Senior HR Business Partner

ERCO Worldwide•Port Edwards, WI

4d•Onsite

About The Position

ERCO Worldwide has operated for over 100 years, focused largely on the production and supply of in-organic products along with technology for the production of chlorine dioxide. Today, ERCO’s major business areas include sodium chlorate, chlor-alkali products, sodium chlorite, and chlorine dioxide technology. The ERCO business serves a number of key customer segments including pulp and paper, food, energy, agriculture, water treatment, airport de-icing, fertilizers and specialty chemicals. ERCO Worldwide is looking for a Senior Human Resources Business Partner to support our US locations and colleagues! The Senior HR Business partner collaborates with assigned client groups in ERCO United States locations (3 locations) and provides hands-on holistic advise on people-related matters across a wide range of areas - employee relations, performance management, employee development, conflict management, training, compliance and conduct etc. The position partners with business leaders in driving business results by aligning HR programs and initiatives to support the delivery of business goals at different levels of the organization. The position leverages their understanding of business priorities and employee needs to provide counsel that contributes to a work-environment where employees thrive and the business succeeds. The position holder plays an active role in fostering a respectful and psychologically safe work environment across all departments. The incumbent models ERCO's commitment to a safe and respectful workplace.

Requirements

Bachelor's degree in Business or a related field is preferred, a college diploma in Business is required.
5+ years of proven work experience in Human Resources as a well-rounded generalist ideally in a complex/multi-location manufacturing environment.
Strong health and safety mindset
Strong relationship builder – collaborative, team-builder
Focused and results driven, transparent, and articulate
Drives continuous improvement
Resilient – can adapt to changing environments/technology
Proactive – takes initiative, creative, stays ahead of the curve, enthusiastic, inspirational

Nice To Haves

HRCI/SHRM designations preferred.

Responsibilities

Act as a business partner to leaders and provide HR insight and sound counsel based on best practices/ERCO policies on different HR-related areas
Guide leaders in the interpretation of HR policies and procedures and the adaptation to unique situations. Ensure fair, consistent and ethical considerations to employee-related decision-making
Provide counsel to employees on a wide range of matters to support their positive work experience at ERCO in line with best practices and ERCO’s policies and programs
Partner with the broader HR team in the execution of programs, procedures and guidelines to align the workforce with the strategic goals of the company.
Partner with leaders and the Learning and Development team to identify talent challenges and opportunities.
Support succession planning efforts to ensure smooth role transitions within the business and internal talent development.
Provide project and change management support to organization change initiatives as may be required.
Facilitate HR training in alignment with business needs, regulatory requirements and internal HR priorities.
Support workforce planning and related budgeting
Support succession planning activities for all locations
Participate in the recruitment/selection process for plant employees
Collaborate with the Total Rewards team on FMLA administration, claim tracking and collaborate with plant leadership on return-to-work plans.
Develop and nurture strategic partnerships with designated business units, maintaining ongoing awareness of operational changes and proactively resolving emerging workforce issues.
Co-Lead/Lead complex employee relations cases including workplace investigation and ensure risk is mitigated in collaboration with Corporate team.
Advise managers on matters related to performance, conduct and expectations.
Liaise with plant leadership in ensuring compliance with legislative provisions and contractual terms.
Foster a culture of people leadership accountability
In partnership with Corporate HR, manage terminations/layoffs of employees according to contractual guidelines.
Optimize productive relationships with all stakeholders
Co- develop, implement, evaluate and continuously improve the organization's HR policies, procedures and metrics on recruitment, onboarding, performance management, employee life cycle, change management, grievance and discipline, legislative and ethical accountabilities, and termination.
Ensure consistency and fairness in the interpretation of policies and processes.
Ensure company compliance with all existing governmental and labour legal reporting requirements related to OSHA, ADA and other relevant US legislation.
Recommend and initiate changes to internal HR infrastructure, systems, processes and support mechanisms to increase productivity and service levels.
Explore new approaches to HR processes around improving morale, productivity and best people management practices and make recommendations for changes.
Implement and monitor the employee performance management review program. Provide guidance and support to managers and employees on effective execution of the PMR processes.
Work closely with the HR leadership team in the execution of critical projects
Produce periodic reports
Travel to various ERCO locations in the US and occasionally to Canada
Other duties and special projects as assigned