Human Resources Business Partner

The HR Business Partner is responsible to provide daily support including, employee & labor relations, performance management and leadership development in a unionized manufacturing environment. In addition, the HRBP partners with the Management Team by planning and executing strategic HR initiatives that support the business. Responsible for the administration of policies, procedures, and programs that are applied in the MFC organization. Maintain and develop Health and welfare benefits, retirement plans, talent selection and recruiting, and all other steps throughout the employee life cycle.

KEY RESPONSIBILITIES, JOB DUTIES and COMPETENCIES:

¨ Manage employee relations issues, employee concerns, workplace investigations, and administration of disciplinary action. Make termination decisions and consult with legal counsel as needed.

¨ Provide HR support to functional leaders in areas of performance management, employee relations, labor relations, staffing, compensation, performance evaluations and all HR areas.

¨ Anticipates Human Resource needs based on business strategies and internal and external environmental and competitive factors.

¨ Support EH&S initiatives, attend plant safety meetings, plant walk-throughs, understand and raise safety issues and concerns.

¨ Manage Worker’s Compensation cases, arrange for light duty work, communicate changes thoroughly with all parties, make recommendations for legal/settlement direction of cases, interact with employees, WC carrier, safety specialist, supervisors, and all parties involved. Keep accurate records.

¨ Provide HR policy, Collective Bargaining Agreement (CBA), employment laws, and Work Rules guidance and interpretation to Management and employees.

¨ Administer the CBA’s for the USW & IAM. Work closely with the Plant Management team insuring that the agreement is followed and no new precedents are set. Prepare for and participate in contract negotiations. Manage the grievance process. Ensure thorough communication between management and the union committee. Ensure all historic documentation is collected and secured from negotiations, letters of agreements, contract issues, grievances, etc.

¨ Provide recommendations and HR support in areas of organizational development, providing HR leadership, strategic HR initiatives, driving organizational change, etc. in line with organization’s mission, goals, objectives.

¨ Facilitates key HR processes with internal customers such as staffing, performance management, compensation, positive employee & labor relations, workforce planning, and organizational development.

¨ Partners with peers on projects and to ensure that a unified HR strategy is delivered across locations where possible.

¨ Foster positive and effective working relationships with peers, employees, management, union committee members, and all others.

¨ Other duties and projects as assigned by the Director of Human Resources.

QUALIFICATIONS and EDUCATION

:

¨ Bachelor’s Degree in Human Resources or business related field, Masters preferred

¨ A minimum of 3 years of prior Human Resources experience, 5+ years’ experience preferred

¨ Must be knowledgeable on all legal aspects of Federal, State, & Local Regulatory agencies, including labor laws and governmental compliance requirements

¨ Must be able to understand and analyze legal documents, various business reports, and related business periodicals

¨ Ability to understand business practices and Human Resource management, analyze problems, collect data, establish facts, and make good decisions

¨ Understand external and internal customer perspectives and have ability to build and maintain effective working relationships with others at all levels across the organization and outside of the facility

¨ Ability to lead, effectively communicate, and facilitate teams

¨ Excellent written and verbal communication and listening skills, with proven leadership experience

¨ Proficient in Microsoft Office products to include Outlook, Excel, Word, and Power Point

¨ Familiar with HRIS systems and programs

SCOPE of AUTHORITY:

·        No direct reports and no budgetary responsibility