Human Resources Business Partner

Gildan•Kings Mountain, NC

68d

About The Position

The Human Resources Business Partner provides secondary HR leadership and business partnership to a distribution center or manufacturing facility. The role supports the assessment, implementation, monitoring, and achievement of facility and organizational objectives across a broad range of HR functions, including employee relations, workforce planning, talent management, compliance, and culture. The position partners with facility and HR leaders and other stakeholders to help ensure strategic initiatives are understood and achieved, and that HR policies, processes, and systems are applied consistently. The role advises managers, supervisors, and associates on workplace concerns and complaints, helping resolve or appropriately channel issues through Open Door Procedures. It supports compliance with applicable employment, compensation, benefits, payroll, safety, and equal-opportunity requirements, including Affirmative Action Program recordkeeping and EEO reporting. The position also supports recruitment, orientation, training, associate communications, and continuous improvement activities. It coordinates HR activities when the HR Manager is absent and may become certified in organizational development or leadership training programs and deliver training in support of talent development strategies.

Requirements

Associate’s degree or at least 6 years of progressive HR accountability.
At least 4 years of progressive HR experience.
Subject-matter expertise in multiple areas of HR administration, such as policies and procedures, recruitment, compensation, benefits, labor relations, employee relations, organizational development, or talent management.

Nice To Haves

Experience with Dayforce.

Responsibilities

Support HR leadership and business partnership for a distribution center or manufacturing facility.
Support employee relations initiatives, the company’s global Code of Conduct, workforce planning, and talent management, including development, succession planning, acquisition, and retention.
Help promote positive facility culture, diversity, effectiveness, and business compliance, and ensure consistent application of HR policies, processes, and systems.
Advise department managers, supervisors, and associates on workplace problems and complaints; assist associates with problem resolution and refer matters to Open Door Procedures when necessary.
Partner with facility leadership, HR leadership, and other stakeholders to communicate and achieve strategic initiatives.
Promote a safe, positive, diverse, achievement-focused workplace that complies with the HBI Code of Conduct.
Advise management on applicable employment, equal opportunity, workers’ compensation, health, and safety laws and programs.
Coordinate Affirmative Action Program recordkeeping and maintain the program and EEO reporting.
Coordinate with corporate office teams on compensation, benefits, payroll, talent acquisition, GEC week, and related procedures; run and report payroll on a bi-weekly basis.
Ensure new associates receive orientation and work with supervisors and managers to monitor and improve on-the-job training.
Assist with associate training activities, including HBI University, classes, seminars, conferences, and schools; coordinate meetings and training classes, including annual Code of Conduct training.
Recruit, screen, and interview potential associates.
Coordinate internal and external job postings for hourly and salaried employees through Gildan’s talent acquisition department or system.
Identify, lead, or participate in employee committees, teams, and planning processes to integrate process improvement into facility operations.
Coordinate human resources activities when the HR Manager is absent.
May obtain certifications in Crucial Conversations, DDI, or other organizational development and leadership training programs and deliver related training.