Senior Human Resources Business Partner

The Senior Human Resources Business Partner serves as a strategic and tactical business partner to the management team providing leadership and Human Resources (HR) consultation. This position is a key participant in the development of short- and long-term HR objectives consistent with organizational strategy. The Senior HR Business Partner provides coaching for managers and works proactively to anticipate the needs in the areas of employee relations, performance management, engagement, hiring, on-boarding, retention, communication, and training. Essential Duties and Responsibilities Mentor teammates in areas of expertise to continuously develop the knowledge and skill level of the HR team. Ensure compliance with all company and government regulatory standards in the areas of compensation, benefits, labor and employment, diversity, and all other HR governance. Build and maintain strong relationships with managers and employees. Collaborate with managers on business needs and challenges, providing strategic HR guidance. Assess and anticipate human resources-related needs. Conduct thorough and objective investigations to resolve employee relations issues. Work closely with managers and employees to improve work relationships, build morale, and increase retention. Proactively assess team and employee development needs, make recommendations, and implement appropriate solutions. Conduct or assist with record audits, mandatory reporting, and other compliance reviews. Effectively communicate HR products, perspectives, services, programs, and policies as well as implications for business strategies to management and employees. Facilitate and/or deliver HR-related training and events, including New Hire Orientation. Maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices. Review policies and practices to maintain compliance. Carry out administrative work in support of HR functions and maintain related records, including data entry into HR Information System (HRIS). Ensure HR programs are executed in accordance with company policies and procedures. Analyze and provide coaching to supervisors and managers on methods and approaches to resolve employee work problems. Create and implement revised HR policies. Make presentations to explain the purpose and goal and seek compliance and understanding of HR policies. Conduct research to determine the effectiveness of personnel programs and policies. Maintain knowledge of trends, best practices, regulatory changes, and new technologies in HR, talent management, and employment law. Be an active partner with full‑cycle recruiting process. Represent organization at personnel-related hearings, prepare documentation, and conduct investigations for unemployment appeals as needed. Cooperate with outside counsel on employment related issues if necessary. Manage the Worker’s Compensation and leave of absence programs, in partnership with Safety, to include reporting Worker’s Compensation injuries to carrier, liaise with claim adjusters through closure, and ensure all employees are returned to work in a safe and timely manner. Monitor restricted duty assignments and employee accommodation requests. Administer the random drug testing program. Establish a network of local business leaders, civic leaders, and elected officials to promote community relations. Required Qualifications Education & Experience Bachelor’s degree in human resources or related field, or commensurate combination of education and relevant work experience. 10 years’ general HR experience, or commensurate combination of higher education and relevant work experience. 2 years’ demonstrated leadership experience. Training, facilitation, and presentation experience. Experience helping organizations scale, change, transform, and grow. Knowledge, Skills, & Abilities (KSAs) Proven ability to build relationships at all levels of the organization. Strong verbal and written communication skills including the ability to communicate to all levels of staff (from front line direct labor to seasoned executives) in a professional manner. Strong attention to detail, customer service, project management and change management skills and ability to drive programs independently. Knowledge of all applicable leave and accommodation laws including the FMLA, ADA, and state and local laws. Analytical and data management skills with the ability to translate data into action planning. Strong computer systems knowledge, including in Microsoft Office and HRIS. Must be able to demonstrate practical problem solving and trouble shooting skills. Ability to apply common sense understanding to carry out instructions furnished in written, oral, or diagram form. Ability to deal with problems involving several concrete variables in standardized situations. Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public. Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, percentages, area, circumference, and volume. Ability to apply concepts of basic algebra and geometry. Preferred Qualifications Prior hands‑on experience in manufacturing or warehouse environment. Professional HR certification. Prior HR Business Partner experience. #J-18808-Ljbffr