Human Resources Business Partner

Vista Global•Columbus, OH

22d

About The Position

Overview The Human Resources Business Partner leads best practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity, goal attainment, and employee satisfaction. This position reports to the Sr. Director of HR and coordinates the implementation of services, policies, and benefits programs in partnership with internal and external resources; and assists and directly advises company employees and managers with regards to Human Resources issues, policies and processes. Responsibilites Strategic HR Partner Partner with leadership to align business strategies with HR objectives Ability to design, make recommendations and implement process changes which leads to operational transformations, efficiencies improvement, and best practices Analyze internal trends and metrics in partnership with HR peers to develop solutions and programs to address needs Partner and work closely with Payroll, Benefits, Talent Acquisition, Talent Development to provide solutions for internal stakeholders Partner with your internal stakeholders to support development across different areas and levels, and organizational design Support all HR Programs Provide support regarding all human resources programs, including employment processing, compensation, health and welfare benefits, training and development, records management, safety and health and employee relations. Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development. Handles employment-related inquiries from applicants, employees, and supervisors, referring to complex and/or sensitive matters to the appropriate staff. Pre-Employment related work Facilitates the hiring of qualified job applicants for open positions; collaborates with departmental managers to understand skills and competencies required for openings. Facilitates in the new hire orientation and employee recognition programs. Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications. Maintain knowledge on regulations/policies Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Competencies Given the level of the individual contributor position within the company, expectation is the individual contributor demonstrates a proficient level of the following proficiencies/competencies. Plan and organize work: Re quire the ability to create and use logical, systematic processes to achieve goals. Having the ability to visualize the steps needed to reach a goal and naturally organize the process, modifying, as necessary. Interpersonal communication: Effectively communicate, develop, and foster strong working relationships with drives team growth, engagement, and productivity. Collaboration: Working together to a common purpose to achieve team and business benefit. Enables individuals to work together to achieve a defined and common business purpose. Deliver consistent results: Follow through on tasks and goals so that support team/operations success and improvements. Job Knowledge/Technical Knowledge: Level of expertise in job and the extent to which new information and skills are applied. Understands work responsibilities and adds to knowledge and skills.

Requirements

Plan and organize work: Require the ability to create and use logical, systematic processes to achieve goals. Having the ability to visualize the steps needed to reach a goal and naturally organize the process, modifying as necessary.
Interpersonal communication: Effectively communicate, develop, and foster strong working relationships with drives team growth, engagement, and productivity.
Collaboration: Working together to a common purpose to achieve team and business benefit. Enables individuals to work together to achieve a defined and common business purpose
Deliver consistent results: Follow through on tasks and goals so that support team/operations success and improvements.
Job Knowledge/Technical Knowledge: Level of expertise in job and the extent to which new information and skills are applied. Understands work responsibilities and adds to knowledge and skills.

Responsibilities

Strategic HR Partner Partner with leadership to align business strategies with HR objectives
Ability to design, make recommendations and implement process changes which leads to operational transformations, efficiencies improvement, and best practices
Analyze internal trends and metrics in partnership with HR peers to develop solutions and programs to address needs
Partner and work closely with Payroll, Benefits, Talent Acquisition, Talent Development to provide solutions for internal stakeholders
Partner with your internal stakeholders to support development across different areas and levels, and organizational design
Support all HR Programs Provide support regarding all human resources programs, including employment processing, compensation, health and welfare benefits, training and development, records management, safety and health and employee relations.
Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
Handles employment-related inquiries from applicants, employees, and supervisors, referring to complex and/or sensitive matters to the appropriate staff.
Pre-Employment related work Facilitates the hiring of qualified job applicants for open positions; collaborates with departmental managers to understand skills and competencies required for openings.
Facilitates in the new hire orientation and employee recognition programs.
Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications.
Maintain knowledge on regulations/policies Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.