Sr HR Business Partner

Ports America Career Opportunity•Newark, NJ

4d•Onsite

About The Position

In the maritime industry, where colossal ships dock, and millions of tons of cargo are moved with precision, it takes teams of dedicated individuals to keep global trade in motion. Working in this dynamic sector means that you play a part in ensuring the pulse of commerce never skips a beat, all while driving the future of supply chain logistics and marine terminal operations. Dive into a career where your talents make an impact and help us steer the future of this vital sector. Every job function in our organization, whether it’s on the docks or behind the scenes in administrative roles, finance, payroll, or IT, has a significant impact on the national economy and critical supply chain operations. Summary: The Senior Human Resources Business Partner (onsite role) will provide strategic and foundational human resource support to assigned business vertical leadership and employees. Will build, deploy, and guide Human Resource programs and processes in partnership with a team of 2-4. Strong focus on leadership development, talent management, and workforce planning given recent establishment of the business vertical. Expect to project manage both business and enterprise-wide HR initiatives.

Requirements

10+ years in Human Resources Management, including 6+ years of hands-on experience in employee relations, talent management, and mergers & acquisition
3+ years in a multi-state environment.
Bachelor’s degree in human resource management and/or the equivalent combination of relevant Human Resource training and experience that provides the required knowledge, skills and abilities to complete the job.

Nice To Haves

Strong interpersonal and communication skills.
Expertise in coaching and influencing leaders at all levels.
Strong understanding of employee relations principles, practices, methods, and programs.
Working knowledge of collective bargaining agreements (CBA) and or Union labor relations.
Knowledge in leadership development and performance management.
Excellent organizational skills to manage multiple projects.
Commitment to ethics and teamwork.
Ability to present to small and large groups at all levels of the organization and deal with unexpected questions and challenges while presenting.
Ability to lead live or web-based presentations sessions.
Flexible and proactive problem solver adept at achieving results in a team-oriented environment, but also able to function effectively working independently.
Ability to foster teamwork, leadership skills, clear communications, analytical thinking skills, statistical knowledge, and ability to meet deadlines.

Responsibilities

Lead HR Business Partner for Auto Processing business unit with IAP HR team as direct report.
Provide leadership and clear direction to on-site HR partners responsible for leading human resource activities for the sites they support (IAP).
Primary HR point of contact for FAPs business leadership and employees.
Providing support for all company HR policies, processes, and programs.
Ensuring all HR policies and processes are documented, communicated, implemented and adhered to consistently.
Provide guidance and coaching to leaders and managers across Auto Processing business.
Actively participate as lead HRBP for the Auto Processing business unit, including participation in leadership team meetings and events.
Responsible for leading performance management process, training and coaching for managers and employees on goal planning, annual reviews, performance management and workforce assessment and planning.
Play a vital role in our mergers and acquisitions initiatives: you will manage the "people side" of the integration process, including conducting workforce due diligence, facilitating cultural alignment between organizations, communicating changes effectively to employees, overseeing workforce restructuring and ensuring a smooth transition for all staff.
Lead the employee relations activities for the business, ensure all investigations are handled promptly, investigated thoroughly and that documents are retained according to compliance standards.
May investigate employee complaints and escalate matters with recommendations to Head of HR or CHRO.
Escalation point for people matters.
Ensure legal compliance on people matters at the local level.
Escalating matters to Head of HR or CHRO as appropriate.
Support diversity and inclusivity engagement at all levels and in the local communities in the areas of coverage.
Engage the Talent Acquisition team in recruiting needs for operation or support roles for business vertical, participation in recruiting related events and activities as needed.
Manage workforce transitions which may include integrations, onboarding, internal transitions, offboarding.
Leverage data and insights, in partnership with TR team, to extract meaningful analytics to better manage turnover, build workforce plans, identify risk, manage talent.