HR Business Partner, SLC

The role serves as a location-based human capital leader, who will be responsible for managing the core business functions including, talent acquisition and development, employee relations, benefits communication and interpretation, compensation administration and compliance, and employment policy interpretation and application. 

This role will partner with the VP, Human Resources and Field HR team to promote a best-in-class culture and employee experience. You'll make a positive impact on how team members experience organizational change and be a strategic partner in driving division results and executive strategies.

As a Human Resource Business Partner, you will be a key strategic partner for divisional leadership and a valuable resource for team members. Whether through onboarding, performance management, or giving leaders and team members the guidance that they need to be successful, you will be a knowledgeable and committed resource. You will use your skills, experience, and talents to be a part of groundbreaking thinking and visionary goals. As an HR Business Partner, you will take the lead as you strategize with the business by operating as a business analyst and can translate organizational objectives into talent implications. Lead, influence, support, and facilitate organizational change and communication. Consult with the business by understanding how to align and integrate people with business needs through organization design and talent development. Act as a coach, trusted partner, and confidant who understands when and how to share information in the best interests of people and the business.

• →Collaborates with the location leadership to understand business strengths and opportunities related to people systems. Works with site and corporate leadership to develop plans and actions that will help the location achieve its performance objectives.
• →Understands the business trends and patterns to help support labor planning requirements to maintain productivity and to ensure labor costs and labor rates are within the established guidelines.
• →Recruits, interviews, and facilitates the hiring process and decisions for all hourly roles for the division(s). May also provides recruitment support for salary positions.
  • →Uses current recruitment tools and social media with a post to attract approach to selling the Pioneer value proposition.
  • →Administers the full-cycle recruitment process in the human resource information system for posting and hiring.
• →Supports the development, implementation, and administration of learning systems to ensure all employees have the necessary skills and knowledge to perform the essential functions of their work successfully and effectively.
• →Oversees the performance management process, including formal and informal coaching, feedback, documentation, and employment decision-making.
  • →Models accountability in performance by taking personal ownership of setting goals, meeting expectations, and achieving results.
  • →Helps develop the skills of all leaders in coaching staff, providing feedback, and establishing a culture that promotes high-performance behaviors.
• →Responsible for investigating formal employment complaints and issues to ensure conflicts are resolved constructively, investigations are conducted compliantly, and the company policies and procedures are upheld.
  • →Implements and maintains policies and procedures to ensure consistency across all divisions.
• →Responsible for legal compliance and partners with department leaders on all applicable labor laws.
• →Coordinates and instructs new employee orientation, onboarding, and training.
• →Drive employee engagement through the administration of recognition programs and organization of events. (i.e. summer picnics and holiday parties).
• →Responsible for the reporting of daily labor to each division and providing data analysis on items such as: overtime, attendance, benefits enrollment, etc.
• →Manage temporary agency relationships to ensure pricing is competitive, service level agreements are upheld, and performance is reviewed on a regular basis using metrics such as temp productivity and attendance.
• →Works with the divisional leadership team and Safety Coordinator to maintain and improve the workers’ compensation and safety programs.
• →Works directly with Safety Coordinator to ensure training programs are in place and that ISO, OSHA, and company requirements are being met. Delegates training responsibilities to proper personnel.

• Office Environment in a manufacturing plant. 

• 4-year college degree in Business, Human Resources or related field; or equivalent work experience.
• Minimum of 5 years of experience resolving complex employee relations issues.
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state employment laws.
• Proficient in Human Resource Information Systems (HRIS)
• PHR/SPHR certification preferred but not required.
• Knowledge of Microsoft Word, Excel, and PowerPoint is required.
• Must be approachable and highly motivated with a very high aptitude for problem-solving and leading by example.
• Strong analytical skills.
• Must be creative, innovative, flexible, adaptable, and highly organized.
• Confidentiality is a must.
• Excellent verbal and written communication skills.