Human Resources Business Partner

Austal USA•Mobile, AL

About The Position

This role operates as both a strategic and operational Business Partner, providing full life cycle human resources support through the planning and execution of HR practices and programs. The position involves partnering with all management levels to drive business results by optimizing talent, structure, process, and culture. It also requires formulating partnerships across the HR function to deliver value-added services that reflect business objectives and supporting leadership in creating a culture that aligns with business growth strategy. The role includes supporting the development of a workforce strategy, collaborating with Talent Acquisition, and advising managers on performance management and employee relations. Additionally, the HR Business Partner acts as a change agent, uses data-driven insights for recommendations, supports the strategic direction of HR, and assists Senior Management in developing and implementing effective HR policies and programs. The position also involves identifying emerging HR trends, maintaining business acumen, conducting workplace investigations, and participating in company-wide HR programs.

Requirements

Bachelors’ degree in Human Resources or related field.
5-7 years of experience in Human Resources.
Strong business acumen and influencing skills.
Excellent written and verbal communication skills.
Must have proven experience working as a business partner with a leadership team.
Experience handling multiple projects simultaneously and working in an environment which requires flexibility.
Experience delivering effective presentations to a variety of audiences.
Strong HR Acumen in employment regulations.
Able to provide proof of US Person Status
No felony convictions of Theft/Deception or Violent crimes within seven years from disposition date
No felony convictions of Drug crimes within three years from disposition date
Willing to submit to a drug screen
Willing to submit to a background check

Nice To Haves

PHR or SPHR certification preferred.

Responsibilities

Operate as both a strategic and operational Business Partner performing full life cycle human resources support through the planning and execution of HR practices and programs.
Partner with all management levels to drive business results that optimize talent, structure, process and culture.
Formulate partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization.
Partner with leadership to create a culture that supports the strategy for business growth.
Support the development of a work force strategy and collaborate with Talent Acquisition to translate strategy into an executable plan.
Collaborate with managers to resolve every day issues and develop short and long term HR strategies and solutions designed to achieve optimal departmental performance and organizational effectiveness.
Advise and assist managers on performance management.
Partner and coach managers on effectively engaging employees, addressing and resolving people and employee relations issues.
Act as a change agent for key business change and as an advocate in the communication of HR changes.
Use data driven HR business insights to provide solutions and recommendations to management.
Support and execute the strategic direction of HR, including implementation of high-value added HR processes that support business goals and objectives.
Assist Senior Management as they work with management to understand their needs so to develop and implement effective policies and programs encompassing all areas of human resources in order to satisfy legal requirements, cost containments, and work environments consistent with Austal’s core values.
Identify and assess emerging HR trends and advise on the potential impacts on the business.
Maintain an effective level of business acumen about the business' financial position, plans, culture and competition.
Conduct Workplace Investigations
Participate in company-wide programs and initiatives (e.g., salary review, ongoing internal equity, workforce planning, and organizational changes, etc).
Support, promote and implement key performance management initiatives including: goal setting, mid-year and annual-review process, promotions, and talent review/succession planning program.