HR Business Partner

Gerdau•Tampa, FL

About The Position

Gerdau is seeking an HR Business Partner to support attraction, engagement, development, and retention of employees and help provide an excellent employee experience while improving the company’s culture. The role supports employees at the Tampa Corporate office and partners with HR Centers of Excellence. It guides leaders in making people-related decisions and administers a broad range of HR processes.

Requirements

Bachelor’s degree in human resources, business administration, or a related field.
5–7 years of related experience.
Knowledge of the principles and practices of HR administration.
Proficiency with Microsoft Office.

Nice To Haves

PHR, SPHR, SHRM-CP, or SHRM-SCP certification.

Responsibilities

Support recruitment by interviewing finalists for open positions and creating competitive offer letters.
Support new hires with onboarding paperwork and first-day questions, and facilitate new-hire orientation as needed.
Organize and facilitate employee engagement activities; participate in employee engagement, social responsibility, and well-being teams as opportunities arise.
Coordinate employee communications about programs, policies, and company objectives.
Help identify training needs, work with the corporate training team to implement programs, and facilitate local training sessions when applicable.
Facilitate and advise on career and succession meetings with leadership to identify successors for critical positions, high-potential employees, and retention needs.
Ensure consistent interpretation and application of wage and salary policy; maintain accurate, current job descriptions and evaluations; communicate total compensation opportunities and respond to employee questions about compensation plans and programs.
Administer benefits and communicate benefits information; help resolve benefits-related employee grievances and coordinate with the Benefits Team on leave-of-absence claims.
Maintain accurate and confidential employee data, including organizational structure, job and compensation details, and personal information; help resolve concerns related to payroll, time and attendance, and HRIS.
Counsel leaders on employee relations matters, including discipline and grievance resolution; conduct investigations and mediate between employees and leaders as needed.
Coordinate performance reviews and performance-improvement processes, ensuring consistent application of corporate policies and procedures.
Administer HR plans and procedures and assist in developing and implementing personnel policies and procedures.
Maintain compliance with federal and state employment regulations.
Facilitate voluntary and involuntary employment separations as needed.
Establish and maintain personnel records for current and former employees.