Sr. Human Resources Business Partner

Canon U.S.A., Inc.•Boca Raton, FL

17h•$76,150 - $114,040•Hybrid

About The Position

The Sr. Human Resources Business Partner provides assistance to business unit functional areas on difficult or complex matters, including employment and personnel documentation, compensation, and benefits. The position serves as a liaison among business units, staff and management at all levels, compensation, benefits, payroll, legal counsel, and outside service providers. It is full time and hybrid, with three required office days each week—Monday, Tuesday, and Wednesday—and the option to work from home the rest of the week, subject to changing business needs and office reporting requirements. The role may require up to 20% national travel, including overnight stays. The position provides employee-relations and performance-management guidance, conducts investigations, interprets employment laws and company policies, advises on compensation decisions, and supports organizational changes. It also develops and delivers training, analyzes HR data and trends, and works with business units on employee relations, development, retention, and reward programs. The role may provide guidance to Business Partner and Associate-level team members.

Requirements

Bachelor’s degree or equivalent required.
Five to seven years of relevant experience as an HR Representative, Recruiter, or Business Partner.
Advanced organizational and interpersonal skills.
Strong teamwork and a drive to create a positive work environment.
Strong internal and external customer-service focus.
Ability to multitask and interface at all levels of the organization.
Ability to work in a results-oriented environment, identify problems, and drive appropriate solutions.
Proficiency in Microsoft Word and Excel.
Must be legally authorized to work in the United States; the company will not pursue or support visa sponsorship.
Applicants must reside in the United States at the time of hire.
May require up to 20% national travel, including overnight stays; a valid driver’s license and acceptable driving record are necessary.

Nice To Haves

Degree in Human Resources or a related field preferred.
Master’s degree preferred.
Passion for innovative HR solutions and process improvement.

Responsibilities

Guide managers on employee-relations issues, policies, procedures, and the corrective-action process; train, coach, and counsel them as needed.
Serve as the Zone point of contact for resolution and facilitation involving employee relations, performance management, salary administration, benefits inquiries, and employee discipline.
Investigate internal complaints involving discrimination, ethics violations, unfair practices, fraud, and theft; prepare reports of findings and recommendations for the Zone Director.
Collaborate with management to resolve employee-relations issues, including matters involving legal counsel.
Liaise with other divisions to prevent conflicts or misunderstandings and help ensure plans and programs are effective.
Conduct exit interviews when necessary.
Advise employees and management on the application and interpretation of FMLA, ADA, Title VII, FLSA, Equal Pay, ADEA, and other applicable requirements.
Interpret federal, state, and local laws to support compliance, and counsel senior management on pay decisions and policy and guideline interpretation.
Work with managers and Compensation to collect job data and specifications for revising or developing role profiles and career paths.
Develop, prepare, and deliver training sessions; analyze results and provide input on current and projected training and management-development needs.
Analyze HR data for reporting, including headcount, hires, terminations, reductions in force, and turnover.
Track employment and HR trends.
Research and analyze employee data to determine appropriate salary adjustments for transfers, promotions, demotions, and other changes.
Partner with business units to determine salary adjustments based on research and provide guidance as needed.
Guide business units on communicating salary changes.
Confirm and process organizational changes and restructurings, including promotions, transfers, and confidential company reorganizations.
Develop and implement employee-relations, development, retention, and reward programs.
Recommend approaches, policies, and procedures to improve business objectives, productivity, and HR development in support of business goals.
Provide guidance to Business Partner and Associate-level team members as needed.