Human Resource Business Partner

UniFirst•Wilmington, MA

11h

About The Position

Human Resource Business Partner will be responsible for human resource and/or safety functions relating to the employees in their assigned area(s). HR Business Partner will assess and anticipate HR related needs, and communicate needs proactively with HR Manager, General Manager, and/or Supervisors. HR Business Partners are expected to work closely with managers, supervisors, and employees to improve work relationships, build morale, increase productivity and improve retention. In addition, HR Business Partners will manage and resolve complex employee issues, provide day to day performance management guidance to managers and supervisors which include coaching, counseling, career development, disciplinary actions, etc.

Requirements

Entry level – 5+ years related experience
Bachelor’s degree in human resource related field required
Proficient computer skills
Must have the ability to plan and coordinate work in a sufficient and organized manner
Must have the ability to exercise considerable judgment and discretion in establishing and maintaining good working relationships
Must be able to take initiative and organize workload with little or no direction
Must possess HR related laws and regulations knowledge
Excellent verbal and written communication skills

Responsibilities

Administer various employee benefit programs such as: medical, dental, vision, RX, life and supplemental life, etc.
Open enrollment administration, entering employee benefit changes in PeopleSoft and the employee list
Administer introductory employees benefits
FMLA, Military Leave, Authorized Medical, STD and LTD administration
Recruiting responsibilities for all open exempt and non-exempt positions including internal and external
Coordinate and conducting interviews while maintaining the interview schedule
Coordinate all new hire orientation responsibilities
Monitor employee attendance records including coordinating corrective actions
Provide policy and procedures guidance and interpretation
Investigate issues such as working conditions, employee relations issues, employee complaints, employee performance issues, harassment allegations, etc.
Recommends solutions when repetition of individual problems indicates negative trends
Ability to objectively coach employees and management through complex, difficult, and emotional employee issues
Make recommendations to effectively resolve problems or issues by using sound decision making skills that is consistent with standards, practices, policies, procedures, etc.
Coordinate, conduct, and/or assist in employee corrective action meetings
Analyze, discuss and make recommendations from exit interview for continuous improvement
Take an active role in accident investigations and injury management by thoroughly reviewing the accident reports, using investigation techniques, following injury management guidelines, etc.
Process accident reports