HR Business Partner

Chemical Company
Published
February 19, 2021
Location
Southeast, United States of America
Category
Default  
Job Type

Description

Position Summary
Reporting to the Director, HRBP, the HR Business Partner (HRBP) position is both a strategic and hands-on role that is responsible for developing a strategic partnership with assigned sales and operations business groups and aligning business objectives with employees 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 issues, by executing best in class strategies for talent management, employee engagement, and workforce planning. The successful HRBP acts as an employee champion and change agent, driving organization culture that aligns with business direction. 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 employees that reflects the business objectives of the organization.

Location
Southeast

Language
English

Travel
15%

Key Position Outcomes Include:

Employee Relations/Performance Management

  • Provides guidance for associate relations and challenging situations at all levels within supported business groups, ensuring consistent policy and procedure application
  • 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 as assigned with documented findings and recommendations

HR Partnership & Specialist Responsibilities

  • Develops and recommends HR policies and procedures; Prepares, updates, and maintains online associate handbook for North America
  • Monitors and analyzes HR data/statistics and trends and partners with assigned business groups to develop solutions, programs, and policies
  • 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 sales and operations business leaders

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
  • Leads annual Talent Review process for assigned business groups and assists in development initiatives to support succession plans
  • Assists in 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

Talent Acquisition

  • Participates in talent acquisition initiatives in conjunction with business leaders and the recruitment team to develop job success profiles, serve on interview teams, and assist in the selection and offer process
  • Manage new hire orientation process, including coordination of sessions, conducting HR related sessions, and serving as moderator during sessions
  • Partners with legal department to develop contract terms for new hires and promotions
  • Conducts new manager onboarding and transition activities

Minimum Requirements to Apply

  • Minimum 5 years of progressive experience in Human Resources.
  • Minimum 3 years as a Human Resources generalist and/or business partner, or comparable experience required
  • Bachelor’s Degree
  • Experience and knowledge in both functional and strategic aspects of Human Resources in at least 3 of the following areas: organizational design, employee relations, leadership development, succession planning, workforce planning
  • Developing high potential candidates for bigger challenges through differentiated development plans
  • Contributing to significant business performance improvement.
  • Solving complex people related issues
  • Previous experience serving in an HR Business Partner role to sales and/or operations is preferred

Competencies Needed for Success

Results Leadership
Ensures accountability
Results Focus
Financial Acumen
People Leadership
Attracts and develop talent
Consultation and relationship building
Collaboration
Thought Leadership
Business Insight - Effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition
Manages ambiguity
Strategic Mindset
Self Leadership
Nimble learning
Courage
Situational Adaptability

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