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Gondrecourt-le-Château

    Human Resource Business Partner - St Paul, United States - Hawkins

    Hawkins
    Hawkins St Paul, United States

    1 week ago

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    Description
    About Hawkins

    Hawkins, Inc. is a formulator, manufacturer, blender, distributer, and sales agent for thousands of industrial chemicals and reagent grade laboratory chemicals sold to municipalities and businesses throughout the Central United States. Thousands across a variety of industries have depended on Hawkins for the chemical products they need since 1938.

    Learn more about us at

    ABOUT THE JOB

    This position supports Hawkins' leadership in executing daily delivery of HR services. Works to understand the business and provides HR solutions to meet business objectives. Builds trusting relationships with all levels in the organization. Enjoys quickly shifting between strategic and tactical activities. Assists in building and optimizing talent by partnering with the HR team and assigned business unit leaders. The role supports day-to-day Human Resource-related needs for employees and managers, including performance management, talent development, talent acquisition, employee relations, turnover, policies and legal compliance, compensation, and training.

    Responsibilities

    HR Business Partner
    • Partner with leaders to provide strategic HR support & assist them in reaching the core business goals
    • Ensure that all policies, procedures and programs are designed and administered to create strong employee engagement that will positively contribute to the Company's continued success
    • Coach and develop manager skills around employee relations, performance management, talent development, and other human resource-related areas.
    • Influence managers to effectively leverage talent to maximize business results
    • Provide Human Resource guidance and counsel to managers and associates for resolution of work-related problems, concerns and inquiries and to support business objectives
    • Manage workforce medical issues that come forward, including work related injuries, workers injury related and personal medical leaves. Expertise is required in the following areas; workers' compensation, Family Medical Leave Act (FMLA), short term and long term disability. This management includes the interactions with the employee, manager and vendors that support these areas.
    Talent Management
    • Develop & maintain an organization of high performing people that are aligned with Hawkins' vision and values by providing high level leadership in the department including learning and development, performance management, and talent management.
    • Ensure positions are evaluated and compensated according to the market. Provide assistance in development of recognition and/or incentive plans.
    • Coordinate and interpret company policies for managers and associates to ensure consistent application and equitable employee relations
    Recruiting
    • Partner with Talent Acquisition and hiring managers to ensure the most efficient processes are utilized to attract & retain top talent
    • Support managers on-boarding new employees to ensure that have the necessary information and experience to be successful.
    Learning and Development
    • Partner to develop and conduct associate and management training
    • Contribute as a project leader and/or team member for key strategic business initiatives
    • Identify and implement opportunities for improvement of core Human Resource service delivery and efficiency
    • Support opportunities to enhance associate engagement and culture and inclusion
    • Provide Human Resource related data and reporting to leaders in order to promote data driven decision making and strategy development
    • Perform other work as assigned
    Compliance
    • Evaluate and investigate employee relations issues
    • Mitigate organizational risk by ensuring compliance with applicable employment laws and consulting with internal and/or external legal counsel to effectively resolve issues
    ABOUT YOU
    • BA / BS degree preferred
    • 3-5 years of solid HR generalist background with broad knowledge of employment, compensation, organizational planning, employee relations, and training and development
    • Experience working with a field-based organization (Geographically dispersed) preferred.
    • Ability to work at all levels of an organization and develop strong relationships with all
    • Approach work in a customer-focused manner, to deliver coaching and solutions that are supportive of our customer's needs
    • Must be an effective communicator at all levels and enjoy working in a team environment
    • Must be able to successfully manage multiple projects and deadlines
    • Strong interpersonal skills with the ability to influence and persuade decision makers
    • Strong written and presentation skills
    • Ability to objectively coach employees and management through complex, difficult, and emotional issues and to make recommendations to effectively resolve them
    • Ability to multi-task, organize and prioritize work to meet critical deadlines
    • Handle confidential and sensitive matters with discretion
    • Demonstrated knowledge of federal, state, and local labor laws and regulations
    • Previous experience working with unions a plus
    • Demonstrated knowledge of Microsoft applications - Outlook, Word, Excel
    Physical Requirements
    • Ability to work in an office setting
    • Ability to travel as required for the role
    Ref:

    #Hawkins1

    All applications must be received online. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristics protected by law. Hawkins is a Drug Free workplace.

    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)
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