HR Business Partner

Are you interested in working for a company that fosters growth opportunities, community involvement and a team oriented atmosphere? ClarkDietrich fosters a work-life balance and offers competitive compensation and benefits. Join a team that is STRONGER THAN STEEL, by applying to become a Human Resources Business Partner at our [Position Location] location.

SUMMARY

As a strategic partner, the HR Business Partner (HRBP) aligns business objectives with employees and management in designated departments.

• The HRBP serves as a consultant to management on Human Resource related issues.
• Successful HRBP will act as employee champion and change agent. HRBP assesses and anticipates HR-related needs.
• Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions.
• The HRBP formulates partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization.
• The HRBP maintains an effective level of business literacy about the different departments, its culture and its competition.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Displays expertise in the following human resources functions staffing, employment processing and administration, health and welfare benefits and training, employee communications, record management, safety and health programs, employee relations and retention, and local compliance administration.
• Conducts ongoing meetings with respective departments.
• Consults with line management providing HR guidance when appropriate.
• Analyzes trends and metrics in partnership with 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.
• Provides day-to-day performance management guidance to management (coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale, increase productivity and retention.
• Provides HR Policy guidance and interpretation.
• Provides guidance and input on department restructures, workforce planning, succession planning.
• Identifies training needs for departments and individual coaching needs.
• Participates in evaluation and monitoring of success of training programs. Follow-up to ensure training objectives are met.