Human Resources Business Partner

Silfab Solar•Fort Mill, SC

39d

About The Position

Summary of Position The HR Business Partner position is responsible for aligning organizational people strategy with business strategy. The position fosters partnerships across the HR function and organization to deliver on people and business objectives. The HRBP maintains an effective level of business acumen, digital proficiency, and people advocacy relating to the organization’s financial position, culture, and competitive advantage.

Requirements

Excellent verbal and written communication skills.
Excellent interpersonal and customer service skills.
Excellent organizational skills and attention to detail.
Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
Excellent time management skills with a proven ability to meet deadlines.
Strong analytical and problem-solving skills.
Proficient with Microsoft Office Suite or related software.
Capable of discretion and confidentiality.
Operates ethically and professionally.
Adaptable and has a willingness to learn and adjust to varying people and organizational needs.
Team oriented.
2 to 8 years’ experience in a mid-level HR role.
Working knowledge of multiple HR functions, including compensation and benefits, organizational diagnosis, employee relations, diversity, performance management, risk management, and compliance.
Bachelor's degree in relevant field preferred.
Certified HR professional designation (HRCI or SHRM) or can obtain certification within one year of employment.

Responsibilities

Co-manages benefit evaluation and administration alongside the HR Manager including the facilitation of benefit renewal, insurer selection, coverage changes, open enrollment, and small group/individual enrollment meetings.
Guides the L&D function by aligning training programs with business objectives.
Co-manages the coaching, reskilling, upskilling, workforce planning, and succession planning within the L&D function alongside the HR manager.
Serves as an HR lead in the absence of the HR Manager, assisting with management duties including presentations, meetings, etc.
Coaches and consults management on HR matters.
Provides HR policy guidance and interpretation to all employees.
Assists in organizational performance management and provides guidance to managers and supervisors (e.g., coaching, counseling, career development, discipline, and evaluations).
Partner with internal contributors to cultivate an inclusive, engaging, and rewarding workplace culture and environment through innovating and inclusive interventions.
Conducts meetings with internal contributors to provide effective advice in improving the organizational people strategy.
Manages and resolves complex employee relations issues. Conducts effective and thorough investigations. Provides summary to HR manager upon investigation closure.
Facilitates the progressive disciplinary process per applicable state and federal laws, as well as company best practices.
Interprets, collects, reports on, and creates HR analytical, categorical, and numerical data.
Analyzes HR analytical data, trends, and benchmarks to evaluate, audit, and develop HR function solutions, programs, policies, and procedures in partnership with the HR group.
Provides impactful suggestions and recommendations to serve current company objectives.
Stays up to date on employment-related laws, regulations, and other people management requirements and partners with internal teams on how best to mitigate employment-related risks. Partners with external legal teams as necessary.
Helps develop competitive talent acquisition strategies in conjunction with the TA team. Assists with development of the employee life cycle, including the orientation and onboarding experience.
Assists in implementing and leveraging HR technology to increase efficiency, productivity, and drive business results.
Advocates change management by devising action plans and timelines to ensure program success.
Manages wage progressions within the Compensation & Benefits function alongside the Payroll and HRIS teams.
Manages LOAs including protected unpaid leaves.
Manages Unemployment Cost Management (UCM) within the Risk Management function to mitigate employer expense.
Performs other related duties as assigned.