Senior HR Business Partner

SSA Marine•Seattle, WA

23h•Hybrid

About The Position

The Senior Human Resource Business Partner will establish and drive HR programs/talent initiatives forward within specific company divisions and functions; while always ensuring they align with Carrix/SSA Marine business objectives. This position works at all levels of the HR “stack” — strategic, operational, and tactical - and influences effectively across the company. This position must navigate through ambiguity, recognizing and establishing buy-in when it is appropriate to introduce more structure and process without derailing current production. This role aligns the global talent strategy with the division’s business priorities to drive results – and defines and runs the delivery of HR programs as an active participant on the functional leadership team.

Requirements

Minimum of 8 years of Human Resources experience.
Minimum of 4 years of Human Resources strategic leadership with labor relations and experience working with both Union and Non-Union environments.
Demonstrated knowledge of applicable laws as it applies to ADA, ADEA, EEO and Affirmative Action, FMLA, FLSA, OSHA, etc.
Strong ability to attract and retain talent and work with and motivate high performance teams.
Ability to bring immediate credibility to the human resources function through professional skills.
Project the highest levels of integrity while winning through a consultative and embracing personality.
Superior interpersonal communication and presentation skills, as well as proven organizational skills.
Attention to detail and accuracy is a must.

Nice To Haves

Industry experience in shipping/logistics/transportation industry preferred but not critical.
International or multi-regional experience a plus
Preferred bilingual, fluent in English and Spanish

Responsibilities

Oversee change management within the HRIS system for managers, to include pay changes, transfers, retirement, termination, etc. Ensure all guidelines are followed on these actions.
Partner with HR Management to improve manager and employee performance by identifying and clarifying problems; evaluating potential solutions; implementing selected solution; coaching and counseling managers and employees.
Collaborate with the leadership team to champion and accelerate a culture of excellence in which people feel engaged and inspired to deliver top business results.
Partner with Regional and HR management on potential employee relations to include coaching & development, corrective action plans, union grievances, and terminations.
Responsible for processing and management of leaves of absence, which will include FMLA, State Leave, WC, and other applicable leaves of absence.
Partner with leaders to develop and implement recruiting strategies. This may include the administrative management of recruiting processes to attract high-quality candidates to include creating job descriptions, assisting managers with posting jobs, creating offer letters, communication, partnering with compensation team to price the role, and onboarding.
Take an active role with senior leaders, regional managers, and HR management in the continual development of people/talent programs, such as recruiting, retention, compensation, benefits, performance management, succession, goal setting, and training – both for the division and at a company-wide level when required.
Partner with managers to identify key performers and potential for growth when reviewing succession planning at those locations when needed.
Partner with HR leadership to improve manager and employee performance by identifying and clarifying problems; evaluating and implementing potential solutions; and determining next steps for coaching and counseling managers and employees.
Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partner with the legal department as needed/required.
Maintain management guidelines by partnering with the senior levels of Human Resources staff to prepare, update, and recommend human resource policies and procedures to ensure these are kept current and follow best practices.
Partner with HR leadership in conducting management/employee training in topics including performance management, safety, harassment, and all other applicable policy guidelines.
Respond to inquiries promptly and educate employees on HR related practices and procedures.
Take an active role in the implementation of new and existing platforms of the HRIS system. This will involve creating set up tables, reviewing best practices, system administration and ongoing continued maintenance.
Other duties as assigned.