Human Resources Business Partner

Human Resources Business Partner (HRBP) position partners with Piper business leaders to achieve overall business objectives while maintaining integrity and confidentiality. Through direction of the Sr. Manager, Human Resources, proactively identifies, defines, and implements appropriate HR strategies to enable increased organizational performance. Provides human resources consultation and support to a designated business unit to define and execute HR strategies that enable accomplishment of business objectives. Contributes to the development of workforce plans and understands external customer trends and issues in the industry that could potentially impact business. Provides guidance to convert strategies into result-driven actions. Utilizes knowledge of various human resources functions to provide tactical support to line managers. Acts as liaison with other HR functions. Provides change management support as needed. A wide degree of creativity and latitude is expected. The HRBP carries out responsibilities in the following functional areas to include but not limited to: Onboarding, employee relations, workplace investigations, policy execution, new hire, exit & stay interviews, employee retention, process improvement solutions, compensation programs, recognition programs and employment law compliance. Acts as a trusted advisor and partner to Operations, Technical, and Administrative Staff.

ESSENTIAL JOB FUNCTIONS:

• Executes human resources programs by providing human resources services, including employee relations, records management, on-boarding, retention, recognition, separations, compensation guidance, EEO compliance, and completing personnel records transactions, exercising a high degree of integrity and confidentiality.
• Works with business partners to define business strategy and workforce implications
• Updates job descriptions and salary matrixes, as needed, in collaboration HR staff/leader.
• Partners with business leaders to support the development of employees through performance conversations, employee relations, HR policies and practices, culture, conflict resolution, and other issues that may impact the work environment.
• Develops, coaches and supports management’s capability to develop and inspire employee growth and learning.
• Conducts investigations and resolution on employee relations matters and complaints.
• Works with leaders on organization design and change management initiatives
• Communicates workforce program information and policies
• Regularly attends relevant operations staff meetings and is extremely visible on the floor
• Analyzes business needs and turns them into strategic workforce opportunities
• Handles and resolves complex employee matters with a risk mitigation focus
• Coaches leaders on developing leader effectiveness and employee interactions
• Provides workforce insights using workforce data and analytics
• Provides business case results for workforce programs (ROI, eNPS, etc.). Completes special projects by clarifying project objective; setting timetables and schedules; conducting research; developing and organizing information; fulfilling transactions.

o Manages expectations by communicating project status and issues; preparing reports.

o Prepare reports by collecting, analyzing, and summarizing data and identifying trends.

• Proficiency in HRMS and Performance Development software. Responsible for managing movement of employees based on reporting structures.
• Executes the performance management process and leads the calibration process.
• Perform other related duties as required.

Education and Experience

• Bachelor’s degree in Human Resources or a related field. Master’s degree and HR certifications preferred.
• Minimum of 4-7 years of HRBP with employee relations experience, preferably in manufacturing industry.
• Strong understanding of employment regulations and Human Resources body of knowledge.
• Proficient in HRIS systems and Microsoft Office business applications, especially Excel.
• Excellent analytical, problem-solving, and communication skills.
• Strong consulting agility, including the ability to align HR solutions with business challenges utilizing data analytics
• Must have a business results focus understanding that HR solutions must align with the business strategies and challenges and can customize solutions to address specific imperatives that positively impact operational performance
• Ability to see the big picture understanding that the performance of the entire organization is dependent upon the integration, knowledge and inclusion of all segments.
• Strong coaching skills – Able to coach leaders on people management and leadership capability to improve performance
• Ability to interact with all levels of employees and management
• Effective and influential relationship building and collaboration skills
• Strong organizational skills and analytical skills; able to probe and use data analysis to understand the root cause