People and Culture Business Partner

People and Culture Business Partner Would you like to work in an international environment where you'll make a difference every day? At Permobil, we're looking for game‑changers to join us as we innovate for individuals and develop the world's most advanced assistive solutions. At Permobil, the people who use our products come first. Our purpose is to create advanced assistive solutions that make the lives of adults and children living with disabilities more enriching. Our people are passionate about pushing the boundaries of technology to deliver innovations that improve lives. We are a sustainable and responsible business committed to continuous improvement, and our customers can trust us to provide market‑leading solutions driven by insights‑based clinical data. The People and Culture Business Partner (PCBP) is a vital member of the Site Leadership team and provides insight and leadership in driving the site's improved performance through employee engagement, development and training. The PCBP is responsible for all Human Resource functions at the site level, and serves as a consultant and coach to managers and supervisors regarding HR issues. Major areas of responsibility include recruiting, on‑boarding, employee relations, and organizational development. Participate in corporate‑wide initiatives and projects with other division People and Culture professionals. Responsible for implementing and managing human resources policies and programs to achieve stated company objectives. Key Tasks Serve as a partner to the Operations Director and site leadership in providing thoughtful input on business issues and people related actions. Direct talent management for exempt and non‑exempt staff, to include recruiting, applicant tracking, compensation analysis, and onboarding. Facilitate organizational development efforts to include succession planning, development planning, goal setting, and performance management. Respond to employee concerns, EEO, ADA and unemployment claims. Administer employee investigations to resolve workforce situational issues, including gathering appropriate documentation, conducting employee interviews, and advising management regarding results. Provide recommendations for resolution based on investigatory outcomes; actively participate in administering resolution through employee/supervisor counseling, documenting, as applicable. Act in a consulting capacity to company leadership in the areas of promotion, demotion, transfers, layoffs, terminations, resignations, and employee relations. Ensure compliance with federal and state laws such as FLSA, Equal Employment, ADA, FMLA, as well as compliance to internal policies and procedures by advising management and counseling employees regarding policy compliance as well as consulting legal as directed. Responsible to ensure that all employee data supports legal requirements and required reporting. Proactively drive positive employee relations, including identifying and implementing employee engagement initiatives. Coordinate administrative tasks including but not limited to administering the wage and performance review process, maintaining job descriptions, coordinating all leaves of absence requests, coordinating background screening processes, conducting exit interviews, maintaining employment data and reports, preparing attendance records and disciplinary warnings. Implement established HR policies, procedures, handbooks and initiatives. Provide input, recommendations and feedback for the development of new approaches, policies, and procedures. Assist in developing standard HR processes for continuous improvement. Administer activities in accordance with current practice. Oversee workers compensation claims administration and return to work transitions in accordance with relevant laws and company policies and procedures. Coordinate activities to encourage career development through in‑house training, seminars, educational assistance programs, apprenticeship and on the job training. Oversee the maintenance of employee records required by law or local governing bodies, or other departments within the company, to include but not limited to personnel files, benefit participation documents, HIPAA files, and I‑9 records. Assist in compiling annual human resources budget information. Manages site HR budget within approved levels. Performs other related duties or projects as required and assigned. Who you are You are passionate, innovative, and ambitious. You want to make a difference for others and feel fulfilled when you can see the link between the work you do and positive improvements in the lives of others. You search out opportunities and are prepared to go off the beaten track to chase your dreams. You don't follow the herd – you find new ways of working and go where you see potential to make your mark. You are a pioneer, a revolutionary, a game‑changer and you are who we're looking for. Your Background A bachelor's degree in human resource management, or equivalent experience. Five to seven years of experience in the HR field, or any similar combination of education and experience is required. Ability to build constructive and effective relationships across the organization. Shows consistency between words and actions and holds others accountable for doing so. Demonstrates influence by asserting his/her ideas and opinions. Ability to create clear and concise presentations to support ideas and address issues. Clearly describes the implications of data or ideas when presenting. Demonstrated ability to address difficult issues and coach others in addressing concerns. Salary Range: $90,000 - $100,000 annually Permobil will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. Permobil is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected veteran status, age, or any other characteristic protected by law. #J-18808-Ljbffr Permobil, Inc.