HR Business Partner

International Paper•Cantonment, FL

13d•$89,000 - $118,600•Onsite

About The Position

The HR Business Partner supports approximately 400 employees in a unionized facility. This “hands-on” position requires significant interaction and visibility to all levels of the organization, departments, and all shifts across the mill. Act with line management in instituting work system improvements which positively impact business profitability and raise employee engagement. Help the facility build a reliability culture. Leadership Development, Engagement, and Diversity: educate, coach and counsel members of the organization on job performance, employee development and diversity to build work teams who fully contribute to meeting or exceeding business goals. Recruit hourly and Salary employees utilizing Pre-Employment training and College Recruiting. Educate and coach line management on company policies work rules, as well as applicable federal and state regulations, to ensure fair and consistent delivery of human resources products and services and compliance with local labor agreements. Promote and participate in the planning and implementation of communication strategies which deliver accurate, consistent and timely information on business issues and employee concerns. Research and introduce human resources best practice concepts to ensure that the organization is utilizing leading edge human resources technology and proactively considering new strategies. Represent management in labor relations, including interpretation, administration and negotiation support of collective bargaining agreement. Champion IP Change Process (IPCP) and utilize change management to help drive the continued development of a reliability culture. Educates and coaches leaders on company policies as well as applicable federal and state regulations, to ensure fairness and consistency of human resources products and services and compliance. Institutes and executes HR programs and services which support the strategic direction set to achieve business and functional goals. Promotes and participates in the planning and implementation of communication strategies which deliver accurate, consistent and timely information on business issues and employee concerns. Serves to investigate and mediate employee disputes and resolve interpersonal.

Requirements

At least 3-5 years of Human Resource experience or associated class work.
A Bachelor Degree in human resources, business or a related field is required.
Experience in a manufacturing environment is highly desirable.
Geographically flexible
Strong functional/technical skills with focus on labor relations.
Proficiency in SAP and HR/Payroll systems.
Project management desired.
Experience in leading organization change efforts and designing.

Responsibilities

Act with line management in instituting work system improvements which positively impact business profitability and raise employee engagement.
Help the facility build a reliability culture.
Educate, coach and counsel members of the organization on job performance, employee development and diversity to build work teams who fully contribute to meeting or exceeding business goals.
Recruit hourly and Salary employees utilizing Pre-Employment training and College Recruiting.
Educate and coach line management on company policies work rules, as well as applicable federal and state regulations, to ensure fair and consistent delivery of human resources products and services and compliance with local labor agreements.
Promote and participate in the planning and implementation of communication strategies which deliver accurate, consistent and timely information on business issues and employee concerns.
Research and introduce human resources best practice concepts to ensure that the organization is utilizing leading edge human resources technology and proactively considering new strategies.
Represent management in labor relations, including interpretation, administration and negotiation support of collective bargaining agreement.
Champion IP Change Process (IPCP) and utilize change management to help drive the continued development of a reliability culture.
Educates and coaches leaders on company policies as well as applicable federal and state regulations, to ensure fairness and consistency of human resources products and services and compliance.
Institutes and executes HR programs and services which support the strategic direction set to achieve business and functional goals.
Promotes and participates in the planning and implementation of communication strategies which deliver accurate, consistent and timely information on business issues and employee concerns.
Serves to investigate and mediate employee disputes and resolve interpersonal.