HR Business Partner
2 weeks ago
Look no further
Dynatect Manufacturing, Inc. is seeking a progressive HR leader to manage the technical aspects of the HR function at our Corporate manufacturing headquarters in New Berlin, Wisconsin. As the HR Business Partner, you will be supporting managers and employees throughout the business by developing and implementing strategies that support a positive work environment and employee experience, and have fun along the way.
KEY RESPONSIBILITIES INCLUDE:
- Develop, communicate and implement HR related policies, programs and systems to assist with the successful execution of the company's business strategies.
- Serve as a credible coach and business partner to employees and managers to ensure consistent and sound human resource practices are applied in adherence to company policies, as well as state, federal and local laws.
- Design and execute talent optimization strategies to enhance organizational capabilities through talent acquisition, assessments, and on-boarding. Participates in talent acquisition events (job fairs, high school and college outreach, community events) to establish a strong employer brand.
- Utilize a data-driven approach to support management in forecasting future talent requirements to meet the needs of the business.
- Lead the performance management process (including training employees and managers on processes and systems). Ensure employees level of performance and capabilities meet current and future business needs through performance management, goal deployment, career development, and succession planning.
- Provide guidance and make recommendations to managers relative to compensation such as: job evaluations, pay for performance structures, market analysis, merit process and reward/recognition programs.
- Manage the payroll process to ensure accurate processing of payroll, electronic filings, in addition to coordination of tax and other required payments in compliance with government regulations.
- Actively manage employee relations to build a positive work environment, increasing employee morale and effectiveness for all employees.
- Conduct detailed investigations of sensitive, complex employee relation matters. Inform stakeholders regarding matters of significance that may put the company at risk and/or legal exposure.
- Identifies creative retention strategies and implements tactical plans in conjunction with existing HR programs.
- Create and facilitate training programs as needed including with managers and employees.
- Mentors and develops HR Generalist, with the ability to influence, empower, and motivate others, creating a high energy culture.
- Fosters a continuous improvement mindset to standardize processes, create innovative solutions and increase the return on investment in HR related programs.
- Develop and communicate monthly Human Resource metrics as defined by the organization.
- Provide day-to-day support and train others in the use of the HRIS system.
- Performs other duties as assigned.
- Bachelor's degree in Human Resource Management or related field, or equivalent education and experience.
- Minimum seven years related professional, progressive experience in human resources, manufacturing preferred, with a minimum of three years management experience.
- Demonstrated comprehensive understanding of core HR competencies including but not limited to talent acquisition, compensation, benefits, employment law, organizational development, environmental/health/safety, training, mentoring/coaching/facilitation, and workforce planning, as well as an understanding HR best practices.
- Respected leader is able to learn and understand the business to provide guidance in communicating and executing the overall business strategy.
- Strong organization, time management skills necessary to prioritize and oversee project or team with multiple assignments and to meet set deadlines. Ability to adapt to rapidly changing demands.
- Strong drive for results, with emphasis on using data to analyze and developing metrics for decision making and executing strategy.
- A creative mind-set, capable of designing innovative problem-resolution strategies.
- Exceptional communicator who influences through effective relationships in verbal and written communications.
- Consummate professional, exercising confidentiality, discretion, sound judgment as well as possessing critical thinking in ambiguous situations.
- Experienced change agent with proven success in facilitating continuous improvement strategies, conflict resolution and relationship management.
- HR Certification preferred.
- Payroll experience a plus.
- Intermediate to advance level skills utilizing Microsoft Office Suite products (Word, Excel, Powerpoint) as well as general office equipment including telephone, copy machine, laminator, etc.
- Valid driver's license and current car insurance policy to operate a motor vehicle.
- Average workweek of 45 hours
- May occasionally require weekend and/or early/late hours, and/or travel to various work-related events.
Dynatect Manufacturing, Inc. is committed to a policy of equal employment opportunity. The Company conducts all employment practices without regard to race, sex, color, religion, national origin, age, disability, protected veteran's status, pregnancy, genetic information, sexual orientation or any other basis prohibited by law.
This analysis is intended solely as a general representation of the position's essential functions and is not intended to be all-inclusive. It is subject to change at the discretion of the Human Resources Executive and/or management of Dynatect Manufacturing, Inc.
If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process.
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 60-1.35(c)
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