HR Business Partner

Louisiana Bridge Builders•Lake Charles, LA

2h•Onsite

About The Position

The Human Resources Business Partner (HR Business Partner; HRBP) is committed to supporting Louisiana Bridge Builders by delivering value-added service to management, employees, and candidates in order to meet Company goals and objectives.

Requirements

Effectively communicate in a positive and professional manner through written and verbal communications in all interfaces with customers/public, fellow employees, vendors, etc.
Ability to use appropriate computer programs (including, but not limited to, Microsoft Office Suite) which includes having proficient computer skills and the ability to adapt and learn as programs and processes change.
Ability to work as a team member and exert initiative to work independently to reach a goal.
Ability to embrace change in the workplace while encouraging others to seek innovative approaches.
Ability to function effectively as a team player and collaborator.
Ability to work a flexible work schedule, additional and/or different hours, including but not limited to nights, weekends, and/or holidays, as needed, to best serve the business operations.
Ability to maintain a current and valid driver’s license.
At a minimum, the HR Business Partner must have a bachelor’s degree in human resources, business administration, business management, or related field of study, or a Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), SHRM Certified Professional (SHRM-CP), or SHRM Senior Certified Professional (SHRM-SCP) certification along with 8+ years of progressive human resources experience.
The HR Business Partner must also possess a current and valid driver’s license.

Nice To Haves

In lieu of a bachelor’s degree or certification, the HR Business Partner may qualify through equivalent combinations of education, certification, and experience such as a high school diploma, or equivalent, along with a minimum of 12+ years of progressive human resources experience.

Responsibilities

Handles routine employee relations and human resource inquiries related to policies and procedures.
Serves as the initial contact and liaison for intake and assessment of employee complaints.
Conducts initial interviews and gathers information for employee relations matters such as harassment allegations, work complaints, or other concerns.
Maintains knowledge and understanding of laws and regulations related to EEO, affirmative action, employee relations, and human resources.
Assists with preparation of Workforce Development Plan, policies, documents, and reports including but not limited to EEO-1 and affirmative action.
Manage and support apprenticeship, internship, mentorship, and workforce up-skill programs to develop talent pipelines, enhance employee skills, and support organizational growth.
Ensure program documentation and records are accurate, current, and compliant with applicable regulations and standards.
Assist with all phases of the recruitment process including but not limited to creation of job descriptions, posting and advertising jobs, screening applicants, coordinating interviews, offer process, onboarding, etc.
Collaborates with department managers to better understand business needs and assess position goals and requirements.
Execute talent management strategies to support the team’s growth, contractual obligations, and individual development plans.
Participate in job fairs and different recruiting functions to expand the Company’s job pool.
Collaborate with the Human Resources Manager and Company leadership to assist with Workforce Development Plan goals such as outreach efforts with diverse populations and the socially and economically disadvantaged individuals and coordination of mentoring program, on-the-job training, etc
Administer Human Resources policies and programs in partnership with management.
Assisting with the maintenance of the HRIS system data.
Provide assistance and backup support for all human resources functions including but not limited to payroll, benefits, training, and compliance.
Collaborate with management and employees to improve moral and increase productivity and retention.
Provide strategic support to management and assist with performance management, leadership coaching, etc.
Ensure compliance with federal, state, and local employment laws and regulations, and company policies.
Performing all other duties and responsibilities as assigned.