HRBP-Recruiting

Human Resources Business Partner

As a member of the Human Resources Team, the HRBP will provide consultation to Uniseal management and team members in a variety of Human Resources functions, including work culture, performance management, employee relations, benefits, compensation, training & development, recruitment, process improvement, and team member recognition. The HRBP will also play a critical role in the planning, implementation, and coordination of HR programs and initiatives that support organizational strategic objectives. Advise and assist management and team members with departmental human resources activities, including recruitment/interviewing and hiring, interpretation of personnel policies, employee relations, leaves of absences, performance management, recognition, work culture, benefits, and training & development. Partner with management and team members to diagnose work culture issues, develop strategies to address them, and provide guidance in implementing solutions. Establish, cultivate, and maintain ongoing relationships with key managers in order to understand those business units and their HR needs. Respond to team member concerns by interpreting applicable HR policies and procedures and making appropriate recommendations, including suggestions on policy clarification and/or development and delivery of training. Demonstrate a focus on diversity, helping Uniseal become more diverse at all levels. Explore data, analyze trends that require intervention, and develop and implement solutions. This would include areas such as labor spending, hiring and retention, and HR metrics. Develop and administer training programs which support the development of high-performance work teams. Monitor performance evaluation process and goal planning in HRIS, initiate required annual HR trainings, and leadership development plans. Ensure compliance to all employment laws and company policies. Manage/monitor FMLA, ADA, STD, LTD, and unemployment cases/claims. Onboard all new Team Members initiate a Leadership Development Plan (MS 7.2/4-06) whenever a team member is hired or transfers into a position that does not have a documented training program. Work on various production shifts as necessary and work weekends as required. Manage mentoring program. Manage employment verification inquiries, visitors, and incoming traffic into the HR office. Back up to Human Resources Department Leader responsibilities. Prepare payroll for Exempt and Non-Exempt Employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, gender, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any characteristic protected by applicable federal, state, or local law.