HR Business Partner

Trane Italia•Grand Rapids, MI

1d•Onsite

About The Position

Trane Technologies is a world leader in creating comfortable, sustainable, and efficient climate solutions, with a core mission to prioritize the planet. Sustainability is integral to their business operations. The HR Business Partner role functions as a strategic partner, offering HR guidance to business management teams and executing HR strategies and programs. This involves developing and implementing HR plans aligned with business objectives, managing labor relations, talent management, employee engagement, and continuous improvement initiatives. The position is on-site and offers comprehensive benefits from the first day, emphasizing employee well-being and professional growth within a culture that values diversity and inclusion.

Requirements

Bachelor’s Degree required
5+ years’ experience in Human Resource function

Nice To Haves

Labor relations experience in a union environment preferred
Knowledge of and experience in a manufacturing operations environment preferred
Drive and enable cultural transformation to support a Progressive, Diverse, and Inclusive environment.
Provide guidance in establishing and leading a sustainable strategic workforce plan for the plant leadership team, including appropriate interpretation and administration of applicable contractual provisions.
Collaborate with local HR business partners to share best practices, critical needs issues, and local site and sector initiatives.
Create positive change through coaching, counseling, and influencing skills.
Monitor employee climate to identify issues/trends; counsel plant leadership team on identifying issues and implementing corrective actions, while also identifying opportunities to increase engagement.
Provide leadership, guidance and support in creating an employee engagement strategy that facilitates organizational performance and enables successful organizational change.
Facilitate talent stewardship through communication and training on HR practices and processes.
Regularly participate and provide guidance in business discussions and decisions with plant leadership team.
Act as employee advocate through effective labor and employee relations.
Facilitate conflict resolution activities and assist supervisors and plant leadership team through conflict resolution.

Responsibilities

Functions as HR Strategic Business Partner providing HR guidance to business management teams; responsible for execution of HR strategies and programs.
Develop and execute HR plans, processes, policies, and programs aligned with business objectives, including labor relations, talent management/acquisition, goal alignment, continuous improvement, employee engagement and communications.
Responsible for the development and enhancement of positive labor relations within the team, including interpretation and administration of the labor agreement, plant work rules, and investigation/management of grievance procedure.
Serve as liaison between plant leadership team and union leadership for the resolution of issues related to the above.
Perform analysis, review and recommendations related to labor contract negotiations.
Facilitate planning and prioritization with leadership team and evaluate options.
Collaborate with HR leadership in the coordination of negotiations activities, process and serve on company negotiating team.
Provide guidance to plant leadership team on talent management/development to ensure the right talent capabilities and bench strength are developed to support the business.
Address questions and help business partners to navigate the process through the use of internal Talent Management System, including Career Progress.
Partner with talent acquisition and plant leadership team in recruiting, interviewing, hiring, and onboarding employees; provide tools/resources to new employees on culture, company, and other business teams.
Develop, analyze, and report on metrics that drive continuous improvement in the business, including absenteeism, overtime, staffing to standard, engagement, and others as business dictates.
Utilize the metrics to develop strategies for continuous improvement through 9-step problem solving and Lean methodologies.
Gather, analyze, and interpret HR related data for report generation and management decision making, link HR action plans with business needs.
Conduct HR training as required, including annual compliance training and onboarding of new employees.
Work with factory leadership team in delivering to the local communication plan establishing consistent messages and improving employee communications processes.
Conduct investigations and provide leadership for all investigations related to workplace violations of policies and work rules including harassment, ethics, or discrimination complaints.