HR Business Partner

BDA•Plainfield, IN

13h•$70,000 - $90,000•Onsite

About The Position

At BDA, Human Resources is focused on creating a positive employee experience, understanding what employees need, and how we can provide support. The HR Business Partner will support a business unit within Operations in a wide variety of responsibilities throughout the entire employee lifecycle. This includes recruiting, employee relations, labor relations and training and development. This person will act as the first point of contact for all employee matters, questions, and concerns. Is welcoming and solicits feedback from employees and partners with leadership to continue to refine processes. Understands when to escalate employee issues to the Senior HR Business Partner as appropriate.

Requirements

An appreciation of BDA culture and the ability to integrate well
Team player, positive attitude, energetic, committed, competitive
Outgoing and comfortable interacting with candidates and current employees at all levels of leadership within the organization
Hands-on, on-the-ground leader who is continually and deeply engaged in the business to understand the current and future employee needs and to be able to provide insight to stakeholders
Ability to manage multiple competing priorities simultaneously in a face-paced, agile, and dynamic environment while continually moving initiatives forward
Ability to communicate effectively in a culturally diverse environment at all levels of the organization and a true partner to stakeholders
Excellent written and verbal communication skills and strong interpersonal skills
Meticulous organizational skills and attention to detail
Approachable personality with excellent customer service skills
Demonstrated ability to listen and help others
Self-motivated to identify gaps and lead initiatives in a
Takes initiative to identify and anticipate HR needs and make recommendations to implement
Ability to think critically and creatively solve problems with win – win outcomes
Bachelor’s degree; major in Human Resources or related field
5-7 years progressive HR experience, with 1+ years recruiting and working in a fast-paced and collaborative team environment
Previous experience managing complex employee relations issues to resolution
Proficiency in Microsoft Word, Excel, Smartsheet and PowerPoint
Ability to organize, prioritize work, and understand HR compliance requirements
Regular and predictable attendance onsite required (5 days/week onsite to start, opportunity to move to a hybrid schedule with 1 day remote)

Nice To Haves

SHRM-CP or PHR Certification preferred
Prior HRIS, Applicant Tracking Systems such as Greenhouse, and record management experience preferred
Multilingual preferred

Responsibilities

Acts as an employee advocate to assist with questions or concerns; connects employees to correct resources and tools to resolve issues in a timely manner
Provides HR support to leadership, including consulting on talent management, performance management, and employee relations issues. Serve as first point of escalation for employee concerns
Conducts workplace investigations with discretion and expertise, providing and maintaining necessary documentation. Commitment to provide a timely, objective resolution and follow-through to all parties to ensure proper resolution
Trusted coach and advisor to leadership in influencing decisions and coach employees through complex, difficult or emotional situations
Support talent acquisition initiatives by recruiting qualified candidates for the operations component of the business. Understand the challenges of hourly associate staffing, such as recruitment/retention efforts and attrition awareness
Knowledge of leave of absence laws, responsibilities, and regulations (including FMLA, PFML), partnering with Benefits Manager to support employee leave needs
Competency in legal compliance of city, state, and federal regulations and applicable employment and labor laws, updates policies and/or procedures as required
Understand business priorities and translate them into high-impact programs, collaborating with leadership to refine existing or develop new programs, policies, procedures, and tools
Evaluate and streamline employee programs such as recognition, and training and development program (i.e. Anti-Harassment/Non-Discrimination, Performance Management, Talent Development program, etc.)
Responsible for maintaining employee files and training records
Maintains confidentiality regarding sensitive information and embodies professionalism and ethics in his/her work in all employment and HR related matters
Fosters collaborative, team-oriented relationships
Other job duties as assigned