Human Resources Business Partner

MODERN DISPOSAL SERVICES.•Town of Lewiston, NY

21d

About The Position

As a key member of the HR team this role performs duties at the professional level in the following functional areas: Employee Relations, Training, Performance Management, Compensation, Benefits and HRIS. This individual will build programs and processes to ensure that the company remains in good standing with all federal, state, DOT, and local regulations. Build employee engagement and leadership engagement opportunities to retain our talent and create development opportunities. 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 decision 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 effective level of business literacy about 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 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
Oversee the compensation, benefits, HRIS and credentialing functions. Communicate relevant information and recommendations to the Leadership Committee on all areas of responsibility;
Oversee the communication of benefit and retirement offerings to eligible associates and function as liaison between employees and administrating vendors;
Develop, design, install and communicate new plans or policies. Monitor the effectiveness of existing compensation and benefit programs and systems;
Monitor trends, evaluate alternatives and costs, recommend and implement strategic changes to corporate benefit programs to reduce or optimize cost and improve the impact and delivery of the programs to all employees;
Ensure 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;
Prepare and coordinate benefit plans budget. Reconcile on a period basis correcting any variances. Manage salary admin budget to ensure compliance and exception approvals;
Oversee the administration of all incentive plans including working with Finance on overall calculations and Payroll on the distribution of checks;
Manage the external benchmarking as well as the internal equity of compensation positioning at the company, department and job level. Evaluate jobs using internal tools and external resources and work with management to position jobs appropriately;
Safeguard the privacy and security of individually identifiable health information and limit access, uses and disclosures of such information, in accordance with the requirements of federal and state law and relevant Ahold policies and procedures;
Oversee all leave of absence programs, including ensuring compliance with federal and state regulations including FMLA, ADA, PFL, PSL and USERRA;
Ensure the timely and accurate data flow into the HRIS. Develop quality reports to ensure data is accurate. Develop ad hoc report writing program as well as delivered reporting on key business metrics.
Review current training offerings and determine future needs to address areas of:
Leadership Development
Supervisor Training/ Supervisor-in-Training Programs
Employee Cross-Training Options
Maintain Training Documentation and Compliance
Partner with Safety group to schedule safety trainings (First Aid/CPR, Hazmat, etc.) as needed
Participate in Safety Committee Meetings
Assist as needed with the Modern Academy onboarding program
Maintain and track Performance Reviews
Assist 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.
Act as HR Liaison with leadership to present the PIP and answer any questions, in person as available