- Employees
- Value
- Execution
- Relationships
- A working knowledge of human resource practices at a level normally acquired through completion of a bachelor's degree in business administration, Human Resources Management, or related field or equivalent experience; and
- 2 years' progressively responsible experience in Human Resources.
- A working knowledge of human resource practices at a level normally acquired through completion of a bachelor's degree in business administration, Human Resources Management, or related field or equivalent experience; and
- 3 - 5 years' progressively responsible experience in Human Resources.
- A working knowledge of human resource practices at a level normally acquired through completion of a bachelor's degree in business administration, Human Resources Management, or related field or equivalent experience; and
- 5 - 7 years' progressively responsible experience in Human Resources.
- Bilingual in English/Spanish.
- PHR/SHRM-CP certification.
- Experience working with employees subject to collective bargaining agreements.
- Basic knowledge of various functional HR areas. Strong organizational skills with the ability to prioritize and complete multiple projects in a timely manner with limited supervision.
- Excellent interpersonal, coordination and facilitation skills.
- Must be able to act with integrity and professionalism.
- Must be able to maintain confidentiality of employee information.
- Knowledge and skills working with HRIS systems.
- Advanced knowledge and skills in the use of various Microsoft Office applications including Word, Excel, and PowerPoint.
- Sound judgement and problem-solving skills.
- Excellent written and oral communication skills.
- Maintains a working knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.
- Assists in coordinating the full recruitment cycle, including posting jobs, updating job descriptions, attending job fairs, initiating pre-employment testing, and conducting new employee orientation and paperwork.
- Responsible for entry, administration, and maintenance of HR data into the HRIS and other software systems.
- Utilizes knowledge of various Human Resource functions to provide day-to-day support to employees and supervisors.
- Assists with FMLA, state mandated leaves and disability accommodation request processes as they related to employee leaves of absences.
- Distributes and communicates information and materials related to company programs, policies, and benefits.
- Assists with benefits for active employees including live event changes, new hire benefit enrollment, open enrollment and answering benefit related questions.
- Performs other tasks and special projects as assigned.
- Benefits include Medical/Dental/Vision/401k with company match/Life insurance.
- Paid Time Off
- Paid Sick Time
- Discretionary Bonus
- Background check, credit check, MVR and drug screen may be required (will vary by position).
- Minorities/Females/Disabled/Veterans. EEO/AAP
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HR Business Partner I/II/III - Tualatin, United States - International Line Builders
1 week ago
Description
Responsible for understanding, upholding, and promoting 4 Ever Strategy:
The Human Resources Business Partner provides human resources (HR) support, guidance, and expertise to management and employees of International Line Builders (ILB) delivering value-added service in areas such as employment, employee relations, compensation and benefits, and employee development and training. Contributes to the development of workforce plans and understands business objectives of ILB. Provides guidance to convert strategies into result-driven actions. Utilizes knowledge of various human resources functions to provide tactical support to people and managers.
MINIMUM QUALIFICATIONS
Human Resources Business Partner I ($70,000-$80,000 DOE)
ADDITIONAL INFORMATION
JOIN THE ILB TEAM
International Line Builders is looking for motivated, hard-working individuals who want to contribute to infrastructure growth and development throughout the West.
Current employees: Ask HR about our referral program
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)
