Human Resources Business Partner

Human Resources Business Partner

The Human Resources Business Partner (HRBP) provides technical expertise across a wide range of HR areas such as employment and labor law, employee relations, labor relations, leadership development, organizational development, strategic HR planning and partnership with the business, employee engagement. They will contribute to the overall human resources strategy, and lead on organization wide HR projects and initiatives along with HR projects and initiatives supporting their region, and will be responsible for the delivery of the day-to-day activities for their region. The HRBP is well-versed in HR best practices and serves as the first line of partnership to managers and employees on all HR matters. The HRBP addresses and advances complex issues, ensures training and development and performance management objectives are met. While based in the Pittsburgh area, the position would include 50% travel to facilities in both the USA and Canada. Strong manufacturing/industrial industry background required.

Key Responsibilities

• Regularly meet with Plant Managers and Leaders to provide coaching and strategic value-add advice on all HR matters.
• Complete monthly HR dashboards to review with Plant Managers to provide greater insight into trends affecting the business, resulting in greater data driven decision making at the plant level.
• Responsible for employee and manager inquiries about HR policies, processes, Dayforce, etc.
• Lead or assist on a variety of employee relations issues, incidents, investigations, and complaints. Resolve disputes and provide recommendations to managers regarding disciplinary process.
• Maintains timely and accurate employee data in our HRIS, Dayforce and payroll trackers.
• Process employee changes such as transfers, promotions, terminations, changes in job classification, salary increases, and other related employment changes in Dayforce. Document changes to employees where required via letters, memo's, etc. Communicate changes to HR team, and record all changes on payroll tracker.
• Partners with leaders and Talent Acquisition team on hiring needs and talent pipelines, ensuring a clear understanding of the needs of the business and makes recommendations as appropriate. Assist in recruitment process, as needed, including job descriptions, job postings, interview process and other relevant pre-employment tasks.
• Work in partnership with regional leaders, the VP, HR, and external vendors, to develop training and development programs to enhance leadership and employee capability within the region and wider organization.
• Ensure all annual/cyclical processes are successfully rolled out, and monitor completion rates for the region, for succession planning, performance management, annual compensation. Provide guidance and training to employees, and leaders as necessary, including creation of training materials, delivery of training sessions, etc.
• Lead, support, and develop strategic Human Resources initiatives while partnering with senior leadership and Human Resources team.
• Ensure compliance with all labor laws and government regulations for your region (including various Federal and State level laws in the US, along with provincial legislation in Canada for your region). Stay current on regulatory changes.
• Conduct disciplinary meetings, including terminations, exit interviews, etc., for your region. Prepare the associated documentation of the same.
• Performs periodic audits of HR files and records to ensure that all required documents are collected and filed appropriately, and retention requirements are followed.
• Periodically perform employee orientation and onboarding for new employees including administering all new hire paperwork and input into the HRIS.
• Perform other duties as assigned.

Required Skills/Abilities

• Strong coaching and influencing ability
• Excellent verbal and written communication skills.
• Strong interpersonal skills with the ability to build relationships with various stakeholders, manage sensitive and confidential situations with tact, professionalism, and diplomacy.
• Excellent attention to detail and organizational skills.
• Strong analytical and problem-solving skills.
• Advanced skills in Office 365, in particular with MS Excel
• Ability to manage multiple tasks and prioritize to meet deadlines.
• Ability to operate general office equipment.
• Advanced knowledge of HRIS, preferably Dayforce, or technical ability to quickly learn new technical systems as needed.

Education and Experience

• Strong manufacturing or industrial industry background required.
• University or College Degree in Human Resources.
• 5+ years of Human Resources experience.
• HR Designation achieved or in progress.
• Experience working with a large hourly workforce, in a plant environment.
• Valid passport

Physical Requirements

• Prolonged periods sitting at a desk and working on a computer.
• May be required to stand in place on shop floor for periods of time.
• Ability to travel approximately 50% of the time (US and Canada)

Opta offers a diverse compensation and benefit package that includes the following:

• Extended Healthcare, Dental, and Vision Benefits
• Health Savings Account
• Life, AD&D, and Dependent Life Insurance
• Short Term and Long Term Disability Insurance
• Employee Assistance Program
• Professional Development
• Paid Time Off
• 401(k) Match
• Competitive Compensation Program
• On Demand Pay (Dayforce Wallet)

We thank everyone for applying however, only those selected for an interview will be contacted. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed above are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Opta USA, an Opta Group Company, is an Equal Opportunity Employer and offers employment opportunities to all qualified persons regardless of race, color, religion, sex, age (40-70), national origin, sexual orientation, or physical disability (except where physical or mental abilities are a bona fide occupational requirement).