HR Business Partner

trane technologies•Hamilton Township, NJ

22d•$87,800 - $157,570•Onsite

About The Position

The HR Business Partner serves as a strategic HR partner to a focused factory team of about 1,200 full-time employees. The role provides HR guidance to business management and executes HR plans and programs aligned with business objectives, including labor and employee relations, workforce management, talent management and acquisition, employee engagement, communications, and continuous improvement. The position works closely with focused factory leadership, union leadership, local HR, talent acquisition, and legal teams. It supports labor agreement interpretation and administration, grievance management, contract negotiations, staffing and retention strategies, investigations, workforce planning, and employee conflict resolution. The HR Business Partner also analyzes HR metrics, delivers required training, strengthens employee communications, and helps drive cultural transformation toward a progressive, diverse, and inclusive environment. This is an on-site position, five days per week. The role is salary-based and incentive eligible.

Requirements

Bachelor’s degree required.
At least 5 years of experience in a Human Resources function.
Strong leadership skills.
Excellent interpersonal skills and demonstrated ability to work as a business partner within a team environment.
Excellent problem-solving and conflict-management skills.
Detail-oriented, with strong organizational and analytical skills to analyze HR metrics and use them to develop goals and support business strategies and objectives.
Demonstrated verbal and written communication skills and ability to influence all levels of the organization.
Ability to manage multiple tasks and projects simultaneously.
Maintain knowledge of employment legislation and ensure business compliance.
Demonstrated proficiency using MS Access, Excel, Word, and PowerPoint.

Nice To Haves

Master’s degree preferred.
Labor relations experience in a union environment preferred.
Knowledge of and experience in a manufacturing operations environment preferred.
Willingness and ability to relocate to other Ingersoll Rand sites in an HR role preferred.

Responsibilities

Provide strategic HR guidance to business management and execute HR strategies and programs for the focused factory team.
Develop and execute HR plans, processes, policies, and programs aligned with business objectives, including labor relations, talent management and acquisition, goal alignment, continuous improvement, engagement, and communications.
Develop positive labor relations, interpret and administer labor agreements and plant work rules, and investigate and manage grievances.
Serve as liaison between focused factory and union leadership to resolve labor-related issues.
Analyze labor contract negotiations, facilitate planning and prioritization with focused factory leadership, coordinate negotiation activities with local HR, and serve on the company negotiating team.
Advise focused factory leadership on talent management and development, including building talent capabilities and bench strength and supporting use of the Talent Management System and Career Progress.
Partner with talent acquisition and focused factory leadership on recruiting, interviewing, hiring, and onboarding.
Develop and execute staffing strategies for recruiting, onboarding, retention, layoffs, and terminations; assess staffing-service outcomes and support continuous improvement.
Rotate hourly staffing responsibilities with team members to meet market-driven production needs.
Develop, analyze, and report HR metrics, including absenteeism, overtime, staffing to standard, and engagement, and use them to drive continuous improvement through 9-step problem solving and Lean methodologies.
Gather, analyze, and interpret HR data for reporting and management decisions, linking HR action plans to business needs.
Conduct required HR training, including annual compliance training and other topics as needed.
Support the local communications plan, facilitate two-way communication across leadership and employee groups, set measurable communication goals, and gather feedback for process improvement.
Conduct and lead investigations involving workplace policy, work-rule, and EHS-rule violations, including harassment, ethics, and discrimination complaints.
Work with legal and focused factory leadership on employee termination matters and address employee relations concerns and complaints.
Drive cultural transformation supporting a progressive, diverse, and inclusive environment.
Guide development and leadership of a sustainable strategic workforce plan, including interpretation and administration of applicable contractual provisions.
Collaborate with local HR business partners to share best practices, critical needs, and site and sector initiatives.
Create positive change through coaching, counseling, and influencing.
Monitor employee climate, advise leadership on issues and corrective actions, and identify opportunities to increase engagement.
Provide leadership and support for employee engagement strategies that facilitate organizational performance and successful organizational change.
Facilitate talent stewardship through communication and training on HR practices and processes.
Participate in business discussions and decisions with focused factory leadership and provide HR guidance.
Act as an employee advocate through effective labor and employee relations.
Facilitate conflict resolution and assist supervisors and focused factory leadership with conflict resolution.