Human Resources Business Partner

MODERN DISPOSAL SERVICES.•Town of Lewiston, NY

7d•$95,000 - $115,000•Onsite

About The Position

As a key member of the HR team, this role performs duties at the professional level in the functional areas of Employee Relations, Training, Performance Management, Compensation, Benefits, and HRIS. This individual will build programs and processes to ensure the company remains in good standing with all federal, state, DOT, and local regulations. They will also build employee engagement and leadership engagement opportunities to retain talent and create development opportunities, and participate in succession planning and workforce planning discussions.

Requirements

Education in Human Resources Management or closely related field
7-10 years Human Resources management/generalist experience
Minimum 3 years in Employee Relations including investigations
Excellent verbal communication skills both one-on-one and in speaking before a group; strong written communication skills are also required with the ability to independently compose clear explanations and messages to staff
Knowledge of benefit programs and legislation, compensation administration systems, ADP system and general HRIS functions, benefit enrollment tool experience
Leadership - ability to direct, motivate and develop multi-functional staff
Approachability – an open mind and welcoming atmosphere and patience so that employees are comfortable in seeking help/guidance
Confidentiality – high level of skills in handling sensitive and confidential situations/information with the demonstrated ability to maintain strict confidentiality
Analytical thinking – Comfortable and good at solving problems. Draws conclusions and makes good recommendations based on information
Decision making skills – Makes decisions at the right time with all the information
A strong detail orientation and commitment to producing accurate information the first time
Commitment to integrity and ethical behavior
A strong service-orientation and prior proven success in handling heavy customer service responsibilities
A commitment to continual learning and development

Responsibilities

Aligns business objectives with employees and management in designated business units by spending more time in the sites with staff and local leaders.
Formulates partnerships across the organization to deliver value-added service to management and employees that reflects the company objectives.
Maintains an effective level of business literacy about the business unit's financial position, strategy, and culture.
Manages and resolves complex employee relations issues, conducting thorough and objective investigations.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance, including partnering with the legal department as needed.
Provides performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions), creating professional development plans for individuals and groups.
Works closely with management and staff to improve work relationships, build morale, increase productivity and retention.
Delivers Quarterly Business Reviews (QBRs) to business unit leaders as well as executive leadership, including KPIs, major initiatives, and any key topical issues.
Oversees the compensation, benefits, HRIS, and credentialing functions. Communicates relevant information and recommendations to the Leadership Committee on all areas of responsibility.
Oversees the communication of benefit and retirement offerings to eligible associates and functions as a liaison between employees and administrating vendors.
Develops, designs, installs, and communicates new plans or policies. Monitors the effectiveness of existing compensation and benefit programs and systems.
Monitors trends, evaluates alternatives and costs, recommends and implements strategic changes to corporate benefit programs to reduce or optimize cost and improve the impact and delivery of the programs to all employees.
Ensures that current benefit plans are cost-effective and achieve required results, particularly the attraction, retention, and motivation of employees at all levels of the company, including executive and key management personnel. Accountable for compliance with all government regulations applicable to compensation and benefit programs.
Prepares and coordinates benefit plans budget. Reconciles on a periodic basis, correcting any variances. Manages salary administration budget to ensure compliance and exception approvals.
Oversees the administration of all incentive plans, including working with Finance on overall calculations and Payroll on the distribution of checks.
Manages external benchmarking as well as internal equity of compensation positioning at the company, department, and job level. Evaluates jobs using internal tools and external resources and works with management to position jobs appropriately.
Safeguards the privacy and security of individually identifiable health information and limits access, uses, and disclosures of such information in accordance with the requirements of federal and state law and relevant Ahold policies and procedures.
Oversees all leave of absence programs, including ensuring compliance with federal and state regulations, including FMLA, ADA, PFL, PSL, and USERRA.
Ensures the timely and accurate data flow into the HRIS. Develops quality reports to ensure data is accurate. Develops ad hoc report writing programs as well as delivered reporting on key business metrics.
Reviews current training offerings and determines future needs to address areas of Leadership Development, Supervisor Training/Supervisor-in-Training Programs, and Employee Cross-Training Options.
Maintains Training Documentation and Compliance.
Partners with the Safety group to schedule safety trainings (First Aid/CPR, Hazmat, etc.) as needed.
Participates in Safety Committee Meetings.
Assists as needed with the Modern Academy onboarding program.
Maintains and tracks Performance Reviews.
Assists with creating quantifiable Performance Improvement Plans (PIP), ensuring they are measurable and that employees will be able to meet expectations within the time frame outlined.
Acts as HR Liaison with leadership to present the PIP and answer any questions, in person as available.