Human Resources Business Partner - Vancouver, United States - United Malt

Description

The HR Business Partner will partner with leaders and employees on all people related issues. The role assesses and anticipates human resources needs, formulating partnerships to deliver value-added services to management and employees. This position requires deep knowledge of various HR functions and a strategic mindset to help shape our organizational growth at United Malt.

RESPONSIBILITIES

• Works with the HR Manager to develop and implement the global HR strategy and initiatives in alignment with the overall business strategy.
• Acts as a change agent, driving organizational transformation to drive business performance.
• ?Partners with HR leadership and management to develop attraction and retention strategies, ensuring the organization attracts and retains top talent.
• Collaborates with leaders to understand the organization's human capital needs and develops strategies to meet these requirements.
• Guides performance management systems, including setting goals, feedback, performance evaluations, and career development planning.
• Identifies training and leadership development needs and creates business, department, and employee development plans.
• Act as a mediator in resolving employee relations issues, coaching supervisors, and employees.
• Conducts effective, thorough, objective investigations, meticulously keeping investigatory notes to ensure accuracy and transparency. Develops a strategic path forward, leveraging findings to guide corrective actions as necessary, thereby maintaining the integrity and effectiveness of the processes.
• Fosters a positive work environment, focusing on employee engagement and well-being.
• Provides guidance and support to the business in its efforts to deliver on its diversity and inclusion strategies.
• Partners with the HR team and business leaders to manage the onboarding and offboarding process, ensuring a seamless transition for all employees entering or leaving the organization.
• In partnership with HR leadership, facilitates action planning around employee feedback and sentiment by leveraging the Feedback Anytime portal, employee engagement surveys, and actively involving the Voice of the Employee Committees, ensuring that employee perspectives are acknowledged and incorporated into continuous organizational improvements.
• Ensure all policies and procedures comply with local, state, and federal regulations.
• In partnership with HR leadership, develops, revises, and implements HR policies and procedures as needed.
• Provides HR policy guidance and interpretation.
• Supports leadership and team development interventions, creating a high-performing organizational culture.
• Analyses trends and metrics in partnership with HR leadership to develop solutions, programs, and policies.
• Delivers sound labor relations advice and support to leaders in managing our collective agreements and leading a unionized workforce.
• Expected to play a role in maintaining and enhancing positive labor-management relations.
• Supports leaders in contract interpretation, grievance handling, collective bargaining, and performance/attendance management initiatives.
• Collaborates with the HR Manager to supervise compensation, ensuring consistency with the global compensation structure. Prioritizes internal fairness and equity by regularly evaluating and suggesting changes to secure alignment with industry benchmarks, company objectives, and employee responsibilities and performance while striving to maintain competitive salaries.
• Responsible for the comprehensive administration of employee benefits programs. This entails managing enrolment processes, handling inquiries, and ensuring alignment with company policies and regulatory compliance while focusing on employee satisfaction and well-being.
• Supports leaders and employees with all aspects of leave of absence matters, guaranteeing a fair and seamless process that aligns with company policies and statutory requirements.
• Partners with the HR Manager and EHS to support workplace injury management, including immediate response, investigation, reporting, and coordination with healthcare providers and insurance carriers. Actively engages with employees during their recovery process, ensuring compliance with legal requirements and fostering a culture of safety and support within the organization.
• Provide basic support and back-up for payroll services as required.
• The incumbent will also perform other related duties as assigned.

SKILLS & ABILITIES

• Excellent verbal and written communication skills.
• Excellent interpersonal and customer service skills.
• Excellent organizational skills and attention to detail.
• Strong presentation and facilitation skills as well as coaching skills.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Ability to thoroughly understand the business and its operations, including the org structure, nature of its jobs, financial performance and measures, and key performance indicators.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Demonstrated self-motivation and a high level of initiative. Robust solutions-oriented working style.
• Demonstrated project management skills.
• Demonstrated discretion and confidentiality.
• Demonstrated ability to establish and maintain strong business relationships at all levels of the organization.
• Strong collaborative working style and ability to work successfully as part of the broader HR team.
• Proficient with Microsoft Office Suite, related software, HR systems, and data management.

EDUCATION & EXPERIENCE

• Significant experience as an HR Consultant/Business Partner, delivering on the critical accountabilities described above.
• Experience resolving complex employee and labor relations issues.
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational analysis, employee and labor relations, diversity, performance management, and federal and state employment laws.
• Bachelor Degree preferred.
• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential preferred.
• Experience in Manufacturing/Production environment is preferred.
• Exposure to payroll services would be an asset.

COMPENSATION

Salary $79,945.82-$119,918.74

Newly hired incumbents are placed on the salary scale based on their education, training/skill, and experience, as applicable.

Compensation and benefits package as follows.

• Paid time off up to 23 days a year.
• 10 paid holidays
• 2 Medical plan options inclusive of RX coverage
• Dental plan
• Vision plan
• Flex spending accounts (FSA)
• Company paid basic life insurance.
• Company paid STD & LTD
• Voluntary Critical Illness, Accident and Life Insurance options
• 401(k) plan with employer match
• Employee Assistance Program (EAP)
• Fitness subsidy
• Tuition reimbursement
• Employee referral program
• Product discounts through our CMG Division and from various external vendors