HR Business Partner

Purem Novi Inc

4h•Onsite

About The Position

This position is responsible for providing professional HR guidance, analysis, and administration in functional areas such as employee relations, training, recruiting, and benefit programs. The role involves collaborating with top leadership to align HR strategy with business strategy, cascading global initiatives, and applying change management processes. It also includes supporting culture-related initiatives, managing HR projects for regional business units, and training managers on employee engagement. The HR Business Partner will also handle performance improvement plans, workforce development, succession planning, and investigate employee relation issues. Additionally, the role involves administering training records, collaborating on recruitment strategies, initiating immigration procedures, and managing payroll and benefits processes for corporate employees. The position is also responsible for designing compensation plans, ensuring pay rate compliance, future-proofing compensation and benefits, maintaining HRIS recordkeeping, supporting wellness programs, optimizing organizational design, and implementing reward and recognition interventions.

Requirements

Bachelor's degree (B. A.) in Human Resource or closely related field
Minimum two (2) years of experience in Human Resources.
Proficient using in Microsoft Office.
Ability to maintain utmost confidentiality.
Knowledge and/or experience with national and regional labor law, and tax and social security regulations
Strong interpersonal and communication abilities
Analytical skills
Problem-solving skills
Knowledge of labor laws and regulations

Nice To Haves

Proficient using ADP preferred.
Professional in Human Resources (PHR or SHRM-CP) certification preferred.
Experience in the durable goods manufacturing industry.
Project management
Strategic planning

Responsibilities

Collaborate with top leadership to align the HR strategy to the Business strategy. Cascades Global Initiatives into the Region.
Apply a change management process and tools to create a strategy to support adoption of the changes required by a project or initiative.
Support the design, development, delivery and management of change communications.
Provide advice and suggestions for culture-related initiatives, such as cultural transformation.
Human Resources Project Manager for regional business unit improvements.
Train managers on employee engagement results, action plans and effective engagement initiatives.
Develop and present performance improvement plans and progressive counseling notices.
Responsible for workforce development and training, in addition to monitoring succession planning.
Investigate employee relation issues such as employee complaints, harassment allegations and civil rights complaints and prepare report of findings.
Administer training records to include tracking and ensuring white collar matrices are being updated.
Collaborate with other HR team members on implementing innovative and inclusive recruitment strategies.
Initiate immigration procedures for new and existing employees, support international transfers and relocation for employees between companies.
Administer all payroll and benefits processes for employees at the corporate office, including but not limited to: benefits orientation/administration; timecard/payroll review/submission, paid time off processes, and FMLA requests.
Design and make recommendations for competitive and internally equitable compensation plans that mirror market trends and business strategies.
Verify all pay rates submitted companywide match production pay scale and/or offer approval form and approves to ensure “4 eye approach”.
Future-proof compensation and benefits planning.
Ensure corporate employee HRIS recordkeeping compliance and paper files are accurate and filed.
Administer and/or support local wellness programs at corporate; encourage participation and local buy-in.
Optimize organizational design to increase productivity and improve performance of the business.
HR Representative of Employee Engagement Committee & Employee Social Responsibility Committee
Implement reward and recognition interventions to increase bottom-line results and employee engagement.