Job Title
| Sr. Human Resources Business Partner |
Location
| Seabrook, New Jersey
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Job Description
| Reporting to the VP, Human Resources and the Plant Manager, the Sr. Human Resources Business Partner’s primary objective is to plan, organize and direct the operations of the plant’s Human Resources function. The Sr. HRBP will partner with the Plant Manager and other members of the leadership team to leverage HR to drive needed business results.
Essential Duties and Responsibilities:
Acts as business partner to cplant management. Provides full support to the Plant Manager in the areas of HR and strategic planning. Provides analysis and recommendations in such areas as recruitment, labor relations, safety, performance management, organizational structure, work force planning and change management.
Leads and manages all human resources activities to ensure the right people are in place and prepared to meet the challenges of the business. Recommends, designs and facilitates implementation of solutions to ensure alignment with the plant overall direction.
Counsels and coaches plant management concerning business operational, organization structure and development issues, including policy interpretation and recommendation for action. Ensures high Human Resource service levels and assist in facilitating open, constructive communication among functional areas and human resources.
Participates in collective bargaining negotiations, interprets and administers contract provisions. Provides council to management on labor relations issues, represents organization at Step 3 and Step 4 of the grievance procedure. Develops strong cohesive relationships with union representatives and committees to assure continuous uninterrupted delivery of products to customers.
Maintains expert working knowledge of environmental factors influencing the business (i.e., HR legislation, best practices trends). Partners with peers, within and outside of the Human Resources function, to uncover business opportunities and best practices.
Works effectively with Corporate HR regarding sourcing activities, training and other initiatives. Interfaces with corporate functions to secure necessary resources and acquire information needed by their clients to maximize their performance and contribution.
Develops and manages affirmative action plan, trains and follows up on affirmative action efforts throughout the year to ensure goals are achieved and efforts are documented. Ensures tracking and completion of legal filings required by employment: EEO-1, postings for Affirmative Action, and EEO.
Ensures adherence to all state and federal laws and regulations. Facilitates performance review training as appropriate. Communicates and follows procedures and practices to ensure integrity of Human Resources data for plant.
Plans, organizes and manages the daily operations of the HR function. Selects, trains, support and provide leadership for and review the performance of Human Resources staff in order to ensure the delivery of quality services to employees. Assures staff is informed and properly oriented on company policies and procedures.
Coordinates Corporate HR initiatives with the assigned client group or plant to ensure full understanding by clients of the purpose and value of the initiative, and ensures administrative compliance standards required by such initiatives are met.
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Experience/Education
Required
| Education and Experience:
Bachelor's degree (B. A.) Human Resources, business or related field, minimum of six (6) years progressively greater Human Resources experience (mid to large-sized organization); or equivalent combination of education and experience. Minimum of three (3) years management experience. Previous experience in a manufacturing or union environment.
Experience in multiple Human Resources functional areas, processes, programs, procedures, and policies including knowledge of organizational development, compensation, benefits, employee relations, training, diversity, HRIS, and local and federal employment laws and regulations.
Key Competencies/Success Factors:
Viewed as a credible, informed strategic business partner, change agent and employee advocate. Excellent business acumen and demonstrated competency in business partnership.
Creative and willing to challenge the status quo. Extensive experience in employee relations and change management. Ability to manage multiple priorities and initiatives exercising sound judgment and flexibility.
Ability to work successfully within the framework of the organization’s corporate policies, plans and programs. Self-starter who demonstrates accountability for results. Strong analytical, organizational and project management skills.
Demonstrates advance understanding and application of management approaches for work direction, motivation, and performance management. Applies advanced knowledge of Human Resources concepts, practices, and procedures for area managed and expert knowledge of other areas in the organization and how they interact.
Self-direct and work effectively with others at all levels of an organization including team members, senior leaders, executive management and work location.
Strong working knowledge of federal and state regulations and compliance. Proficient PC skills in a windows based environment including spreadsheet, application and database administration.
AAP / EOE Employer
No Agency Calls, Please
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| Date Posted | 01/04/2010 |
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