- Plan, develop, implement and own the human resources operations for assigned client group, through partnership with the human resources services group, to provide efficient, value-added, human resources solutions in alignment with HR strategy
- Maintain compliance with all government and regulatory related programs & initiatives. Investigate and mitigate any risk associated with regulatory compliance
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- Deliver key talent processes such as talent acquisition, performance management, succession, and compensation planning in partnership with HR COE groups
- Provide HR project and change management for organization realignments
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- Provide day-to-day employee relations and Recognition and Consequence Management (RCM) support to both union and non-union client groups. Analyze root causes to most effectively implement corrective actions and solutions support to avoid similar re-occurrence
- Maintain excellent labor relations by managing union employee issues and grievances in a fair and equitable manner
- Work with managers to investigate employee complaints, find root causes through meetings/interviews with peers & colleagues. Assess situation in its entirety and supported by facts in order to mitigate chances of litigation and/or discrimination complaints
- Partner with all HR functions, including recruiting, compensation, benefits, leadership development, employee services, employment/labor counsel to provide efficient, value-added, human resources solutions in alignment with the HR strategy
- Ensure compliance with federal, state, and local employment laws and regulations. Influence adherence to company policies and practices, including Code of Conduct
- Demonstrated experience providing HR leadership of restructuring, project and change management
- Strong knowledge and application of labor and employment laws
- A demonstrated ability to effectively work at all levels collaboratively, including strong emotional intelligence and conflict resolution
- MS office computer skills including Excel, PowerPoint, Word
- Bachelor's Degree in HR, Business or similar is required
- Minimum of 8 years HR experience, delivering and implementing HR programs and solutions, and employee relations
- Regular domestic travel required
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HR Partner - Bridgewater, United States - Messer Americas
Description
Job SummaryThe HR Partner is responsible for aligning business objectives with employees and management. This role formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization.
Why Messer?
Messer is the world's largest privately held industrial gases company and what we do matters because it is woven into every part of life, from the medical gases that patients rely on to the essential elements needed to safely and sustainably produce the goods our communities depend on.
The true strength of Messer is our people-at every level and in every role.
Join us and take pride in the impact you will make by providing solutions essential to our world and lives. Reach your highest potential at our stable, inclusive company with diverse opportunities in a growing industry, supported by people who care.
Messer stands apart because we put what matters first, and you matter.
Principle Responsibilities:
Messer's safety culture, commitment to providing dependable supply and innovative gas technology solutions help customers unlock opportunities to be safer, more sustainable, more
productive and more efficient, so their business thrives. We nurture lasting, meaningful relationships with customers, our communities, and with one another.
We offer comprehensive benefits and appreciable pay, with steady schedules and opportunities for ongoing training and career progression. We prioritize and invest in our people at every level of our organization - the dedication, knowledge, customer focus and entrepreneurial spirit of our employees is what make Messer refreshingly different.
If you need assistance with the application or would like to request accommodation, call
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)
