Human Resources Business Partner

Aston Carter

20h•Onsite

About The Position

As a Human Resources Business Partner, you will serve as a strategic partner to experienced leaders, aiding in the development and execution of HR strategies that align with business goals. You will lead initiatives in workforce planning, organizational design, and change management while providing data-driven insights to support strategic decision-making.

Requirements

Bachelor's degree, or higher, in Human Resources, Business Management/Administration, or a closely related field.
Minimum of 5+ years of experience resolving complex employee relations issues.
Working knowledge of multiple human resources disciplines, including compensation practices, organizational diagnosis, employee and union relations, performance management, and federal and state employment laws.

Nice To Haves

SHRM Certified Professional (SHRM-CP) or SHRM Certified Professional (SHRM-SCP) credential strongly preferred.

Responsibilities

Partner with experienced leaders to develop and execute HR strategies aligned with business goals.
Lead workforce planning, organizational design, and change management initiatives.
Provide data-driven insights to support strategic decision-making.
Conduct recurring meetings with divisional leadership within the respective business unit.
Provide guidance and input on business unit restructures, workforce planning, and succession planning.
Participate in evaluating and monitoring training programs to ensure success and follow up on training objectives.
Lead and manage cross-functional HR projects such as restructuring, policy rollouts, system configuration, and implementation.
Develop project plans, timelines, and success metrics.
Monitor progress, mitigate risks, and ensure timely delivery of initiatives.
Drive continuous improvement efforts across HR processes.
Serve as HR contact for employee relation matters including conflict resolution and policy interpretation.
Support labor relations strategy, including union interactions, grievance handling, and contract administration.
Assist with collective bargaining/negotiation strategic plans.
Provide day-to-day performance management guidance to line management.
Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Conduct thorough, impartial investigations into employee complaints, including harassment, discrimination, and policy violations.
Interview involved parties, gather and analyze evidence, and document findings.
Provide recommendations and ensure appropriate follow-up actions.
Maintain confidentiality and ensure compliance with legal and organizational standards.
Develop and deliver regular and ad hoc HR reports on employee relation trends, turnover, engagement, and labor metrics.
Analyze data to identify risks, trends, and opportunities.
Present insights and recommendations to leadership in a clear, actionable manner.
Maintain in-depth knowledge of legal requirements related to day-to-day management of employees to reduce legal risks and ensure regulatory compliance.
Ensure compliance with federal, state, and local employment laws, as well as labor agreements.
Mitigate risk through proactive employee relations strategies and training.
Support audits and ensure proper documentation and recordkeeping.
Assist international employees with expatriate assignments and related HR matters.