HR Business Partner

Position Summary


SUMMARY:

Provides specialized expertise in one or more human resources functional areas and/or has full generalist responsibility for a major team or business unit. Proposes and initiates projects and programs of diverse scope and complexity; anticipates and prepares the organization for change; provides human resources input to business task teams (e.g. mergers/acquisitions, new business proposals, ISO 9000). Acts as a business partner to assess and implement organizational development and change that supports key business objectives.

ESSENTIAL FUNCTIONS:

Increases employee commitment and maintains positive, employee relations by initiating actions and/or processes that improve overall communication, problem resolution, and teamwork. Provides one-on-one coaching and serves an arbitration role in unresolved/difficult situations; implements and reinforces progressive discipline and peer panel processes and training; facilitates team discussions. Develops programs to improve employee relations/morale and promote a participative, inclusive workplace.

Organizes and/or conducts organization-wide training needs assessments. Provides input on priorities and overall recommendations. May be certified as a trainer for specific programs and/or develop and conduct internal training based on need. Promotes, models, and reinforces learning. Develops systems to support organizational compliance with quality/supplier certification (e.g. ISO9000) and related standards.

Impacts organizational capabilities through a quality hiring and selection process that provides the appropriate mix of skills, talent, and diversity. May be involved in sourcing, interviewing and screening applicants at high levels, and other related selection activities. Consults with division/organizational staff on staffing and succession plans, organizational restructuring, and outsourcing alternatives. May be involved with international assignments.

Increases the understanding and consistent application of company policies through training and communication programs. Identifies the need for new or revised policies; coordinates policy revisions and approvals. Interprets policy and may review personnel actions or decisions to ensure compliance with federal, state, and local legislation. Observes and promotes adherence to all ethical standards.

Advises and educates team leaders and division/organizational staff on compensation planning. May consolidate and report on organization-wide increase budgets. Identifies and develops recommendations to address competitiveness and/or equity; guides team leaders in evaluating compensation and classification decisions; provides interpretation and advice on legal requirements and may participate in external compensation audits. Develops communication and training on compensation, career development, and performance management topics for team leaders and team members. Researches trends in compensation and recommends changes to pay programs.

Communicates, administers, and promotes employee benefit and wellness programs. Develops recommendations for benefit program changes or enhancements and/or researches utilization to recommend preventative health approaches to reduce costs. May lead or participate in health, wellness, or safety committees.

Creates efficient HR administrative processes by applying continuous improvement measures and methods. Initiates and manages ad hoc teams to evaluate information needs, systems, and procedures to streamline and reduce time of administration or improve accuracy

Recommends personnel actions by analyzing and interpreting data and making comparative analyses. Analyzes proposed changes in methods, policies, and procedures. Compiles diverse or complex data and prepares complex reports for department, division, or group managers or to meet applicable government reporting requirements.

Maintains team leader and team member confidence and prevents the disclosure of confidential information. Conducts confidential internal investigations into a variety of Human Resources or other business matters as required. Prepares a strategy, collects and presents information, and represents the company at court or regulatory agency hearings.

Studies existing and new legislation, audits current policies and practices, and obtains opinions from legal counsel to ensure compliance and to reduce potential company liability. Advises management on appropriate actions.

Maintains professional and technical knowledge by attending educational workshops, reviewing business or HR-related publications, establishing industry networks, and/or participating in professional associations.

May provide leadership to others in department. Acts as prime contact on high level projects. Establishes goals and objectives required to complete projects. Trains and mentors less experienced team members.

Shares specialized knowledge with others. Represents company on specific projects. Establishes goals and objectives required to complete projects. Contributes to team effort by accomplishing related results as needed.

JOB REQUIREMENTS:

Bachelor's degree (BA) in Human Resources, Business, or related field, and experience which has provided both theoretical and practical knowledge in the field. Demonstrated ability to perform the essential functions of the job typically acquired through six or more years of increasingly responsible related experience.

Knowledge, Skills and Abilities

Thorough knowledge of human resources principles, industry practices, legal and regulatory requirements related to human resources policies and practices. Practical, working knowledge of financial and continuous improvement measurements. Ability to work on a variety of problems of diverse scope and complexity where analysis and evaluation of various outcomes require tradeoffs and/or coordination across multiple teams. Ability to solve difficult problems in imaginative and practical ways. Ability to establish goals and objectives and manage projects to completion. Ability to read, analyze, and interpret business or professional journals, or government regulations and recommend changes to complex procedures. Ability to respond to significant inquiries, problems, or complaints from team members, team leaders, and regulatory agencies. Ability to negotiate effectively to resolve complex employee relations issues. Ability to communicate effectively and make effective and persuasive presentations on complex topics to top management and/or customers. Ability to design, prepare, and deliver training programs. Ability to respond effectively to the most sensitive inquiries or complaints. Ability to write clear and concise reports, business correspondence, and policy manuals. Ability to use standard business applications software and HRIS systems. Ability to effectively demonstrate team member competencies and participate in goal-setting, performance feedback, and self-development activities.

Pay, Benefits, Work Schedule


Competitive Compensation

• Pay Range: \$87050 to \$145250 annually
• Participation in Annual Incentive Program

Benefit & Retirement Plans

Parker offers competitive benefit programs, including:

• Comprehensive coverage for medical, prescription drugs, dental, vision, voluntary optional life, accident insurance, hospital indemnity insurance and critical illness insurance with competitive premium cost.
• 401(k) Plan with company matching contributions at 100% of the first 5% of pay.
• Company provided defined-contribution retirement plan with annual contribution equal to 3% of pay.
• Career development and tuition reimbursement.
• Other benefits including paid parental leave, short and long-term disability programs, adoption assistance, a Care.com membership and financial planning assistance are provided at no cost to you.
• Supplemental benefit programs including identity protection, legal protection, and pet wellness are available at competitive rates.
• Paid Time Off and Company-Paid Holidays.
  
  

Equal Employment Opportunity


Parker is an Equal Opportunity and Affirmative Action Employer. Parker is committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job related reasons regardless of race, ethnicity, color, religion, sex, sexual orientation, age, national origin, disability, gender identity, genetic information, veteran status, or any other status protected by law. However, U.S. Citizenship, Permanent Residency or other appropriate status is required for certain positions, in accord with U.S. import & export regulations.

("Minority / Female / Disability / Veteran / VEVRAA Federal Contractor")

If you would like more information about Equal Employment Opportunity as an applicant under the law, please go to Employees & Job Applicants | U.S. Equal Employment Opportunity Commission