Manager, HR Business Partner (Corporate)

Covanta - Morristown, NJ (30+ days ago)3.3


About Covanta: Covanta is a world leader in providing sustainable waste and energy solutions. Annually, Covanta’s modern Energy-from-Waste facilities safely convert approximately 20 million tons of waste from municipalities and businesses into clean, renewable electricity to power one million homes and recycle approximately 500,000 tons of metal. Through a vast network of treatment and recycling facilities, Covanta also provides comprehensive industrial material management services to companies seeking solutions to some of today’s most complex environmental challenges. For more information, visit www.covanta.com .

Information on our facilities is available at www.covanta.com/Covanta-Map . For career opportunities, visit www.covanta.com/Careers . Covanta is an Equal Opportunity Employer.

As a strategic partner, the HR Business Partner (HRBP) aligns business objectives with employees and management within the corporate office. The HRBP serves as a consultant to management on Human Resource related issues. HRBP assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and facility/region, the HRBP seeks to develop integrated solutions and appropriate change plans. The HRBP formulates partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the region and organization. The HRBP partners with the Talent Acquisition team for recruitment and onboarding of new hires. The HRBP maintains an effective level of business literacy about Covanta’s financial position, strategic goals, and culture.

RESPONSIBILITIES/ DUTIES:
Consult with department heads and line management providing HR guidance when appropriate.
Drive change aligned with company goals and initiatives
Analyze trends and metrics in partnership with HR peer groups to develop solutions, programs and policies.
Manage and resolve complex employee relations issues. Conducts effective, thorough and objective investigations.
Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with legal department as needed/required.
Provides performance management guidance to line management (coaching, counseling, career development, disciplinary actions).
Lead key HR processes for assigned client groups and ensure all program objectives are met with regards to talent acquisition and talent management.
Works closely with management and employees to improve work relationships, build morale, increase productivity and retention.
Provides HR Policy guidance and interpretation.
Develops employment terms for new hires, promotions, transfers.
Provides guidance and input on business unit restructures, workforce planning, succession planning.
Identifies training needs for business units and individual executive coaching needs.
Participates in regularly scheduled meetings with respective business units.
Delivers targeted training programs; facilitates information sessions
Position Requirements

Minimum of 8 years of HR experience including resolution of complex employee relation issues.
Bachelor’s Degree
Strong working knowledge of multiple human resource disciplines including compensation practices, talent acquisition, employee relations, diversity, talent management, performance management, federal and state respective employment laws.
Experience with multi-facility organization is a plus
PHR/SPHR, SHRM-CC/SCP Certification desired

SPECIFIC KNOWLEDGE & SKILLS:
Excellent consulting skills.
Excellent client management and business literacy skills.
Strong project management skills.
Strong interpersonal and negotiation skills
Excellent verbal and written communication skills.
Develop strong trusting relationships in order to gain support and achieve results.
Effectively develop, and implement new strategies to address competitive, complex business issues.
Continuous improvement mindset; does not settle for status quo.
Manage multiple business units in multiple locations.
Manage multiple conflicting priorities.
Be flexible and available to interact with employees at all levels.
Be self-directed and motivated.
Take initiative to identify and anticipate client needs and make recommendations for implementation.
10-15% travel required
(Internal Code: *LI-COV)