People & Culture Business Partner

1 week ago

Pleasanton, United States Sciens Building Solutions Full time
THE POSITION IN A NUTSHELL

Talent is key at Sciens Building Solutions. We are seeking a People & Culture Business Partner who is strategic minded, motivated, and organized to partner with division and regional leaders to align People & Culture strategies with business goals. The person in this role will provide strategic guidance to improve organizational effectiveness and drive business results, while also engaging in tactical support for P&C activities and initiatives.

Ideal candidates will thrive in and understand the challenges and opportunities of a quickly growing medium-sized business. They will model leadership behavior and company values, while also ensuring organizational fairness, equality, and opportunity free from discrimination. They should have success in building partnerships to provide tailored P&C solutions as they relate to business needs.

WHAT YOU'LL BE DOING (and doing well)
  • Partner with division and regional leadership to understand business needs, support workforce planning, talent management, employee engagement, and leadership development strategies.
  • Analyze People & Culture metrics and use data to drive decision making.
  • Identify and develop initiatives that support business objectives, employee growth, and core values.
  • Interpret and facilitate company policies, procedures, and documentation for People & Culture matters for all divisions in your assigned region.
  • Manage and facilitate leadership training, including such topics as interviewing, hiring, terminations, promotions, engagement reviews, safety, harassment prevention, and other key areas.
  • Ensure that all divisions are compliant with federal, state, and local legal requirements.
  • Support personnel transactions, such as hires, promotions, compensation adjustments, transfers, and terminations for all Divisions.
  • Facilitate employee investigations and make recommendations for corrective actions. Identify trends to be addressed with leadership and support development of action items. Develop initiatives designed to recognize performance through employee engagement reviews, bonus, and other strategic programs; review existing programs regularly to measure effectiveness and ensure continuous improvement.
  • Ensure that all company processes and procedures are consistently followed, supporting an efficient and well-aligned organization.
  • Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
WHAT WE LIKE ABOUT YOU
  • Bachelor's degree from an accredited program, preferably in Human Resources, Business Management, or a related field. Five or more years of human resource administration experience required; at least one year of human resources management or business partner experience preferred
  • Strong business acumen and strategic/critical thinking skills.
  • Ability to influence, coach, and collaborate with at all levels within the organization.
  • Exceptional people skills and experience providing counsel/feedback.
  • Strong consultative mindset and approach.
  • Working knowledge of HR Information systems (such as UKG, Workday, etc).
  • Knowledge of labor laws, employment law guidelines & policies and compliance regulations.
  • Able to occasionally travel by air and/or ground overnight, as necessary.
WHAT WE'RE BRINGING TO THE TABLE
  • Competitive salary based on qualifications.
  • Paid time off plan and holidays.
  • 401(k) matching.
  • Short term and long-term disability.
  • Medical, dental, and vision plans with options.
  • Life insurance.
  • Professional career development opportunities.
  • Tuition reimbursement.
  • Salary Range: 90k-100k.


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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