Human Resources Specialist

LATICRETE International•Bethany, CT

22h

About The Position

The Human Resources Business Specialist is responsible for providing HR Support to specific business units/departments. This position collaborates closely with management teams to gain a deep understanding of their business objectives, challenges and priorities and utilizes this knowledge to develop and implement HR strategies that align with the overall business strategy. This position is partnered with our Plant Operations team supporting primarily a non-exempt workforce.

Requirements

3+ years of progressive experience in Human Resources.
Strong computer skills including Microsoft Office Word, Excel, and PowerPoint.
Thorough knowledge of employment laws.
Strong knowledge of the principles and practices of human resource administration; knowledge of sound techniques in all aspects of human resource management.
Demonstrates highest level of ability in all aspects of communications: written, oral, listening and expressing ideas.
Strong presentation skills.
Strong problem-solving ability and ability to analyze qualitative data.
Exceptional analytical, quantitative and deduction skills.
Ability to work both effectively independently and harmoniously with a team.
Ability to lead, participate and manage large-scale projects.
Must be able to manage multiple assignments simultaneously with shifting priorities, deadlines and focus and have strong organizational skills.
Demonstrates strong attention to detail.
Must be able to travel 20%
Must be able life 15 pounds.
Must be able to stand/walk 25% of the day.
Must be able to sit 75% of the day.

Nice To Haves

Master’s degree (Human Resources, Business, Psychology or related area)
PHR, SPHR – preferred
Knowledge of workday high desired.
Demonstrated success in creating and managing individual performance programs such as improvement and development plans.
Strong experience conducting internal investigations.

Responsibilities

Partner with business leaders to identify HR needs and develop effective solutions that address them.
Implement HR programs and initiatives including talent management, employee engagement, performance management and succession planning.
Coach and mentor employees to support their professional development.
Provide guidance on coaching to managers and employees on HR policies, procedures and best practices.
Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
Partners with the legal department as needed/required.
Act as change agent to business through process design and approaches that support change and transformation.
Conduct regular visits to plant locations partnered with.
Partner with hiring manager to interview candidates for open positions.
Work closely with management and employees to improve work relationships, build morale, and increase productivity, engagement and retention.
Manage and resolve complex employee relations issues including conflict resolution.
Conducts and documents employee investigations.
Conduct new hire check-in meeting to get feedback both from the new employee and their management.
Manages the employee off-boarding process including exit interviews and terminations meetings as required.
Document Disciplinary Action as required for policy, procedure and conduct violations.
Organize employee events and activities.
Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development).
Partner with the Learning and Development team and managers to develop Individual Development Plans.
Work with managers to address performance concerns through the Performance Coaching Plan process.
Manage internal applicant process for assigned group(s).
Review candidates’ skills, aptitude and experience against position requirements.
Manage and coordinate all communications with internal candidates and provide excellent candidate care throughout the recruiting processes.
Manage Disciplinary Points program including auditing reports, working with team to put in system enhancements and procedure improvements.
Work with Managers to ensure accuracy of data and compliance with administrative requirements.
Partner with managers to deliver required disciplinary action.
Manage and maintain employee records and HRIS.
Create, generate and analyze reports as needed.
Participate in the planning and execution of quarterly new hire orientation.
Ensure newly hired employees are onboarded properly and paperwork is complete.