Human Resources Business Partner - St Paul, United States - Starkey Laboratories Inc

Starkey Laboratories Inc St Paul, United States

3 weeks ago

Description

Are you an experienced Human Resources professional looking to join an organization that improves the lives of others? Starkey is seeking a dynamic Human Resources Business Partner to support our Operations Group at our global headquarters in Eden Prairie, MN.

At Starkey, we are in the business of connecting people and changing lives.

As a world leader in the manufacturing and delivering of advanced hearing solutions, we go to work each day to ensure every person on the planet has the opportunity to hear their very best.

Founded in 1967, Starkey is known for its innovative design, development and distribution of comprehensive digital hearing systems.

Headquartered in Eden Prairie, Minnesota, Starkey has more than 5,000 employees globally, operates 29+ facilities and does business in more than 100 markets worldwide.

Here's a video about the people behind Starkey's groundbreaking innovation:

The HR business partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units.

The position serves as a consultant to management on human resource- related issues. The successful HRBP acts as an employee champion and change agent in support of key business strategies. This position will support our manufacturing and operations front-line management team and their employees.
JOB RESPONSIBILITIES/RESULTS

Support strategic decision-making

Facilitate business planning meetings
Offer insights about human resource implications of strategic decisions
Add value during discussions of strategic options and models
Share information about strategic practices of other organizations
Help ensure alignment of structure, governance, and policies with organizational strategy
Help leaders/managers determine if/how to introduce change
Identify and resolve obstacles
Prepare first-line supervisors to "re-energize" their teams after significant change
Help develop change and communication plans
Support post change actions to ensure all transitions are complete

Design and structure organizations, and jobs to optimize effectiveness

Support leaders and teams tasked with re-design
Explain pros/cons of various options (e.g., matrix, regional)
Partner with business to map work-flow and processes
Establish design principles to guide re-structuring
Build communication and execution plans

Establish measures to inform and guide business and HR decisions

Support the development of "balanced scorecards" and other metrics for teams and business units
Evaluate the effectiveness and ROI of various HR programs and practices
Develop measures of HR effectiveness to guide HR decision making
Evaluate progress and guide adjustments during organizational change

Provide expertise on organizational pay philosophy and supporting processes

Partner with the Total Rewards function for expertise on plan design, market data, and analysis.

Introduce, support and use effective performance management processes, practices, tools, and metrics

Diagnose and help managers diagnose performance problems
Ensure clear performance expectations throughout the organization
Develop and introduce performance management processes, practices, tools, and metrics
Ensure clear "lines of sight" from individual to unit to organizational goals
Coach managers on how to deal with poor performers
Provide guidance on employee relations issues; apply employment law expertise and consult.

Foster optimal team effectiveness

Diagnose obstacles to team effectiveness
Accelerate team learning and development
Teach teams how to "de-brief" and self-correct

Support Employee Retention/Motivation – keeping and energizing talent

Help identify "high priority" retention needs
Recommend and implement best practices and policies to retain talent
Introduce practices and coach managers how to motivate and reward effectively
Diagnose obstacles to motivation and retention
Provide insights into the use of reward systems to motivate "winning" behaviors

Foster learning and building capabilities [Partnership with OD and/or training function; may act as a facilitator between client group and specialist function]

Develop/identify training, mentoring, coaching and other options to address key developmental needs
Identify individual, unit, and organizational training and learning needs
Identify competency requirements for new jobs
Accelerate integration of new employees and foster continuous learning

Support HR processes

Responsible for the execution of internal HR processes with assigned client groups
Participate in the recruitment process to ensure accuracy of job profiles and candidate fit [Partner with recruitment function; may participate in the interview process for final candidates]
Ensure client teams are in compliance with all Starkey policies and procedures
Conduct exit interviews of all voluntary terminations

JOB REQUIREMENTS
Education

Bachelor's degree in Human Resources, business or related field or equivalent experience

Experience

5-7 years of HR experience required in a manufacturing environment
Experience working at all levels of the company; executive to associate level

Knowledge / Technical Requirements
Strong understanding of employment law and compliance; knowledge of OFCCP, AA, Wage and Hour, FLSA, Non- Compete/Non-Solicit, NDA's and other relevant topics related to recruitment
Strength with Organizational Design, Compensation and Employee Relations
Must be able to manage and prioritize competing demands; accept criticism and constructive feedback, while being extremely adaptable and flexible
Exceptional communication and presentation skills, interpersonal, and written

Confidential Information:
This position has access to personnel files, performance management information, salary information and termination information

Required Communication:

External:
Communicates with outside agencies, vendors, and government agencies

Internal:
Communicates regularly with managers and employees at all levels of the company

#LI-HW1
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.

However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.

41 CFR c)

#J-18808-Ljbffr

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