HR Business Partner (Mid-Senior)

Dart Container•Leola, PA

19d•Onsite

About The Position

We are looking for an HR Business Partner to support multiple manufacturing teams and help drive people strategies that support operational success. In this role, you will partner closely with leaders across several operational areas, providing guidance on employee relations, coaching managers, and supporting key HR initiatives. This is a dynamic position that blends strategic partnership with hands-on HR support in a fast-paced manufacturing environment. This position may be filled at either the HR Business Partner or Senior HR Business Partner level, depending on experience, depth of HR expertise, and ability to operate strategically with business leaders.

Requirements

Bachelor’s Degree and three (3) years of progressive HR experience. Equivalent combination of education and experience will be considered.
Experience consulting management on complex employee relations, and organizational effectiveness issues.
Excellent verbal and written communication skills necessary in order to persuade and influence decision making of individuals, groups, or work teams, and to explain issues.
Experience using Microsoft Office, including the ability to create basic reports, documents, presentations and spreadsheets in MS Word, MS Excel, and MS PowerPoint.
Solid understanding of common local, State and federal HR/employment-related laws and regulations, such as FMLA, FLSA, ADA, etc.
Ability to develop creative solutions to non-routine problems, master new concepts quickly and efficiently, and to turn concepts into practical application/action.
Solid understanding of key HR metrics and a general knowledge of principles/practices of HR.
Experience using root cause analysis and/or other process improvement methodologies.
Strong presentation, organizational, and analytical skills.
Experience using HRIS software
Ability to maintain confidentiality.
Demonstrated experience independently advising leaders on complex employee relations or organizational challenges (for Senior-level consideration)
Experience leading HR initiatives or programs with measurable results (for Senior-level consideration)
Strong capability to influence business decisions and guide leaders through change (for Senior-level consideration)

Responsibilities

Understanding, supporting, advising and partnering with management to effectively drive business results and achieve company goals.
Implementing, championing, administering and monitoring people-related programs and initiatives aligned with applicable laws/regulations, local business objectives, broader company goals and the strategic plan.
Working with management to create a positive experience for employees throughout the employment life cycle via recruitment processes, performance/compensation management, training & development, and succession management programs.
Operate as a trusted advisor to management, and have the ability to take on, and manage projects/assignments with a limited scope and moderate level of direction/guidance.
Administer, interpret and explain HR policies, procedures, laws, standards, or regulations; conduct training for employees/managers as needed.
Support, consult, train and coach all levels of the management team regarding people-related laws, policies, programs and issues to help managers make informed decisions, which ultimately advance business objectives. Collaboratively influence and/or challenge perspectives when appropriate.
Partner with leadership to address retention, absenteeism, and workforce challenges
Prepare and maintain employment records related to events such as hiring, terminations, leaves of absences, transfers, disciplinary actions or promotions.
Coordinate, administer and support various HR programs/initiatives, using continuous improvement methodologies to monitor programs for efficiency/effectiveness.
Conduct new employee onboarding/orientation as needed.
Partner with management to address organizational effectiveness issues using root-cause analysis and process improvement methodologies.
Leading HR programs, initiatives, or projects with broader organizational impact (for Senior-level candidates)
Partnering with leadership to anticipate workforce challenges and proactively develop people strategies (for Senior-level candidates)
Influencing and guiding leaders through complex employee relations or organizational challenges (for Senior-level candidates)
Mentoring or supporting other HR team members when appropriate (for Senior-level candidates)