Human Resources Business Partner

Wismettac Asian Foods, Inc.•Carlstadt, NJ

7d•$94,000 - $110,000•Hybrid

About The Position

As a Human Resources Business Partner, you’ll play a key role in Wismettac’s growth and long-term success by partnering with management and branch managers on talent strategies that enable their business strategy. You will design and implement initiatives in organizational effectiveness, change management, talent management, and culture to ensure an environment where employees see the value of their contributions and can bring their best selves to work each day. You will be the HR subject matter expert and coordinate with Corporate HR to ensure consistent application & compliance with policies & procedures applicable to Wismettac. The HR Business Partner reports to the HR Manager & provides reports & information to the Wismettac leadership team as needed. Establishes unit goals, benchmarks, & qualitative measures to ensure the office meets the diverse needs of the branch. Provide leadership, timely decision-making, and direction to the human resources staff operating in support to streamline workflow, maximize performance, & improve efficiency.

Requirements

Bachelor's Degree in Human Resource Management or equivalent.
5 to 10 years of progressive HR experience (preferably with at least 5 years in an HRBP role).
Demonstrated experience leading cultural and organizational change efforts.
Previous experience supporting senior leadership.
Strong experience supporting multi-state workforces.
Experience managing an HRIS system, Dayforce experience preferred.
Bilingual fluency in English and Spanish (written and spoken) is required to communicate effectively with internal teams.
Strong business acumen with the ability to integrate HR and business strategies.
Thorough knowledge of federal, state, and local laws affecting Human Resources activities, including FMLA/CFRA, PDL, ADA, EEO, DOL/FLSA Wage and Hour Guidelines, ERISA, COBRA, and Workers' Compensation.
Demonstrated successful experience administering a highly complex organizational structure.
Knowledge of proper English usage, spelling, vocabulary, and grammar.
Leadership, management, and organizational skills demonstrate the ability to establish clear goals and management objectives.
Strong analytical and problem-solving skills, ability to analyze data, understand trends, and develop recommendations.
Strong interpersonal skills instill confidence and trust in a variety of stakeholders, including individuals who may be receiving advice or information that is inconsistent with their desired outcome.
Strong communication skills to convey required information for compensation, performance management, interactive processes, and other actions.
Key skills and abilities include coaching, employee counseling, influencing, facilitation, communication, analysis, and problem-solving.
Strong knowledge of Microsoft Outlook, Word, and Excel.
Ability to influence others.
Ability to develop quantifiable measures and manage others by mentoring and motivating staff to achieve individual and team goals.
Ability to respond to shifts in the business environment and adapt and change course when necessary.
Ability to develop innovative solutions and openness to iterative ways of working.
Ability to make decisions regarding personnel transactions in accordance with laws, regulations, and established procedures, while recognizing those issues that should be referred to the supervisor or corporate HR.
Must possess a strong work ethic and the ability to work independently.
Strong professional proficiency in both English and Spanish; ability to conduct interviews, draft corporate communications, and lead meetings in both languages.
Culturally sensitive and respectful.
Must be authorized to work in the United States on a full-time basis for any employer.

Nice To Haves

PHR/SPHR or similar HR certification preferred.

Responsibilities

Works with management and personnel to resolve conflicts, foster positive employee relations, maintain a positive work environment, build morale, increase engagement, and reduce unwanted turnover.
Serves as primary HR contact and provides consultative guidance and coaching to managers and employees on human resources-related matters, ensuring alignment with corporate policies, goals, and objectives.
Collaborates with hiring managers and HR team members to implement innovative and inclusive recruitment strategies. The HRBP knows the business as well as the managers and can take the time to hire correctly.
Conducts employee orientations and implements organizational development, workforce or succession planning, training, or performance management strategies as developed by the parent organization.
Reskilling and upskilling: identify training needs and assist the Learning and Development HR function in aligning training programs with business objectives.
Strategic workforce planning: ensure the company’s workforce has the right size, shape, cost, and agility for the future.
Conduct weekly or biweekly meetings with business leaders and provide HR advice and coaching as needed.
Help line managers deal with organizational, people, and change-related issues.
Proactively advise leaders in employee life cycle areas such as hiring, promotions, demotions, performance management, and terminations.
Optimize organizational design to increase productivity and improve business performance.
Coaches and counsels branch leaders through insight, constructive feedback, and challenges, delivered in a trustworthy way to enable the leader to be effective while driving business performance and organizational alignment.
Lead senior business leaders through the annual review processes, including competency-based performance calibrations, organizational planning, individual development plans, and compensation alignment.