Human Resources Business Partner

Airgas•Houston, TX

2d•Hybrid

About The Position

Airgas is HIRING! Airgas is Hiring for a Human Resources Business Partner! At Airgas, we RESPECT, HONOR and VALUE diversity. We are invested in cultivating a dynamic and inclusive culture. We are looking for YOU! Position located in Houston, TX and Radnor, PA Schedule: Hybrid, 3 days onsite & 2 days remote Reports to the Human Resources Director Strong passion for fostering an environment of Diversity, Inclusion and Respect. Experience with developing, contributing, and supporting Airgas' commitment to a World Class Service, exceeding customer expectations and building brand loyalty. Excellent Benefits: Airgas offers a full benefits package that includes: Medical, Dental, Vision, Life, AD&D, Short Term and Long Term Disability Insurance, Vacation, Sick, Paid Holidays, 401(k) Retirement Plan with company match, Tuition Assistance and much more! Benefits Start after 30 days of employment Recruiter: Quentin Chavis Jr. / [email protected] / 346-459-4397 How will you CONTRIBUTE and GROW? The HR Business partner is responsible for partnering with leaders and providing Human Resource leadership and execution in talent management, employee relations, performance and development coaching, compensation, positive employee relations, labor relations, HR Compliance and special projects. The HR Business Partner is responsible for the coordination of activities with other team members, leads and executes change initiatives across business related to talent and HR strategy. Serve as a trusted advisor providing comprehensive HR Support and guidance to the business by understanding business goals and challenges Analyze and manage HR data and metrics to identify trends and provide insights. Lead and/or participate in annual programs for assigned client groups, such as the performance appraisal process including calibration, salary review process, Terminal Rate increase and pay memo process, goal setting process, Quarterly Incentive bonus process, talent review process, myVoice engagement survey, Mechanic leveling and client group specific compensation plans. In conjunction with the L&D COE team, develops and delivers talent development and training assessments and programs to assigned client groups. Actively leads and engages employees in evaluation of the employee relations climate and implements solutions to issues that arise. Counsels employees and managers on career planning, conflict resolution and work related challenges. Conducts exit interviews to evaluate work climates and morale. Conducts investigations as needed in an objective and professional manner to determine corrective action. Partners with the Employee Relations COE on escalated case management and positive employee relations. Advises managers on performance management including appropriate corrective counseling, training and development, and progressive discipline techniques and processes. Reviews documentation to ensure consistency with Airgas policies, procedures, and guiding principles. Involve the Legal department or senior HR leadership at the appropriate time. Monitors and verifies the company’s employment standards and practices in an effort to continuously improve organizational efficiency and effectiveness. Participates in the management of a new hire orientation program for assigned business unit(s). Follow up with managers to ensure new hire training is on track after their initial onboarding. Works with a third party administrator to answer unemployment claims. Attends unemployment hearings as needed. Partners with HR COEs and HR Operations ensuring accurate and efficient processing of all new hires, terminations and personnel changes, in a timely manner. Administers all other HR policies and programs. Recommends and implements revisions to policies, programs and practices as needed. Ensures compliance with all state and federal statutes, laws and regulations including but not limited to all applicable wage and hour laws, and regulations related to FMLA, OSHA, EEO and ADA.

Requirements

Bachelor’s degree in Business, Human Resources or related field
A minimum of 3 years of related human resources experience required (relevant experience related to compensation reviews, employer relations, performance management and various human resources annual processes)
Must have high level analytical skills; previous experience operating in Excel/Google Sheets conducting V-lookups, pivot tables and various formulas
Demonstrated understanding of HR principles and practices, employment laws and regulations, and effectively leading comprehensive ER Investigations
Demonstrated ability to be: personable, professional, responsive, knowledgeable, credible, trusted and drive value to an organization.
Demonstrated understanding of HRIS and Applicant Tracking Systems.
Demonstrated skill set in managing data and advanced functions in Microsoft Excel and Google Sheets.
Must have excellent organizational, written and oral communication, listening and presentation skills including the ability to effectively present and discuss information and respond to questions from employees and managers.

Nice To Haves

HR related certification i.e. PHR, SPHR is preferred
Previous experience in a Generalist, Business Partner or related job titles
Previous experience managing multi-site personnel, ideally personnel in different states
Previous experience with transportation population

Responsibilities

partnering with leaders and providing Human Resource leadership and execution in talent management, employee relations, performance and development coaching, compensation, positive employee relations, labor relations, HR Compliance and special projects
coordination of activities with other team members, leads and executes change initiatives across business related to talent and HR strategy
Serve as a trusted advisor providing comprehensive HR Support and guidance to the business by understanding business goals and challenges
Analyze and manage HR data and metrics to identify trends and provide insights
Lead and/or participate in annual programs for assigned client groups, such as the performance appraisal process including calibration, salary review process, Terminal Rate increase and pay memo process, goal setting process, Quarterly Incentive bonus process, talent review process, myVoice engagement survey, Mechanic leveling and client group specific compensation plans
In conjunction with the L&D COE team, develops and delivers talent development and training assessments and programs to assigned client groups
Actively leads and engages employees in evaluation of the employee relations climate and implements solutions to issues that arise
Counsels employees and managers on career planning, conflict resolution and work related challenges
Conducts exit interviews to evaluate work climates and morale
Conducts investigations as needed in an objective and professional manner to determine corrective action
Partners with the Employee Relations COE on escalated case management and positive employee relations
Advises managers on performance management including appropriate corrective counseling, training and development, and progressive discipline techniques and processes
Reviews documentation to ensure consistency with Airgas policies, procedures, and guiding principles
Monitors and verifies the company’s employment standards and practices in an effort to continuously improve organizational efficiency and effectiveness
Participates in the management of a new hire orientation program for assigned business unit(s)
Follow up with managers to ensure new hire training is on track after their initial onboarding
Works with a third party administrator to answer unemployment claims
Attends unemployment hearings as needed
Partners with HR COEs and HR Operations ensuring accurate and efficient processing of all new hires, terminations and personnel changes, in a timely manner
Administers all other HR policies and programs
Recommends and implements revisions to policies, programs and practices as needed
Ensures compliance with all state and federal statutes, laws and regulations including but not limited to all applicable wage and hour laws, and regulations related to FMLA, OSHA, EEO and ADA