Human Resources Business Partner

Web Industries Inc•Suwanee, GA

5d•Onsite

About The Position

Web Industries a 100% employee-owned company (ESOP), which brings a lot of advantages to the people who work here—beyond the great pay and excellent benefits. You’re not just an employee, you are an employee-owner, with a vested interest in the success of the company. Web Industries’ founder, Bob Fulton, believed that the people who create the value of a company, the employees, should share in the success of the company. We believe there is a real energy that exists when people are open, honest, and work together to meet mutual goals. We do this by living our values: Heart of an Owner: Taking personal responsibility and pride in our work. Stronger Together: The power of collaboration and teamwork. Find a Way: Determination and creativity to overcome challenges As a company, we thrive on that energy and work to bring it into every product and every project that we touch. At Web, we believe the employee experience is paramount to our company’s success. Working with us, you’ll experience a myriad of cultures, locations, industries, and technologies. And you’ll be part of an employee-owned company dedicated to helping you achieve a fulfilling life and a rewarding career. Position Purpose: HRBP adopts and assists with implementation of the plant’s human resource strategy so that the plant attracts, hires, manages, develops and retains the employees it needs to achieve its current and future business objectives. The HRPB will do the following: Direct corporate and plant human resource (HR) programs to ensure the organization's current and future HR requirements are met. These programs may include: recruitment; training, development; workforce planning; compliance; compensation/remuneration; benefits; performance evaluation/career development; organizational development; relocation; equal employment/affirmative action; coaching/counselling; health, safety and employee wellness; change management, HR administration; HR information systems; payroll; employee communications; employment relations. Liaise with members of the plant’s leadership team to develop and implement local HR strategies that are consistent with the plant’s overall market strategy. Evaluate, plan, and execute the plant’s future workforce needs in order to recommend changes to the HR strategy and adapt existing HR programs to meet these needs. Ensure the HR strategy is implemented effectively, within budgets, and complies with all regulations, laws and employment standards. Must formulate partnerships across the HR function to deliver value-added service to leadership and employees that reflects the market objectives of the organization. The HRBP maintains an effective level of business literacy about the plant’s financial position, its midrange plans, its culture and its competition.

Requirements

All applicants must be eligible to work on government contracts to be considered for this position.
Bachelor's degree and relevant industry experience.
Minimum of 5 to 8 years' experience resolving complex employee relations issues.
Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee diversity, performance management, change management, HRIS, HR administration, employee communication, and federal and state respective employment laws.
Working experience in a manufacturing environment or similar is required
SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment.
HR Expertise.
Interpersonal Savvy
Dealing with Ambiguity
Approachability
Business Acumen
Customer focus
Integrity and trust
Listening
Drive for results
Communication
Humor
Managerial Courage

Responsibilities

Serves as a consultant to management leadership on human resource related issues.
The successful HRBP acts as an employee champion, advocate and change agent.
Communicating needs proactively with the Corporate HR department and business management, the HRBP seeks to develop integrated solutions.
The role assesses and anticipates HR-related needs
Consults with line management, providing HR guidance when appropriate. Interacts regularly with production area employees.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with HR Corporate as needed/required.
Provides day-to-day performance management guidance to all levels of the plant’s leadership (e.g., coaching, counselling, career development, disciplinary actions).
Works closely with management and employees to improve work relationships, culture, build morale, and increase productivity and retention.
Provides guidance and input on business unit restructures, workforce planning and succession planning.
Drives regular (weekly/monthly) communication meetings at remote locations.
Take on project leadership for WI’s wide HR initiatives.
Communicating needs proactively with the Corporate HR department and business management, the HRBP seeks to develop integrated solutions.
Provides HR policy guidance and interpretation.
Develops, promote and coordinate a variety of employee communication programs and processes that keep staff informed and creates a two-way dialogue at all levels of the plant.
Conduct routine salary administration tasks, providing advice to manager on employee salaries.
Support annual compensation planning system activities, as needed.
Manage and monitor location compensation program to be consistently and fairly applied and administered, based on Web’s total compensation philosophy.
Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
Work with the local and corporate management to assist in confidential research, conflict resolution, harassment complaints and related investigations, employee meetings, and other areas as needed.
Facilitates leadership interaction with employees.
Supports the local Employee Ownership Team (EOT) committee and ensures employee training is conducted regarding ESOP Awareness.
Advocate and partner of local EOT to support NCEO survey employee participation.
Participates in career development issues, discussing career paths with managers and recommending candidates for promotion, in connection with workforce planning and individual development plans.
Help develop, modify and present training programs with the corporate training manager.
Identifies training needs for business unit and individual executive coaching needs.
Participates in evaluation and monitoring of training programs to ensure success and are in line with corporate training guidelines. Follows up to ensure training objectives are met.
Serve in various roles, from instructor and facilitator to implementation team member, for local employee development programs, including annual training that may be required by law.
Make decisions on sourcing, hiring and job content for all non-leadership positions.
Develops employment terms for new hires, promotions and transfers within Web guidelines.
Manages regular and temporary employee hiring and staffing needs.
Establishes relationships with local universities, technical school as a feeder for sourcing potential and future new hires.
Analyzes trends and metrics in partnership with the HR Corporate group to develop solutions, programs and policies.
Provides day-to-day HR administration for all HR functional areas.
Support local employee activities.
Other duties/projects as assigned.