HR Business Partner

S&C Electric Company•Chicago, IL

16h•Onsite

About The Position

The Team Member Relations function is pivotal in aligning strategic human resources expertise with S&C's business needs. Serving as strategic partners to the business, the Team Member Relations function collaborates with leaders to shape HR strategies, focusing on talent management, workforce planning, and organizational development. Simultaneously, the department prioritizes a forward-thinking approach to employee relations, proactively engaging with employees and management to address issues, ensuring fair resolutions, and fostering a positive work environment. With a commitment to enhancing the overall employee experience, the Team Member Relations department plays a central role in driving organizational success. The Human Resources Business Partner (HRBP) helps to align S&C’s people strategy with its business strategy. They coach and partner with leaders to identify and understand people issues relevant to the business. They provide advice and expertise through new and innovative HR ideas that support the business’s current and changing needs and objectives. Together with line managers, the HRBP works on setting priorities, driving values, and delivering business results to meet our KPIs in Engagement, Safety, Quality, Delivery, and Cost (SQDC).

Requirements

Bachelor’s degree in Human Resources, or a related field.
4+ years of demonstrated experience in a generalist HR role with at least part of that experience supporting a manufacturing environment.
Demonstrated ability to partner with business leaders in developing and executing strategic talent initiatives aligned with function’s goals.
Ability to guide guiding leaders through performance reviews and other performance-related processes, including coaching on accurate and equitable reviews.
Demonstrated experience in conducting investigations and recommending solutions for team member complaints, unfair treatment, harassment, and discrimination.
Strong consultative skills with the ability to identify underlying organizational issues, assess their impact on team member performance and morale, and formulate targeted solutions to address these challenges effectively.
Ability to promote change through coaching, enabling leaders and team members to proactively navigate and embrace change with adaptability, resilience, and a focus on positive transformation.
Strong verbal and written communication skills, including the ability to communicate complex HR concepts in a clear and concise manner.
Excellent interpersonal skills with the ability to interview, facilitate, and collaborate with diverse subject matter experts and stakeholders, including leadership.
Good influencing skills with experience presenting ideas and gaining buy-in from leaders and team members.
Good organizational and project management skills with the ability to support multiple client groups simultaneously and meet deadlines.
Familiarity with DEI principles and experience contributing to initiatives that promote diversity, equity, and inclusion in the workplace.
Proficiency in Microsoft Office software (Excel, Word, PowerPoint, Teams, SharePoint) and HRIS.
Thorough understanding of employment laws, HR policies, and compliance with Employment Standards, Human Rights, and other regulatory requirements.

Nice To Haves

Graduate-level degree in Human Resources, or a related field.
Professional in Human Resources (PHR).
Senior Professional in Human Resources (SPHR).
SHRM Certified Professional (SHRM-CP).
SHRM Senior Certified Professional (SHRM-SCP).
Fluency in an additional language, particularly Spanish.
Experience with Oracle HCM HRIS.
Experience in succession planning, workforce planning, and talent development to ensure a pipeline of key talent for critical roles.
Experience delivering HR services and project management in a lean manufacturing environment is preferred.

Responsibilities

Partner with business leaders to develop their talent strategy to support the business growth while maintaining an engaging, respectful & fun work environment.
Participate in succession and workforce planning to ensure key talent is selected and developed to fill critical roles.
Act as a strategic partner in the recruiting process, working with business leaders to identify current and future talent needs.
Works with talent acquisition to help translate talent needs into actionable recruitment requests.
Provide compensation support to leaders for all salary actions including the annual salary review, promotions & job re-leveling situations, Insuring adherence to S&C’s compensation philosophy.
Guide business leaders in effective change management strategies and the deployment of change (e.g. Organizational Redesign).
Support the performance review process by coaching leaders on completing accurate and equitable reviews, reviewing changes in wages for conformance to S&C’s global compensation policies, and ensuring company-wide consistency.
Participate in the development, communication, and ongoing management of various HR programs and policies in talent management, employee engagement, talent and leadership development, and employee relations.
Act as a Change Agent by identifying gaps in individual, team, and leadership performance, as well as organizational structure, and act as a performance improvement driver in the promotion and implementation of change management initiatives.
Work with leaders by providing guidance and coaching on HR issues, resolve conflicts, facilitate positive team member relations, maintain a good working environment, encourage a safety-first mindset, build morale, and decrease unwanted turnover.
Ensure coaching promotes behaviors compliance with S&C’s policies, Employment Standards, and other regulatory employment and Human Rights requirements.
Conduct investigations and recommend solutions to team member complaints or claims of unfair treatment, harassment, and/or discrimination.
Conduct day-to-day performance management guidance for leaders, including mentoring, career planning, and coaching.
Provides additional support for successful 360 assessments.
Champion team members ensuring their voices and concerns are heard; advocate on their behalf and serve as their representative in leadership meetings.
Review and analyze business metrics including data on retention and employee experience to recommend systemic improvements.
Report out on key metrics to both HR and functional leaders.
Implement reward and recognition interventions to increase bottom-line results and engagement.
Partner closely with the other HR Centers of excellence such as talent acquisition, talent enablement, global total rewards, DEI & shared services, to ensure seamless execution of initiatives across the organization.
Monitor the competitive environment to identify and recommend changes, interventions, or actions to ensure competitiveness.
Partner with the global HR team and business units on organizational development and Team Member related projects that support the vision, strategic plan, and S&C’s operations.
Understand and comply with all applicable Company policies and rules.
Represent S&C both internally and externally at various events.
Maintain regular and punctual attendance.
Attend in-person or virtual meetings as requested or required.
Communicate effectively and respectfully with others.
Other responsibilities as assigned.