Human Resources Business Partner - New Knoxville/Troy

Crown Equipment Corporation•New Knoxville, OH

22d

About The Position

The Human Resources Business Partner supports assigned departments by participating in leadership meetings, understanding business challenges, coaching managers and leaders, and providing guidance on HR and employee matters. The role communicates HR policies and procedures and may participate in department or plant meetings. The position collaborates with hiring managers on requisitions and job postings; reviews applications; interviews and screens applicants; recommends candidates; helps develop and extend offers; checks references; schedules physicals; and completes onboarding. It also engages new employees to answer questions and support retention, and participates in exit interviews. As an employee relations representative, the role answers employee questions about policies, programs, communications, and benefits navigation; administers and audits employee relations programs; recommends actions to address employee issues in accordance with Company guidelines; and participates in communicating disciplinary decisions. The role trains, coaches, and supports supervisors and managers on performance, goals, succession, and development processes. It leads meaningful SMART goal setting, facilitates performance calibration sessions, collects nominations for development programs, assesses talent gaps and development needs, and recommends appropriate wage increases during the annual wage review. The position also assists with special projects, employee meetings, and training, and stays current on labor laws and regulatory compliance. The employee must drive a personal vehicle for company business.

Requirements

2–4 years of related experience.
Associate degree in Human Resources or Business Administration.
Ability to drive a personal vehicle to conduct company business.
Legally authorized to work in the United States; the Company does not provide sponsorship, and candidates needing current or future sponsorship are ineligible.

Nice To Haves

3–5 years of prior HR experience.
Bachelor’s degree in Human Resources or Business Administration.
Good oral and written communication, problem-solving, and listening skills.
Excellent computer, organizational, and time-management skills.
Ability to develop and maintain professional relationships with people of varied personalities and at all organizational levels.
Demonstrates trust and mutual understanding when dealing with employees, supervisors, and managers.

Responsibilities

Participate in assigned departmental leadership meetings to understand business challenges and how HR can help address them.
Coach managers and leaders, provide feedback when necessary, and guide assigned department managers on HR and employee matters.
Communicate HR policies and procedures to hiring managers and participate in department or plant meetings as needed.
Collaborate with hiring managers to submit requisitions and create job postings.
Review and evaluate applications; interview and screen applicants; recommend candidates; and help managers develop offers.
Check references, extend offers, schedule physicals, and complete onboarding activities.
Engage with new employees, answer questions, and support retention; participate in exit interviews.
Respond to employee questions about policies, programs, communications, and benefits navigation.
Administer and audit programs designed to establish and maintain fair and effective employee relations.
Recommend actions to address and resolve employee issues according to Company guidelines.
Participate in and communicate disciplinary decisions, including write-ups, suspensions, final notices, and terminations.
Train, coach, and support supervisors and managers on Performance & Goals and Succession & Development processes.
Lead meaningful goal setting aligned with Company and departmental goals using SMART methodology.
Facilitate performance calibration sessions with employees.
Collect nominations for the Manager Development Program (MDP) and Leader Development Programs (LDP).
Identify talent gaps and recommend development of relevant Knowledge, Skills, and Abilities (KSAs).
Recommend appropriate wage increases during the annual wage review based on employee performance and succession information.
Assist with special projects, employee meetings, and facilitating training.
Stay abreast of labor laws and regulatory compliance.
Drive a personal vehicle to conduct company business.