Human Resources Business Partner III - Roswell, United States - Rheem Manufacturing

Description

Job Description

As a Sr. HR Business Partner, you will own ensuring the HR strategy is aligned with the business strategy for your internal clients. This will involve diving deep into the business and partnering with managers to achieve their business objectives using your specialization on all things people. The Human Resources Business Partner serves as a liaison between employees and managers providing human resources consultation and support to a designated business unit.

As a key internal consultant to the Water Heating functions, you will live in both the strategic and get it done worlds partnering on topics from organizational design to employee relations. One day you may work with Talent Acquisition to open a role and the next be in a meeting discussing how to guide succession planning for a team.

If you are passionate about being in and directly impacting the business, Rheem is the place. Successful Rheem HR Business Partners work as if employees and managers are their customers, acting with urgency, collaborating, and building deep relationships at all levels. Theyare experts at managing time and emotions, are excellent communicators (both verbally and in writing), act with courage and integrity even when it is challenging and embody a learning mindset.

This position serves the Rheem Water Heating Division located in Roswell, Georgia and will report to the Director, HR for US Water Heating.

Responsibilities

• Provides consultative guidance and coaching to managers and employees on human resources related matters, ensuring alignment with corporate policies, goals, and objectives.
• Conducts employee orientations and implements organizational development, workforce or succession planning, training, or performance management strategies as developed by the parent organization.
• Partners with employees and management to communicate various human resource policies, procedures, laws, standards, and other government regulations.
• Maintains compliance with federal, state, and local employment and benefits laws and regulations.
• Prepares and maintains the employee handbook and the policies and procedures manual.
• Guide career pathing efforts for team members
• Assists in evaluation of reports, decisions, and results of department in relation to established goals.
• Recommends new approaches, policies, and procedures to continually improve efficiency of the department and services performed.
• Collaborate with leadership on workforce planning and organizational design
• Own the rollout of talent programs such as succession planning, talent review, employee development and performance.
• Conduct employee investigations and support employee relation issues.
• Help leaders align their people strategy with the business strategy and assist in the execution of their people objectives
• Identify missing tools and HR support needed and partner to create or revise items as needed; utilize existing tools to optimize an employee's and manager's experience.
• Act as a coaching resource for your client teams.
• Provide thought leadership and insights on business practices using your knowledge of the company culture and external benchmarks.
• Work on global projects as needed.

Qualifications

• Bachelor's degree required.
• 5+ years of experience as a HR Business Partner or HR/talent professional who has managed multiple internal clients.
• 3-5 years of organizational design experience preferred.
• 3-5 years change management/internal communications experience preferred.
• Ability to maintain the highest degree of confidentiality.
• Experience leveraging HR tools such as Salesforce, Success Factors, Workday, ADP, Oracle with Oracle preferred.
• Providing prompt feedback on work completed and work in process with urgency.
• Solutions-oriented, critical thinking, problem-solving.
• Strong collaborator who seeks and embraces diverse perspectives.
• Excellent customer/client-service skills with unique ability to reprioritize tasks sometimes several times a day.
• Strong business acumen.
• Ability to learn quickly and live a growth mindset.
• Excellent communication skills, written and verbal, with attention to detail and accuracy.
• Proficient computer skills and in-depth knowledge of relevant software such as MS Office Suite.

HOW TO STAND OUT

• Experience supporting organizational transformation activity.
• Demonstrated ability to work well with others is a matrix team environment.
• Broad knowledge of human resource management principals.
• HRIS system experience with such applications such as Ultimate/UltiPro, Kronos, SAP, ADP
• PHR/SPHR certification.

About Us

At Rheem, we are dedicated to bringing comfort to people's lives. As a leading global manufacturer of heating, cooling and water heating equipment, we are innovating all-new ways to deliver just the right temperature while saving energy, water and supporting a more sustainable future. It is an exciting challenge that requires a team of talented, passionate people with a diverse set of skills. From engineers to accountants, sales professionals to support experts, Rheem depends on people to power our innovations. Join Rheem, and help shape the future of products that impact lives-every day.

Rheem is an Equal Opportunity Employer. Rheem encourages all qualified candidates to apply, including those of any race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status. The job description above has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job. Equivalent combination of education, experience, and skills may supplement above minimum job requirements.

For U.S. Based jobs, please note that Rheem is unable to hire candidates to be employed in the following states: Alaska, Hawaii, Idaho, Louisiana, Mississippi, Montana, New Mexico, North Dakota, South Dakota, Vermont, West Virginia, or Wyoming.

Rheem and its subsidiaries do not accept unsolicited resumes from recruiters or employment agencies. In the absence of an executed Recruitment Services Agreement, there will be no obligation to any referral compensation or recruiter fee.