| Position Title: | Senior Human Resource Business Partner |
| Date Posted: | November 23, 2021 |
| Job Location: | Little Chute, WI |
| Company Name: | Heartland Business Systems |
| Contact: | Sarah Campillo 1700 Stephen St. Little Chute, WI 54140 (920) 716-7681 scampillo@hbs.net https://www.hbs.net/Careers-at-HBS |
| Description: | The Senior Human Resource (HR) Business partner champions a culture of employee engagement and continuous improvement. The incumbent will support and enhance the assigned business unit, along with the Corporate HR Tea, through providing and assisting in finding solutions to issues that face the business and the people within the business. Administers numerous human resource activities such as HRIS, employee relations, policy development, onboarding, training, affirmative action, performance management, employment law compliance, FMLA, DEI, and benefits.
ESSENTIAL FUNCTIONS
Be a contributing member of the Corporate HR Team:
Support corporate HR initiatives and implement them within your assigned business unit.
Contribute to process improvement for the HR Team, understanding how change affects all business units.
Conduct new Team Member orientation, on a rotation, as needed.
Recruitment and Staffing:
Responsible for the handoff of new recruits from the Recruiting Team.
Lead organizational compliance with Affirmative Action and EEO regulations.
Develop and maintain Affirmative Action/diversity connections.
Lead Diversity, Equity, and Inclusion Team.
Employee Relations, Performance Management and Training/Development:
Meet quarterly with assigned Leaders to proactively build relationships and understand how HR can help the business move forward.
Respond to Team member and Leader inquiries regarding policies, procedures, guidelines, and programs and provide guidance and interpretation, for assigned business unit.
Conduct effective, thorough and objective investigations, as needed.
Facilitate progressive discipline process including verbal and written warnings, corrective actions, suspensions and terminations, ensuring compliance with applicable laws.
Identify and facilitate individual coaching needs by developing effective working relationships across the organization.
Oversee the non-exempt and exempt performance review process, offering consultation as needed.
Conduct exit interviews, identify concerns or risks, and make recommendations to Leadership, as appropriate.
Maintain HR records ensuring compliance with all federal and state requirements.
Generate and lead change initiatives with a positive, enthusiastic approach. Influence others to adopt change.
Observe and listen to needs surrounding training and development for Team members. Partner with the Talent Development manager in areas where instructor lead courses may be valuable.
Compensation Management:
Understand the corporate and business unit compensation strategy.
Maintain knowledge of business unit salary and bonus structures to offer recommendations to Leadership for new hires, internal transfers and promotions.
Complete salary surveys and use data to benchmark and market price positions.
Analyze compensation trends and facilitate annual increase process.
Develop and implement business unit compensation structure including salary grades, ranges and geographic differentials.
Employee Benefits:
Understand and communicate the entire benefits package to Team members, both new and current.
Ensure the Team Members of the assigned business unit have signed up for Health Risk Assessments, benefit elections, etc. timely.
Communicate out basic benefits procedures at the end of employment.
Administer FMLA and LOA for the entire business.
Partner with Benefits Specialist on the Corporate HR Team on more in-depth benefits questions/situations.
Assist with annual open enrollment.
Administrative:
Assist corporate HR Team in the completion of the annual Affirmative Action Plan, EEO-1 and VETS-100A reports.
Develop and update HR related policies, procedures, guideline, programs and forms in accordance with state and federal law.
Develop SOP’s for all HR processes, as related to the assigned business unit.
Maintain profession and technical knowledge by attending educational workshops, reviewing professional publications, establishing personal networks, and participating in profession societies.
Create ad hoc reports and queries, as needed.
Support internal and external audits.
Develop, implement and regularly update job descriptions for assigned business units.
File personnel documents in paper files, as well as, scan and index documents to the company imaging tool for electronic files.
COMPETENCIES
Active Listening - Ability to actively attend to, convey, and understand the questions of others.
Adaptability - Ability to adapt to change in the workplace.
Business Acumen – Ability to grasp and understand business concepts and issues.
Communication, Oral & Written – The extent to which an individual communicates with clarity, actively engages in conversations in order to clearly understand others’ messages and intent, and received and processes feedback.
Change Management – Ability to encourage others to seek opportunities fo different and innovative approaches to addressing problems and opportunities.
Customer Oriented – The extent to which an individual desires to service both external and internal clients by focusing effort on meeting the client’s needs, understanding their concerns, and seeking to build trust.
Decision Making - Ability to make critical decisions while following company procedures.
Detail Oriented – Ability of the individuals to pay attention to all aspects of a situation or task, no matter how small or seemingly unimportant.
Diversity Oriented – Ability to work effectively with people regardless of their age, gender, race, ethnicity, religion, or job type.
Honesty / Integrity – Ability to be truthful and be seen as credible in the workplace.
Problem Solving - Ability to recognize a course of action which can be taken to handle problems or potential problems and applying contingency plans to solve those problems.
Relationship Building – Ability to establish and maintain a good rapport and cooperative relationship with customer and co-workers.
Resource Management – Ability to obtain and appropriate the proper usage of equipment, facilities, materials, as well as personnel.
Interpersonal – Ability to get along well with a variety of personalities and individuals.
Negotiation Skills – Ability to reach outcomes that gain the support and acceptance of all parties.
Self- Motivated – Ability to reach a goal or perform a task with little supervision or direction.
Working Under Pressure - Ability to complete assigned tasks under stressful situations
SKILLS & ABILITIESRequired Experience
At least five plus years of experience in Human Resources.
Preferred Experience
Prior professional experience with developing pay ranges and leading DEI/Affirmative Action efforts within an organization.
Required Skills, Education and/or Certifications:
Bachelor’s Degree (four-year college) in Human Resource Management or like field, or equivalent experience.
Must be proficient in use of a PC, Microsoft Office (Word, Excel, PowerPoint, and Outlook)
Preferred Skills, Education and/or Certifications:
Professional in Human Resources (PHR) and/or SHRM Certified Professional (SHRM-CP).
Equal Opportunity Employer - Disabled/Vets
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