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The HR Business Partner acts as a strategic partner to operations by embedding HR strategy into day-to-day work and providing professional HR guidance and support to relevant internal client groups with the objective of adding value to the business.
Ability to motivate, develop relationships and quickly earn trust with the client group.
Substantial business acumen
Clear, comprehensive understanding of the link between talent and other HR initiatives and business strategy
Ability to develop clear, actionable steps in support of an overall business strategy
Ability to identify new ways for HR to support the business strategy
Ability to collect and synthesize large quantities of quantitative and qualitative data
Ability to recognize trends and develop recommendations based on data analysis
Ability to engage, inspire, and influence people
Ability to develop and deliver relevant, effective training programs to targeted audiences
Effective team player and networker
Strong interpersonal, communication, and customer service skills
Significant knowledge of HR policies, processes (e.g., workforce planning and talent management), and talent management practices
Proficient in Microsoft Office
Assist business unit leaders in providing employees with development opportunities that align with current and future performance standards.
Provide expert advice and coaching to employees when appropriate.
Understand and solicit employee opinions and anticipate their needs and concerns.
Review and benchmark the internal and external environment to improve HR policies and initiatives.
Identify and drive the sharing of best practices across functions to facilitate continuous improvement.
Act as a liaison between the line and HR to ensure that HR services are aligned with internal client needs.
Identify new opportunities for HR to add value to the business.
Maintain knowledge of progressive HR practices and key trends.
Facilitate a strong leadership and coaching culture.
Manage specific projects as determined in the annual HR plan and contribute to functional and cross-functional initiatives.
Performs various duties as may be assigned by supervisor.
Bachelor’s degree or 5 years equivalent HR experience is required
Degree in business administration, HR management, or related field preferred
Related experience and background in manufacturing, hospital, higher education or retail environment is desired
PHR, SPHR or Labor Certification preferred
Working knowledge of national and state employment laws (ADA, FMLA, etc.) preferred
Knowledge of full range of people practices in a business setting; goal setting, performance assessment and improvement, compensation practices, talent review and talent management, workforce planning, attendance and leave practices, reductions in force, etc.
Previous EB experience preferred
Familiarity with manufacturing operations preferred.
Applicant must be granted a minimum of an interim secret clearance prior to position commencing. They must be able to obtain and maintain a final secret clearance to remain in that position.
Must be available for all shifts, including extended hours and weekends as business needs dictate