Senior Human Resources Business Partner (Hybrid)

SGS•Lincolnshire | Fairfield, IL

20h•Hybrid

About The Position

The Senior Human Resources Business Partner provides human resources consultation, support and solutions to one or more designated regional business units or functions. They interpret human resources polices, programs, and guidelines and in the areas of employee relations, performance management, compensation and benefits, learning and development and other Human Resources areas. Serves as an acquisition integration manager for the HR function, managing the HR side of acquisitions across the businesses in the US. This position works a hybrid schedule and will be located in the Lincolnshire, IL or Fairfield, NJ area. Serves as a point of contact for the assigned regional business units or functions for all HR related matters. Serves as an acquisition integration manager for the HR function, managing HR side of acquisitions for assigned business unit. Provides guidance to business leaders to promote engagement, increase productivity and retention, to improve work relationships, build morale, and support a culture of diversity and inclusion. Partners with business leaders and line managers to assess the business, processes, concerns, and challenges and ensure integrated HR solutions and strategies are aligned to business needs. Manages employee relations issues, diagnoses root causes and identifies appropriate interventions. Conducts effective, thorough, and objective investigations. Recommends methods to minimize or prevent future issues. Supports business leaders in development and implementation of the optimal organizational structure. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Provides input for job reclassifications, staff reassignments, business unit reorganizations and reductions in work force. Prepares paperwork for transfers, promotions, severance, and involuntary terminations. Utilizes work force data analysis to improve the effectiveness of the business and/or function. Reviews Human Resources policies and practices and recommends improvements for optimum achievement of intended purposes of such documents and practices, and achievement of the HR business plan. Ensures compliance with labor law requirements, state legislation, company policies and procedures. Partners with regional HR teams (HR Service Center, Talent Acquisition, Compensation, Benefits, Learning and Development) to implement initiatives that support workforce planning, talent acquisition and retention, talent management, succession planning, employee engagement and organizational design. Partners with Compensation to facilitate resolution of complex compensation related issues within business or function; supports creation of new job descriptions and career ladders, provides information for job evaluations to ensure internal equity and market competitiveness; assists business leaders in annual performance review and salary increase processes. Assists in the development and implementation of the Affirmative Action Plan in partnership with the regional compliance team. Represents HR in cross-functional teams and participates in cross-functional SGS projects. Maintains 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. Adheres to internal standards, policies, and procedures. Performs other duties as assigned.

Requirements

Bachelor’s degree in Human Resources, Labor Relations, Business Administration or related discipline
7+ years of professional human resources experience
5+ years of experience in a core HR functional area or as an HR Generalist
Working knowledge of HR principles and practices
Awareness of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management
Knowledge of and federal and state respective employment laws
Ethical practice, global and cultural awareness
Excellent interpersonal and professional communications skills, both verbal and written
Ability to appropriately interact with all levels of individuals within the work environment
Ability to comprehend, interpret and communicate federal and state employment laws; SGS policies and procedures, rules and regulations
Ability to manage change and direct the problem‐solving process
Ability to handle and safeguard confidential and sensitive information
Strong business acumen
English – advanced level of proficiency
Microsoft Office (Work, PowerPoint) – intermediate user proficiency

Nice To Haves

3+ years of supervisory experience
Diverse employee populations in Canada and the US.
Experience leading HR due diligence for mergers and acquisitions in addition to integration
Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR)
Ability to motivate team members and lead through influence
French/Spanish
Advanced level of reasoning skills/abilities

Responsibilities

Provides human resources consultation, support and solutions to one or more designated regional business units or functions.
Interprets human resources polices, programs, and guidelines in the areas of employee relations, performance management, compensation and benefits, learning and development and other Human Resources areas.
Serves as an acquisition integration manager for the HR function, managing the HR side of acquisitions across the businesses in the US.
Serves as a point of contact for the assigned regional business units or functions for all HR related matters.
Provides guidance to business leaders to promote engagement, increase productivity and retention, to improve work relationships, build morale, and support a culture of diversity and inclusion.
Partners with business leaders and line managers to assess the business, processes, concerns, and challenges and ensure integrated HR solutions and strategies are aligned to business needs.
Manages employee relations issues, diagnoses root causes and identifies appropriate interventions.
Conducts effective, thorough, and objective investigations.
Recommends methods to minimize or prevent future issues.
Supports business leaders in development and implementation of the optimal organizational structure.
Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
Provides input for job reclassifications, staff reassignments, business unit reorganizations and reductions in work force.
Prepares paperwork for transfers, promotions, severance, and involuntary terminations.
Utilizes work force data analysis to improve the effectiveness of the business and/or function.
Reviews Human Resources policies and practices and recommends improvements for optimum achievement of intended purposes of such documents and practices, and achievement of the HR business plan.
Ensures compliance with labor law requirements, state legislation, company policies and procedures.
Partners with regional HR teams (HR Service Center, Talent Acquisition, Compensation, Benefits, Learning and Development) to implement initiatives that support workforce planning, talent acquisition and retention, talent management, succession planning, employee engagement and organizational design.
Partners with Compensation to facilitate resolution of complex compensation related issues within business or function; supports creation of new job descriptions and career ladders, provides information for job evaluations to ensure internal equity and market competitiveness; assists business leaders in annual performance review and salary increase processes.
Assists in the development and implementation of the Affirmative Action Plan in partnership with the regional compliance team.
Represents HR in cross-functional teams and participates in cross-functional SGS projects.
Maintains 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.
Adheres to internal standards, policies, and procedures.
Performs other duties as assigned.