Human Resources Business Partner

 

 

In conjunction with the VP, Human Resources Manager

• →Guides and coaches leaders through actions related to formal disciplinary procedures, jointly determines appropriate course of actions; reviews and provides suggestions for performance improvement plans; and ensures legal compliance with aid of VP HR and/or legal counsel when necessary
• →Proactively identifies areas for process improvement, innovation, and opportunities for efficiency and synergy
• →Partners with management on engagement strategies that improve employee satisfaction, this includes coordination of community or company events, e.g.
• →Confers with leaders to identify staffing needs, job specifications, job duties, qualifications, skills and competencies
• →Partners with recruiting on internal and external recruitment efforts for all positions
• →Partners with the hiring manager to ensure required timely completion of new hire I-9’s; and finds alternative sources to complete new hire’s I-9 for off-site/remote/employees. Updating I-9 verifications in Sterling as required.
• →Assists in the development and delivery of management and/or employee training sessions related to strategic initiatives, performance management, employee engagement, succession planning, etc.
• →Actively researches, creatively designs and implements effective methods to educate, enhance performance and recognize performance, advising and collaborating on the development and administration of recognition programs with Shared HR Services
• →May lead or participate in special and/or cross-functional project teams related to Company strategic initiatives
• →Assist in administration and communication of ADA process as needed
• →Identifies, evaluates and resolves employee relations issues such as employee complaints, harassment allegations and civil rights complaints with the aid of VP HR and/or legal counsel when necessary
• →Conducts, analyzes and reports on trends related to employee relations activities; Reviews exit interviews to analyze reasons for separation and to identify trends
• →Assists employees with developing personal strategies or action plans related to the workplace, e.g., career development, performance improvement, peer/manager conflict, communication, etc.

 

 

• Bachelor’s degree in human resources, Business Administration, or related field (or equivalent experience).
• Proficiency in HRIS systems and Microsoft Office Suite.
• 5+ years of progressive HR experience
• Proficiency in Workday is highly preferred
• Ability to make decisions incorporating diverse perspectives
• Exceptional oral and written communication skills. Your communication style is flexible to the situation. You communicate clearly and with a purpose
• Calm under pressure. You have excellent organizational skills, integrity, and great follow-through on tasks. You are comfortable challenging norms while working collaboratively with colleagues at all levels of the organization
• You have a strong sense of accountability, fun and adventure
• You have a proven track record of building and maintaining strong business relationships with leadership and employees at large.
• A strong customer service bias. You want to get to yes. You are known for your super responsiveness. You can say no and preserve your relationships.
• Natural curiosity. You love learning how things work and you are always looking for innovative improvements
• Have a firm understanding of the business of the company and its operations—ensuring that guidance is based on business needs as well as employee needs
• Ability to work across the organization to achieve results
• Ability to manage multiple complex projects simultaneously while working under pressure to meet deadlines
• Strong discretion in dealing with highly confidential and sensitive information exhibited at all times
• Excellent presentation and communication skills
• Strong customer orientation including strong interpersonal, communication and consultation skills
• Ability to make decisions incorporating diverse perspectives

The Company is an equal employment opportunity employer. Only solicited resumes/candidate profiles that are submitted by a Berkley Preferred Agency Partner that have been requested by Berkley Internal Recruiting to engage in a particular search will be subject to the payment of Agency fees as defined in the formal agency agreement. Any unsolicited resumes/candidate profiles are not subject to payment of the agency fees. The company offers a competitive compensation plan and robust benefits package for full time regular employees. The actual salary for this position will be determined by a number of factors, including the scope, complexity and location of the role; the skills, education, training, credentials and experience of the candidate; and other conditions of employment.

Sponsorship not Offered for this Role