Human Resources Business Partner (2 Openings)

Airgas • Houston, TX

3d • Hybrid

About The Position

Airgas is HIRING! Airgas is Hiring for a Human Resources Business Partner! At Airgas, we RESPECT, HONOR and VALUE diversity. We are invested in cultivating a dynamic and inclusive culture. We are looking for YOU! We are hiring for 2 positions in the Houston/Radnor area. Position located in Houston, TX and Radnor, PA Schedule: Hybrid, 3 days onsite & 2 days remote The HR Business Partner is responsible for partnering with leaders and providing Human Resource leadership and execution in talent management, employee relations, performance and development coaching, compensation, positive employee relations, labor relations, HR Compliance and special projects. The HR Business Partner is responsible for the coordination of activities with other team members, leads and executes change initiatives across business related to talent and HR strategy. Serve as a trusted advisor providing comprehensive HR Support and guidance to the business by understanding business goals and challenges Analyze and manage HR data and metrics to identify trends and provide insights. Actively leads and engages employees in evaluation of the employee relations climate and implements solutions to issues that arise. Leads associate onboarding process, ensuring effective execution by managers; work closely with hiring managers and with a focus on successfully integrating and retaining associates. Lead and/or participate in annual programs for assigned client groups, such as the performance appraisal process including calibration, salary review process, Terminal Rate increase and pay memo process, goal setting process, Quarterly Incentive bonus process, talent review process, myVoice engagement survey, Mechanic leveling and client group specific compensation plans. In conjunction with the L&D COE team, develops and delivers talent development and training assessments and programs to assigned client groups. Counsels employees and managers on career planning, conflict resolution and work related challenges. Conducts exit interviews to evaluate work climates and morale. Conducts investigations as needed in an objective and professional manner to determine corrective action. Partners with the Employee Relations COE on escalated case management and positive employee relations. Advises managers on performance management including appropriate corrective counseling, training and development, and progressive discipline techniques and processes. Reviews documentation to ensure consistency with Airgas policies, procedures, and guiding principles. Involve the Legal department or senior HR leadership at the appropriate time. Monitors and verifies the company’s employment standards and practices in an effort to continuously improve organizational efficiency and effectiveness. Participates in the management of a new hire orientation program for assigned business unit(s). Follow up with managers to ensure new hire training is on track after their initial onboarding. Works with a third party administrator to answer unemployment claims. Attends unemployment hearings as needed. Partners with HR COEs and HR Operations ensuring accurate and efficient processing of all new hires, terminations and personnel changes, in a timely manner. Contributes actively to the development and implementation of overall HR strategy. Acts as a change agent in identifying opportunities to improve workforce and HR process effectiveness to enable business strategy and results. Recommends and implements revisions to policies, programs and practices as needed. Ensures compliance with all state and federal statutes, laws and regulations including but not limited to all applicable wage and hour laws, and regulations related to FMLA, OSHA, EEO and ADA. Assists in administration related to HR processes, including ensuring HRIS data integrity of HRIS systems (Workday), generates reports, updates associate data and assists with talent management and total rewards processes. Participates with the implementation and maintenance of HR programs, such as but not limited to, diversity and inclusion initiatives, development and tracking of budgets, forecasts, HR department related expenses, tuition assistance as well as HR related KPIs.

Requirements

• Bachelor’s degree in Business, Human Resources or related field
• A minimum of 3 years of related human resources experience required (relevant experience related to compensation reviews, employer relations, performance management and various human resources annual processes)
• Must have high level analytical skills; previous experience operating in Excel/Google Sheets conducting V-lookups, pivot tables and various formulas
• Demonstrated understanding of HR principles and practices, employment laws and regulations, and effectively leading comprehensive ER Investigations
• Demonstrated ability to be: personable, professional, responsive, knowledgeable, credible, trusted and drive value to an organization.
• Demonstrated understanding of HRIS and Applicant Tracking Systems.
• Demonstrated skill set in managing data and advanced functions in Microsoft Excel and Google Sheets.
• Must have excellent organizational, written and oral communication, listening and presentation skills including the ability to effectively present and discuss information and respond to questions from employees and managers.

Nice To Haves

• HR related certification i.e. PHR, SPHR is preferred
• Previous experience in a Generalist, Business Partner or related job titles
• Previous experience managing multi-site personnel, ideally personnel in different states
• Previous experience with plant and/or transportation population
• Previous project management experience within a HR team

Responsibilities

• partnering with leaders and providing Human Resource leadership and execution in talent management, employee relations, performance and development coaching, compensation, positive employee relations, labor relations, HR Compliance and special projects
• coordination of activities with other team members
• leads and executes change initiatives across business related to talent and HR strategy
• Serve as a trusted advisor providing comprehensive HR Support and guidance to the business by understanding business goals and challenges
• Analyze and manage HR data and metrics to identify trends and provide insights
• Actively leads and engages employees in evaluation of the employee relations climate and implements solutions to issues that arise
• Leads associate onboarding process, ensuring effective execution by managers; work closely with hiring managers and with a focus on successfully integrating and retaining associates
• Lead and/or participate in annual programs for assigned client groups, such as the performance appraisal process including calibration, salary review process, Terminal Rate increase and pay memo process, goal setting process, Quarterly Incentive bonus process, talent review process, myVoice engagement survey, Mechanic leveling and client group specific compensation plans
• develops and delivers talent development and training assessments and programs to assigned client groups
• Counsels employees and managers on career planning, conflict resolution and work related challenges
• Conducts exit interviews to evaluate work climates and morale
• Conducts investigations as needed in an objective and professional manner to determine corrective action
• Partners with the Employee Relations COE on escalated case management and positive employee relations
• Advises managers on performance management including appropriate corrective counseling, training and development, and progressive discipline techniques and processes
• Reviews documentation to ensure consistency with Airgas policies, procedures, and guiding principles
• Monitors and verifies the company’s employment standards and practices in an effort to continuously improve organizational efficiency and effectiveness
• Participates in the management of a new hire orientation program for assigned business unit(s)
• Works with a third party administrator to answer unemployment claims
• Attends unemployment hearings as needed
• Partners with HR COEs and HR Operations ensuring accurate and efficient processing of all new hires, terminations and personnel changes, in a timely manner
• Contributes actively to the development and implementation of overall HR strategy
• Acts as a change agent in identifying opportunities to improve workforce and HR process effectiveness to enable business strategy and results
• Recommends and implements revisions to policies, programs and practices as needed
• Ensures compliance with all state and federal statutes, laws and regulations including but not limited to all applicable wage and hour laws, and regulations related to FMLA, OSHA, EEO and ADA
• Assists in administration related to HR processes, including ensuring HRIS data integrity of HRIS systems (Workday), generates reports, updates associate data and assists with talent management and total rewards processes
• Participates with the implementation and maintenance of HR programs, such as but not limited to, diversity and inclusion initiatives, development and tracking of budgets, forecasts, HR department related expenses, tuition assistance as well as HR related KPIs

Benefits

• medical, dental, and vision plans
• vacation, sick time, floating holidays, and paid holidays for full-time employees
• progressive parental leave package
• 401k plan with company matching funds
• tuition reimbursement
• discounted college tuition for employees’ dependents
• Airgas Scholarship Program

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Number of Employees: 5,001-10,000 employees