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    Human Resources Business Partner - Cincinnati, United States - Peter Cremer North America

    Peter Cremer North America
    Peter Cremer North America Cincinnati, United States

    1 week ago

    Default job background
    Description
    Competitive benefits including

    Medical, Dental, Vision, 401K match, and a few others
    We offer a yearly incentive bonus up to

    $2,000/year.
    You are eligible to participate in Cremer's profit-sharing program.

    This can pay out up to 9% of your annual income.

    Position Summary:


    Reporting to the Vice President of Human Resources the Human Resource Business Partner (HRBP) is responsible for aligning company people strategy with the business strategy in designated Plant.

    The position develops partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization.

    The HRBP maintains an effective level of business literacy about the plant's financial position, its midrange plans, culture, and competition.


    Requirements:
    Bachelor's degree in human resources, business or related discipline or equivalent combination of education and experience.
    Professional Human Resource Certification or commitment to obtain certification, strongly preferred.

    This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions in the department.

    5+ years of experience resolving complex employee relations issues, aligning business and people strategy, in a human resource business partner position in a manufacturing environment.

    Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.


    Skills/Abilities:
    An HR Business Partner must be able to work at all levels strategic, operational, and tactical, influence effectively across all levels of a company, and navigate through ambiguity, recognizing when it is appropriate to introduce more structure and process without derailing current production;
    Excellent verbal and written communication skills;
    Excellent interpersonal and customer service skills;
    Excellent organizational skills and attention to detail;
    Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies;
    Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors;
    Excellent time management skills with a proven ability to meet deadlines;
    Strong analytical and problem-solving skills;
    Proficient with Microsoft Office Suite or related software.

    Performance Measures and Standards:
    Consults with leadership/management team, providing HR guidance when appropriate.
    Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal as needed/required.
    Provides day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions);
    Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
    Provides HR policy guidance and interpretation.
    Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations;
    Manages job offers for new hires, promotions, and transfers;
    Manages the onboarding process in partnership with plant leadership;
    Provides guidance and input on plant restructures, workforce planning and succession planning;
    Identifies training and or coaching needs for business, departments, and individuals;
    Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met;
    Manage staffing for the plant by partnering with talent acquisition and talent management;
    Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to propose changes to policy, practice, and resources;
    Partner with the Plant Manager and Plant Leadership Team to understand the business status, challenges, and support KPI targets;
    Collaborate with the human resources department to create, evaluate and implement various company policies and processes to ensure we are consistent across the site;
    Analyzes trends and metrics in partnership with the HR Team to develop solutions, programs and policies;
    Monitor job requisitions including entering requisitions, when needed, into the recruiting system and tracking candidates;
    Ensure job descriptions are current, compliant and maintained;
    Conducts new hire orientation in rotation with other HR Team Members;
    Prepare and process termination paperwork;
    Assists in the administration and processing of worker's comp claims by partnering with EHS&S and in-house claims administrator;
    Monitor and administrate unemployment claims;
    In your absence, you are to ensure that the tasks assigned to you are adequately covered by trained personnel. You are responsible to communicate and work with your manager to ensure your workload is covered when you are out;
    Adhere to all Site Environmental, Health, Safety and Security Requirements in accordance with CNA safety program, Local, State and Federal Regulations;
    Maintain Hazardous waste in accordance with CNA safety program and all Local, State and Federal Regulations;
    Other duties as assigned
    We are an equal opportunity employer.

    Applicants are considered for positions without regard to sex, race, color, ancestry, religion, national origin, disability, age, marital status, disabled veteran or Vietnam era veteran status, genetic information, sexual orientation, pregnancy, including child birth or any related condition, gender identity or expression, citizenship, or any other characteristic protected by applicable state, federal or local laws.

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