HR Business Partner - Talent Acquisition & Retention

Saturn Petcare Inc•Terre Haute, IN

10d•Onsite

About The Position

The HR Business Partner (HRBP) – Talent Acquisition & Retention is responsible for attracting, hiring, engaging with and retaining talent. A successful HRBP in this role will partner internally and externally to fill open roles and foster an environment/culture that supports the retention of future and current employees.

Requirements

Prior Manufacturing HR Experience is preferred
Knowledge and Experience with recruiting, payroll, benefits, and training
Ability to use MS Office Suite is required
Ability to read and interpret documents such as safety rules, operating and maintenance instructions and procedural manuals.
Ability to write routine reports and correspondence.
Ability to speak effectively before groups of customers or employees of the organization.
Ability to work with mathematical concepts such as probability and statistical inference, and ability to apply concepts such as: fractions, percentages, ratios and proportions to practical situations.
Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists.
Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.

Nice To Haves

Secondary Degree in Human Resources or related field desired
HRIS experience/knowledge (w/ ADP is desired, but not required)
German language speaking skills is another advantage

Responsibilities

Workforce Planning – analyze, forecast, & align talent needs with business goals
Employer Branding – shape & promote saturn’s reputation as an employer to attract, engage, & retain top talent
Sourcing & Recruiting – identify, attract, evaluate, & hire qualified candidates to meet saturn’s talent needs
Interviewing & Selection – evaluate candidates and make hiring decisions based on skills, experience, and organizational fit
Offer Management – prepare, present, negotiate, & finalize employment offers to selected candidates
New Hire Onboarding Orientation/Programs – design & deliver onboarding experience that introduce company culture, policies, & job expectations while enabling new hires to quickly acclimate & contribute effectively
Cultural Integration – align employees with the organization values, norms, & ways of working to foster engagement & cohesion
First 90-day Experience – design & manage the first 90-day experience by setting clear milestones, facilitating regular check-ins, & ensuring new hires receive the resources & feedback needed to succeed
Engagement Surveys & Action Plans – gather employee feedback & translate feedback into targeted initiatives to improve engagement, satisfaction, & retention
Retention Strategies – analyze workforce trends, identify drivers of turnover, & implement targeted programs to improve employee satisfaction, engagement, & long-term retention
Exit & Stay Interviews – conduct interviews with departing & current employees to gather insights on engagement, satisfaction, & turnover drivers, & utilize the information to inform retention strategies
Turnover Analytics – analyze employee departure data to identify patterns, causes, & trends in workforce attrition
Employee Value Proposition (EVP) – develop & communicate organizational offerings (compensation, benefits, development, & culture) with employee needs to attract, engage, & retain talent
Company Culture Initiatives – develop & implement efforts to reinforce saturn values, encourage desired behaviors, & enhance overall employee experience
Internal Communications (w/ Leadership) – partner with leaders to craft & distribute messages that inform, align, & engage employees on business priorities, culture, and organizational updates
HRBP projects, employee support, and additional duties as needed.