Senior HR Business Partner
The HR Business Partner will be responsible for managing the HR process including recruiting; employee onboarding, development, needs assessment, and training; compensation and benefits administration; performance management and improvement systems; compliance with federal, state and local labor regulations; policy recommendations and documentation; employee safety, welfare, wellness, and health; among other related activities. Minimal travel to various company offices will be required. Duties and Responsibilities include:
* Recruitment and Employment
Works with management and the recruiting team to develop a recruiting strategy.
Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
Manages the recruitment process and life-cycle, including initial assessments, interviews, and offers.
Provides recruitment counsel and guidance to hiring managers and the recruiting team. May develop specialized or competitive intelligence and research regarding talent development or retention.
Uses social media, job boards, Internet sourcing, and other technical means to source candidates for open jobs.
Develops college recruiting and intern programs.
Uses applicant tracking systems to track metrics and to track applicants through the selection and onboarding phase.
Establishes and monitors recruiting measurements and metrics that support the accomplishment of the company's strategic goals
* Human Resources Department Management
Manages the work of reporting Human Resources (HR) staff. Encourages the ongoing development of the HR staff and identifies opportunities for process improvement and efficiencies.
Develops and monitors an annual budget that includes HR services, employee recognition, and benefits administration.
Recommends and supervises HR consultants, and training specialists, and coordinates company use of insurance brokers, insurance carriers, 401K administrators, and other related outside sources.
Conducts a continuing study of all HR policies, programs, and practices to keep management informed of new developments.
Manages the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.
Establishes and monitors HR departmental measurements and metrics that support the accomplishment of the company's strategic goals
* Human Resources Information Systems (HRIS)
Manages the Human Resources sections of both the company website and intranet, with particular attention to recruiting, culture, and company information.
Utilizes an HRIS system to eliminate administrative tasks, empower employees, and meet the other needs of the organization.
* Training and Development
Leads the implementation of the performance management and improvement systems.
Enhances or establishes in-house employee training system that addresses company training needs including training needs assessment, new employee onboarding or orientation, management development, cross-training and the measurement of training impact.
Provides training or education and materials to managers and employees including workshops/lunch-and-learn events, manuals, employee handbooks, and standardized reports.
Assists with the development and monitoring of the corporate training budget. Maintains employee training records.
* Employee Relations
Partners with management to communicate Human Resources policies, procedures, programs, and laws.
Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. Conducts periodic surveys to measure employee satisfaction and employee engagement.
Coaches and trains managers in their communication, feedback, recognition, and interaction responsibilities with the employees who report to them.
Conducts investigations when employee complaints or concerns are brought forth.
Monitors and advises managers in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees.
Develops and maintains the company wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises.
Leads competitive market research to establish pay practices and pay ranges that help to recruit and retain superior staff.
Leads participation in at least one salary survey per year. Monitors best practices in compensation and benefits through research and up-to-date information on available products.
With the assistance of the CFO, obtains cost-effective, employee-serving benefits; monitors national benefits environment for options and cost savings.
Leads the development of benefit orientations and other benefits training for employees and their families.
Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
Leads company compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), OFCCP, the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth.
Directs the preparation of HR-related information requested or required for compliance with laws.
Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.
* The Talent Manager assumes other HR-related responsibilities as assigned by the CFO.
Minimum of a Bachelor's degree or equivalent in Human Resources, Business, or Organization Development or related field.
Minimum of seven years of progressive leadership experience in Human Resources positions.
Knowledge and experience in employment law, compensation, recruitment, employee relations, employee engagement, and employee development.
Demonstrated ability to lead and develop HR department staff members.
Demonstrated ability to serve as a knowledgeable resource to an executive management team that provides overall company leadership and direction.
Excellent computer skills in a Microsoft Windows environment. Must include experience in Excel and skills in HRIS.
Excellent organizational management skills.
Strong communication (oral and written) and interpersonal skills, with strong attention to detail.
Outstanding interpersonal relationship building and employee coaching skills.
Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations, preferred.
Experience with OFCCP and Affirmative Action Plan (AAP) requirements.
Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement preferred.
Possess ongoing affiliations with leaders in successful companies and organizations that practice effective Human Resources Management.
HR related certification such as SHRM-CP, SHRM-SCP, or PHR.
Experience in the defense, engineering, or software industries highly desired.
Equal Opportunity Employer - minorities / females / veterans / individuals with disabilities / sexual orientation / gender identity.