Description

The HRBP position is responsible for aligning business objectives with employees and management in designated business units. The position serves as a consultant to management on human resource-related issues. The successful HRBP acts as an employee champion and change agent. The role assesses and anticipates HR-related needs and communicates needs proactively within the HR department and business management.  The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. 

• Analyzes trends and metrics in partnership with HR leadership to develop solutions, programs and policies.  
• Manages and resolves complex employee relations issues.  Conducts effective, thorough and objective investigations.  
• Provides day-to-day performance management guidance to line management (e.g. coaching, counseling, disciplinary actions) 
• Works closely with management and employees to improve work relationships, build morale and increase productivity and retention.  
• Provides HR policy guidance and interpretation.  
• Provides guidance and input on business unit restructures, workforce planning and succession planning.  
• Drives execution of departmental initiatives including those tied to benefits and compensation administration, and those in support of other departments.  

• Self-directed with proven organizational skills and attention to detail, including the ability to effectively handle multiple, concurrent projects and meet aggressive deadlines. 
• Demonstrated ability to work with a wide range of sensitive and confidential issues. 
• Excellent ability to think proactively, anticipate business needs and drive solutions. 
• Strong computer skills (Microsoft Office-Word, Excel, Access, PowerPoint). 
• Strong Emotional Intelligence skills to increase your own and others' success

• Bachelor's degree in HR, Business, or related field and five (5) years' related experience in a manufacturing environment. 
• Knowledge of state and federal employment laws relating to key areas of policy, benefits and HR. 
• PHR or SHRM-CP certification a plus. 

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