or commensurate work experience or demonstrated competence.

  • Typically has 7-10 years of work experience, preferably in HR functional area, HR generalist, HR consulting, employee relations, or a related field.


Preferred Certifications

  • Professional in Human Resources (PHR)/ Senior Professional in Human Resources (SHPR)

  • Society for Human Resource Management (SHRM)


Knowledge & Skills

  • Auditing

  • Business Strategies

  • Change Management

  • Data Analysis

  • Employee Engagement

  • Employee Onboarding

  • Employee Relations

  • Human Capital

  • Human Resource Management

  • Human Resources Information System (HRIS)

  • Labor Law

  • Labor Relations

  • Performance Management

  • Process Improvement

  • Project Management

  • Talent Acquisition

  • Talent Management

  • Workday (Software)


Cross-Org Skills

  • Influencing and Advisory Skills

  • Effective Communication

  • Results Orientation

  • Learning Agility

  • Digital Fluency

  • Customer Centricity


Impact & Scope

  • Impacts function and leads and/or provides expertise to functional project teams and may participate in cross-functional initiatives.


Complexity

  • Works on complex problems where analysis of situations or data requires an in-depth evaluation of multiple factors and provides guidance.


Disclaimer

  • This job description describes the general nature and level of work performed in this role. It is not intended to be an exhaustive list of all duties, skills, responsibilities, knowledge, etc. These may be subject to change and additional functions may be assigned as needed by management.

Search Terms: Business Partner, HR, Business, Manufacturing, Administrative
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