Human Resources Business Partner

Gleason•Loves Park, IL

8d•$76,500 - $95,000•Onsite

About The Position

The Human Resources Business Partner is a strategic position, vital for contributing to the excellence of the Gleason Cutting Tools Corporation. Through this role you will be responsible for managing and facilitating HR-related functions to drive a positive business culture and support operations through high-quality employee experiences. This role serves as a key consultant to the Leadership Team in Human Resources related matters. Responsible for employee relations, performance management, talent management, compensation, onboarding, policy implementation, recruitment, immigration, employment law compliance and coordination of the Gleason Business Principles training.

Requirements

Requires expertise in Employee Relations, Compensation, Talent Management, Compliance, Recruitment, and HCM system configuration, data management and reporting.

Nice To Haves

Bachelor's degree in Human Resources, or Organizational Management and 5+ year(s) related experience and/or training; or equivalent combination of education and experience.
Professional Human Resource certification is a plus.
Advanced Ceridian Dayforce experience preferred

Responsibilities

Develop and administer personnel policies and procedures
Provide counsel and support to leaders in addressing job performance and workplace behavior, employee coaching and counseling, goal setting, performance appraisals, employee development, and mediating difficult conversations
Facilitate employee and supervisor conferences to resolve interpersonal issues, address performance deficiencies and deliver Performance Improvement Plans
Ensure uniform and equitable application of the corrective action/disciplinary process
Conduct thorough investigations into policy violations, employee complaints, harassment allegations and civil right complaints
Make recommendations for corrective action based on investigation outcome and company policy including employment actions such as suspension or termination
Represent the Company in legal proceedings related to Unemployment Insurance claims, EEOC or Division of Human Rights claims
Collaborate with HR Director and internal/external legal counsel during Reduction in Force activities
Manages disability programs and associated leaves such as, FMLA, Short-term disability and the required interactive process. Professionally handles requests for Reasonable Accommodations as needed.
Administers Workers’ Compensation program, working closely with Corp. Risk Management, along with local HR support at other US locations.
Recommend new approaches, policies and procedures to effect continual improvements in efficiency of the department and services performed
Maintain compliance with federal and state regulations concerning employment
Perform other related duties as required and assigned
Facilitate the annual employee performance management process utilizing the HCM Development Plan feature
Implement formal development plans using the Talent Management Workbook
Coach leaders in the HCM Review Cycle feature to effectively communication performance expectations and develop realistic goals and metrics
Administer Talent assessments, high-potential selection, and succession planning in accordance with the Gleason Talent Management process
Plan, develop and facilitate supervisor training
Coordinate selection, promotion and placement of intra-company personnel via job posting system
Responsible for the Talent Management Index and guiding organizational progress toward demonstrating improvements in skill gaps
Conduct internal and external salary analysis and evaluate effectiveness of compensation programs and recommend changes to ensure the company remains competitive and compliant with wage and hour regulations.
Facilitate the annual HCM Compensation Cycle, working closely with the US HR team to ensure GCTC aligned with the company when utilizing the merit planning worksheets, approval process and posting approved salary increases directly to payroll
Utilize salary planning tools and practices, job evaluation techniques, and market salary trends and conduct salary analysis for to ensure pay grades are appropriate and that job offers, promotions and demotions are appropriate.
Lead the development of job descriptions
Ensure compliance with federal, state, and local compensation laws and regulations
Facilities Recruitment for exempt and non-exempt positions:
Manage the HCM Recruiting feature for job requisitions, and internal/external job postings, facilitate candidate communication and feedback, coordinate interviews, and negotiate offers of employment
Establish relationships with outside recruitment firms, negotiate fees agreements, and manage candidate referral process
Develop sources for recruitment based on need
Manage and maintain relationships with talent pipelines (Rock Valley College, Local High Schools, etc)
Analyze staffing needs, turnover trends, and other personnel statistics
Coordinate temporary employment program, when appropriate.
Facilitate the relocation process for new and transferring employees
Responsible for immigration / work authorization issues for foreign employees (Temporary Visas and Permanent Residence) with the help of legal counsel.
Manages HR scheduled and ad-hoc reporting for HR and Leadership Team
Ensures HCM data accuracy for core HR records
Oversees compliance with Affirmative Action and Equal Employment Opportunity policies and reporting requirements
Completes unemployment data requirements for states with Gleason employees
Conducts required anti-harassment training for all employees – on site and remote