The Human Resources Business Partner is responsible for aligning business objectives with employees and management. The position fosters partnerships across the business to deliver value-added service that reflects the business objectives of the organization. The HR Business Partner will provide tactical and technical support to business units to accomplish the core HR functions and enforcing company policies & procedures.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
- Performs routine tasks required to administer and execute human resource programs including but not limited to payroll, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
Maintain employee records in compliance with federal, state and local state regulations, such as Department of Transportation, N.C. Alcohol licensure and permits, pre-employment and random drug testing results, personal information, performance evaluations, benefit enrollments, and other documents as required by the company.
Conducts periodic audits of human resource activities to ensure compliance with laws, policies and procedures.
Initiate all employee insurance enrollments and changes for plans offered (Medical, Dental, Vision, Short Term and Long-Term Disability, Voluntary life plans and the 401k plan). Inform employees of any benefit changes through appropriate communication channels.
- Administers all leave-of-absence requests and disability paperwork: medical, personal, disability and FMLA. Effectively interprets FMLA and ADA implications as they relate to leaves of absences/disabilities.
Establish and maintain appropriate communication to employees and management team regarding policies, compliance, and events, etc.
Coach first line managers in their communication, feedback, and recognition with their employees to make certain the managers effectively, honestly, and legally communicate to their employees.
- Ensure feedback and disciplinary documentation is properly recorded and in compliance with applicable laws and company policies.
Prepare, generate and analyze ongoing and ad-hoc special reports pertaining to employee information and data, including issues such as, staffing levels/deployment, turnover, absenteeism, compensation, promotions, etc.
- In conjunction with the Recruiter, Recruiting Manager, and Training Manager, assist managers in the creation of development plans aligned with career plans. Manage the process and system to make sure the development plans are clear and available for employees.
- Administer the performance management process.
- Review, guide and approve management recommendations for employee terminations.
Serve as the chair of the site Safety Committee, prepare and document meeting minutes.
Maintain all Workers Compensation/Safety records and information and work closely with WC carrier to manage claims. Collect General Liability/Fleet Accident information and insurance reports and work closely with Insurance Carrier to manage claims.
Perform other duties as assigned.
Customer Focus - Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.
Functional/Technical Skills - Has the functional and technical knowledge and skills to do the job at a high level of accomplishment.
Decision Quality - Makes good decisions (without considering how much time it takes) based upon a mixture of analysis, wisdom, experience, and judgment; most of his/her solutions and suggestions turn out to be correct and accurate when judged over time; sought out by others for advice and solutions.
Interpersonal Savvy - Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.
Integrity and Trust - Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; does not misrepresent him/herself for personal gain.
Composure - Is cool under pressure; does not become defensive or irritated when times are tough; is considered mature; can be counted on to hold things together during tough times; can handle stress; is not knocked off balance by the unexpected; doesn’t show frustration when resisted or blocked; is a settling influence in a crisis.
Process Management - Good at figuring out the processes necessary to get things done; knows how to organize people and activities; understands how to separate and combine tasks into efficient workflow; knows what to measure and how to measure it; can see opportunities for synergy and integration where others cannot; can simplify complex processes; gets more out of fewer resources.
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
EDUCATION and/or EXPERIENCE
Four-year degree in related field of study and minimum three to five years related experience, two years exempt level HR experience, and/or training; or equivalent combination of education and experience. General HR Certification (PHR/SPHR/SHRM-CP, SHRM -SCP) preferred.
COMPLEXITY OF DUTIES
Wide variety of duties involving an overall general knowledge of related company policies and procedures and their application to cases not previously covered. Duties require considerable judgment to work independently toward general results, to devise new or modify and adapt existing methods, techniques, and procedures to meet new and unusual requirements and to make related decisions guided by precedent and within limits of established policies.
Under general direction working from company policies and general objectives with little functional guidance. Refers specific cases to supervisor when clarification or interpretation of company policies is involved.
RESPONSIBILITY FOR ERRORS
Probable errors would not be apparent and would be difficult to detect, usually subject only to broad controls. Errors could result in very serious losses as loss of contracts resulting in excessive costs or other losses over an extended period; or other complications requiring long range corrective measures. Work not subject to audit requiring considerable accuracy and responsibility.
CONTACT WITH OTHERS
Outside and/or inside contact involving carrying out company policy & programs and the influencing of others, where improper handling will have marked effect on operating results.
Work with some confidential data of major importance, such as individual wage and salary rates, projects, and profit margins which, if disclosed, may be detrimental to the company’s best interests.
MENTAL / VISUAL / AUDITORY DEMAND
Routinely requires close application of thought processes for sustained periods. May involve problems of correlation or application of reports, statistics, or other data.
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Usual office working conditions.
Ability to operate standard office machines such as copier, computer, fax, scanner, calculator, etc. Ability to operate standard audio-visual equipment and meeting equipment, including video camera and conferencing systems. Proficient with MS Office suite programs. Proficient with or has the ability to quickly learn HR Management software, data management tools and other applicable software/systems.
Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public.
Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, and percentages or create formulas to do so.
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties.
While performing the duties of this job, the employee is regularly required to sit; use hands to key, handle, or feel; and talk or hear. The employee is occasionally required to stand, walk, and reach with hands and arms. Specific vision abilities required by this job include close vision, and ability to adjust focus.
A job description, by its nature, can't include every aspect of the job. Because of this, any function that would reasonably fall under the responsibility of the Human Resources Business Partner is assumed and it is expected that the Human Resources Business Partner will act accordingly. The Human Resources Business Partner will be expected to perform any other task not included in this job description requested by management.