Senior 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 Senior HR Business Partner at our [location] location.

SUMMARY

The Senior HR Business Partner will be responsible for the execution of all HR services, including but not limited to, training, succession planning, performance management, recruiting, workforce effectiveness and individual development planning. Primary responsibilities will include supporting both corporate and field level associates and managers on HR-related matters. This individual will ensure that HR programs and plans are aligned to business priorities and will monitor effectiveness through the tracking of key measures.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Partner with the brand/business unit HR team to identify and develop the HR plans (strategies, objectives, initiatives) to support the business strategy. Act as an advocate for associates creating and fostering a best in class work environment.
• Displays expertise in the following human resources functions: staffing, employment processing and administration, health and welfare benefits, training, employee communications, record management, safety and health programs, employee relations and retention, and local compliance administration.
• 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.
• Works closely with management and employees to improve work relationships, build morale, increase productivity and retention.
• Provides HR Policy guidance and interpretation.
• Serve as a liaison with other HR teams such as Talent Management, Talent Acquisition, and HR Systems/Operations to coordinate the development and execution of programs, systems, and processes to support the business.
• Provide guidance to managers and associates for HR related concerns and the performance management process, i.e., development of business objectives and individual development plans.
• Partner with Compensation and Benefits Mgr. to communicate and implement programs related to Compensation & Benefits to ensure compliance and to meet the needs of the business.
• Drive other departmental initiatives and provide support to the HR Director.
• Acts as a lead to HR Business Partner in the field.
• Develops training and is the primary contact for non-employee relation issues.