Senior Human Resources Business Partner

Location: Robinson Plant

Summary:

The Sr. HRBP engages with the hourly and salaried manufacturing team as well as corporate HR leadership.  He or she is a leader and active participant in Employee Engagement and Corporate Social Responsibility (CSR) activities.   The position reports to Corporate HR with a strong dotted line to the Plant Manager.  This is a senior leadership role and serves as a member of the Plant Leadership Team.  

In addition, the Sr. HRBP will:

Talent Management

• Ensures that the plant has the necessary talent and capabilities to successfully meet production requirements and all associated needs.
• Partners with the Plant Manager and leadership team in the development of the Plant's strategic plan, culture, mission, vision statements & goals; provides leadership in organizational diagnosis, design and interventions; supports business transformation initiatives by being actively engaged in affecting change.
• Champions the performance management process, and ensures training, accountability and alignment of goals and the calibration of ratings.
• Liaison between labor scheduling team and corporate Talent Acquisition; ensures proper staffing plan and retention methods.
• Manages the relationship with contingent worker agencies; assures quantity and quality of temporary staffing to meet the production schedule.
• Leads completion of annual talent development processes such as Org Talent Review, Succession Planning, and associated processes.
• Manages Diversity Equity & Inclusion efforts at the site.

Employee Engagement

• Ensures strong employee engagement staying abreast of the pulse of the workplace; including significant time spent on the plant floor.
• Actively participates in Plant Manager "roundtable meetings," staff meetings, and shift, quarterly and/or town hall meetings; participates/leads management and employee task teams and engages in group business unit meetings.
• Ensures consistent application of policies and practices; assesses need/opportunity for work rule and policy changes; offers guidance, direction, and training to leaders on administration of employee handbook and policy and disciplinary matters to ensure consistency and "just cause."  Leads the plant’s peer review issue resolution process.
• Develops and maintains a positive employee relations strategy; conducts union vulnerability analysis and completes action plans as needed. Communicates and trains salaried workforce on leadership of choice principles.

HR Excellence and Administration

• Manages the plant HR function, including strategic workforce planning, budget management, performance management and all other duties associated with functional leadership.
• Keeps abreast with the corporate and statutory employee benefit programs and ensures accurate application of programs.
• Ensures compliance with FMLA as well as consistent application of disciplinary actions and development of plans to reduce absenteeism.
• Conducts local wage & benefit surveys to assess competitiveness; develops annual wage and benefit recommendations.
• Completes Affirmative Action Plan and ensures accountability and execution; proactively address issues and responds to all state/federal EEO and related charges/inquiries; maintains awareness levels by conducting periodic training, plant postings, mailings, handbook and newsletter updates.
• Partners with Workers’ Compensation claims adjusters, internal and external legal resources, and Risk Management to effectively manage claims.

Responsibilities and Skills:

• Change agent with demonstrated ability to interact and influence effectively at all levels; strong floor presence with the ability to understand the pulse of employee morale and influence engagement.
• Knowledge of applicable state and federal employment laws and regulations affecting the workplace.
• Superior communication skills, written and verbal, able to effectively address all levels within the organization.
• A detail-oriented, logical, and methodological approach to problem solving. Understands the underlying issues and components of a problem or opportunity and perceives complex cause-and-effect patterns. Identifies patterns and trends from past experiences that relate to a current situation and uses that knowledge to come up with creative solutions and new ideas.
• Demonstrated track record of establishing and maintaining HR process excellence.

Minimum Requirements and Education:

• Bachelor’s Degree required; concentration in Human Resources or related field strongly preferred.  Master’s degree preferred.

• At least 4 years of experience as a lead HR professional in a manufacturing plant of 500 or more
• 8 years of progressive HR or related experience

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