HR Business Partner

HR Business Partner

Buckman is a privately held, global specialty chemical company with headquarters in Memphis, TN, USA, committed to safeguarding the environment, maintaining safety in the workplace, and promoting sustainable development. Buckman delivers exceptional service and innovative solutions to our customers globally in the pulp and paper, leather, and water treatment sectors to help boost productivity, reduce risk, improve product quality, and provide a measurable return on investment.

Position Summary

Reporting to the HR Director, the HR Business Partner (HRBP) is a hands-on role that is responsible for providing HR support and aligning business objectives with associates and management to build and continuously grow a high-performance organization.

The position serves as a point of contact for both associates and management on human resource-related matters, by executing best in class support for workforce planning, talent management, employee engagement, employee relations, training, etc. The successful HRBP acts as an employee champion and change agent, driving organization culture that aligns with business objectives. The role assesses and anticipates HR-related needs and develops integrated solutions. The position works in partnership across the HR function to deliver value-added service to management and exempt and non-exempt associates, across multiple sites in North America.

Key Outcomes/Responsibilities

Outcome: Employee Relations/Performance Management Actions:

Provides guidance for associate relations and challenging situations within supported business groups, ensuring consistent policy and procedure application for exempt and non-exempt associates across multiple sites

Takes part in performance management activities including coaching/counseling and assisting in the preparation of Performance Improvement Plans and disciplinary actions as needed

Conducts associate relations investigations with documented findings and recommendations

Partners with safety team and managers on safety investigations with documented findings and recommendations

Outcome: HR Partnership and Specialist Actions:

Develops, recommends and reinforces HR policies and procedures; prepares, updates, and assists with maintaining documents for exempt and non-exempt associates in North America

Monitors and analyzes HR data/statistics and trends and partners with assigned business groups to develop solutions and programs

Conducts stay/exit interviews and develops, monitors, and analyzes turnover metrics and trends

Participates and contributes to various projects and teams related to HR initiatives

Acts as a change agent and ensures organization change agility through appropriate change management practices that help the organization adapt to evolving market and business needs

Provides influential counsel and coaching to business leaders

Outcome: Talent Management

Improves organizational performance through individual and team performance

Ensures the correct performance metrics are in place; leads performance management practices aligned with the defined compensation strategies

Supports annual Talent Forum for assigned business groups and assists in development initiatives to support succession plans

Assists in building our talent pipeline by assessing talent and matching top performers to the jobs where they can add the most value

Assists managers and associates in identifying skills gaps and recommending development activities

Coaches people managers in areas of leadership development

Outcome: Talent Acquisition

Participates in talent acquisition initiatives in conjunction with business leaders and the recruitment team to develop work profiles, serve on interview teams, and assist in the selection and offer process

Partner with the Fast Track Facilitator on new hire orientation, including conducting HR related sessions, and serving as moderator during sessions as needed

Assists with new manager onboarding and transition activities

Basic Qualifications

• Education Requirements: Bachelor's degree in HR, Business, or related discipline.
• Job Experience: 4 - 6 years
• Minimum 5 years of experience in Human Resources required
• Minimum 3 years of experience as a Human Resources Generalist and/or HR Business Partner, or comparable experience required
• Experience and knowledge in both functional and strategic aspects of Human Resources (e.g. talent acquisition, employee relations, training and development, etc.)
• Contributing to significant business performance improvement
• Solving complex people-related issues for managers as well as non-exempt and exempt associates
• Previous experience providing HR support to Sales and/or Operations is preferred

Competency

• Communicates Effectively - Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences
• Organizational Savvy - Maneuvering comfortably through complex policy, process, and people-related organizational dynamics
• Collaborates - Building partnerships and working collaboratively with others to meet shared objectives
• Drives Results - Consistently achieving results, even under tough circumstances