Human Resources Business Partner

Swagelok Company•Solon, OH

7d•Hybrid

About The Position

The Human Resource Business Partner (HRBP) acts as a strategic partner to the leadership team at a manufacturing site through understanding the unique business conditions of the team and incorporating corporate HR strategy, is the subject matter expert on associate issues at the site. The HRBP is the resource for associates and is relied upon as a subject matter expert on associate question at the site. The HRBP will ensure proper communication and understanding of company benefits, compensation, training, and policy & procedure interpretation. The HRBP will also be responsible for helping develop the site leadership teams.

Requirements

A bachelor's degree is required
3-5 years of professional experience
Strong computer software skills (i.e. MS Office, Org Plus, etc.)
Interviewing skills
Facilitation skills
Presentation skills
Excellent oral and written communication
Must be able to resolve conflict
Must be able to manage relationships
Exceptional customer service
Sense of urgency
Detailed orientation is required

Nice To Haves

A bachelor's degree in HR, psychology or business
3+ years of human resource experience
Broad organizational knowledge is preferred

Responsibilities

Ensure that all standard work is followed on a consistent and accurate basis throughout the year, so customers have consistent support.
Work towards zero customer disappointment by meeting deadlines for all project work.
Provide timely communication responses to support business objectives.
Know the business being served at a deep level; this requires constant engagement with the management team including attending and participating in all elements of staff meetings and leadership team meetings.
Respond quickly and with sound business acumen to shifting priorities based on business need.
Provide clear, well organized and accurate information to the business regarding all Corporate Human Resource initiatives (Merit Planning, Organizational Reviews, Promotional Processes, Year End Calibration, Open Enrollment etc.).
Organize Skip Levels with associates. Organize themes from the Skip Levels and present to leadership so the voice of the associate is understood through all levels of the leadership team.
Coach Leaders in addressing associate concerns as appropriate.
Conduct Exit Interviews for each voluntary departing associate; report back on the individual feedback and build themes for collective feedback we are receiving from departing associates.
Collaborate with business leaders on the creation and implementation of HR strategies and solutions that support the short- and long-term business objectives.
Investigate associate issues and complaints in a timely, professional manner; respond to and resolve issues as appropriate.
Provide the management team with appropriate advice and counsel on associate issues.
Drive performance management, not just on an annual basis but throughout the year by coaching management team on appropriate goal setting, coaching, and feedback.
Participate in the annual Affirmative Action Planning compensation and position analysis.
Understand and explain outliers to the leadership team and recommend corrections as appropriate.
Monitor the labor needs from the labor planning meetings and execute the recruitment processes for the service group.
Communicate the recruiting and staffing updates to the business.
Participate in the interview process for key positions.
Facilitate new leaders in “New Leader Assimilation/On-Boarding” so their new roles are off to a successful start.
Follow standard work to make sure all steps are completed including the On Boarding Competency orientation process for office associates.
Partner with site leadership to create relevant onboarding plans for associates and ensure associates are aware of required onboarding courses.
Actively manage the Talent Review process by understanding the standard work, deadlines and communication pieces from the corporate team.
Deliver the expectations in a clear and concise manner to the management teams and follow up on all relevant deadlines.
Create value for the leadership team by strategically facilitating the annual Local Organizational Review.
Assist in challenging though processes, leadership development plans and exit strategies for associates.
Conduct regular follow up with line leadership to advance development plans and address any outstanding actions from local talent reviews.
Support the development of an appropriate workforce plan that identifies and responds to gaps in the current workforce.
Partner with T&D specialists to understand the skill gaps and strengths of the hourly workforce.
Partner with leadership on development plans to advance associates skill gaps and levels.
Collaborate with Talent Acquisition and Learning and Development to hire and develop appropriate associates to achieve business objectives.