Human Resources Business Partner

Web Industries Inc•Denton, TX

29d•$69,000 - $83,000•Hybrid

About The Position

Web Industries is a 100% employee-owned company (ESOP), offering advantages beyond great pay and benefits. As an employee-owner, you have a vested interest in the company's success. Our founder believed employees should share in the company's success, fostering an energy of openness, honesty, and collaboration. We live by our values: Heart of an Owner, Stronger Together, and Find a Way. We thrive on this energy, bringing it into every product and project. At Web, we believe the employee experience is paramount to our company’s success. Working with us, you’ll experience a myriad of cultures, locations, industries, and technologies. You’ll be part of an employee-owned company dedicated to helping you achieve a fulfilling life and a rewarding career.

Requirements

Bachelor's degree and relevant industry experience.
Minimum of 5 to 8 years' experience resolving complex employee relations issues.
Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee diversity, performance management, change management, HRIS, HR administration, employee communication, and federal and state respective employment laws.
Working experience in a manufacturing environment or similar is required.
SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment.
HR Expertise.
Interpersonal Savvy.
Dealing with Ambiguity.
Approachability.
Business Acumen.
Customer focus.
Integrity and trust.
Listening.
Drive for results.
Communication.
Humor.
Managerial Courage.

Responsibilities

Adopts and assists with the implementation of the plant’s human resource strategy to ensure the plant attracts, hires, manages, develops, and retains the employees needed to achieve its current and future business objectives.
Directs corporate and plant human resource (HR) programs to ensure the organization's current and future HR requirements are met, including recruitment, training, development, workforce planning, compliance, compensation, benefits, performance evaluation/career development, organizational development, relocation, equal employment/affirmative action, coaching/counselling, health, safety and employee wellness, change management, HR administration, HR information systems, payroll, employee communications, and employee relations.
Liaises with members of the plant’s leadership team to develop and implement local HR strategies consistent with the plant’s overall market strategy.
Evaluates, plans, and executes the plant’s future workforce needs to recommend changes to the HR strategy and adapt existing HR programs to meet these needs, ensuring effective implementation within budgets and compliance with all regulations, laws, and employment standards.
Formulates partnerships across the HR function to deliver value-added service to leadership and employees that reflects the market objectives of the organization.
Maintains an effective level of business literacy about the plant’s financial position, its midrange plans, its culture, and its competition.
Serves as a consultant to management leadership on human resource-related issues.
Acts as an employee champion, advocate, and change agent.
Communicates needs proactively with the Corporate HR department and business management to develop integrated solutions.
Assesses and anticipates HR-related needs.
Consults with line management, providing HR guidance when appropriate.
Interacts regularly with production area employees.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
Provides day-to-day performance management guidance to all levels of the plant’s leadership (e.g., coaching, counselling, career development, disciplinary actions).
Works closely with management and employees to improve work relationships, culture, build morale, and increase productivity and retention.
Provides guidance and input on business unit restructures, workforce planning, and succession planning.
Drives regular (weekly/monthly) communication meetings at remote locations.
Takes on project leadership for company-wide HR initiatives.
Provides HR policy guidance and interpretation.
Develops, promotes, and coordinates a variety of employee communication programs and processes that keep staff informed and create a two-way dialogue at all levels of the plant.
Conducts routine salary administration tasks, providing advice to managers on employee salaries.
Supports annual compensation planning system activities, as needed.
Manages and monitors the location compensation program to ensure consistent and fair application and administration, based on Web’s total compensation philosophy.
Manages and resolves complex employee relations issues, conducting effective, thorough, and objective investigations.
Works with local and corporate management to assist in confidential research, conflict resolution, harassment complaints and related investigations, employee meetings, and other areas as needed.
Facilitates leadership interaction with employees.
Supports the local Employee Ownership Team (EOT) committee and ensures employee training is conducted regarding ESOP Awareness.
Advocates and partners with the local EOT to support NCEO survey employee participation.
Participates in career development issues, discussing career paths with managers and recommending candidates for promotion, in connection with workforce planning and individual development plans.
Helps develop, modify, and present training programs with the corporate training manager.
Identifies training needs for business units and individual executive coaching needs.
Participates in the evaluation and monitoring of training programs to ensure success and alignment with corporate training guidelines, following up to ensure training objectives are met.
Serves in various roles, from instructor and facilitator to implementation team member, for local employee development programs, including annual training that may be required by law.
Makes decisions on sourcing, hiring, and job content for all non-leadership positions.
Develops employment terms for new hires, promotions, and transfers within Web guidelines.
Manages regular and temporary employee hiring and staffing needs.
Establishes relationships with local universities and technical schools as a feeder for sourcing potential and future new hires.
Analyzes trends and metrics in partnership with the HR Corporate group to develop solutions, programs, and policies.
Provides day-to-day HR administration for all HR functional areas.
Supports local employee activities.
Travels primarily locally during the business day, although some out-of-area travel may be expected.
Works on government contracts.
Performs other duties/projects as assigned.