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HR Business Partner

2 months ago

Lima, Ohio, United States National Guard Employment Network Full time

Job Description

ATTENTION MILITARY AFFILIATED JOB SEEKERS - Our organization collaborates with partner companies to identify qualified talent for their available positions. This opportunity is open to Veterans, Transitioning Military, National Guard and Reserve Members, Military Spouses, Wounded Warriors, and their Caregivers. If you possess the necessary skills, educational background, and experience, we encourage you to proceed with the application process. Unless otherwise specified, this role requires on-site presence at the designated location.

Position Overview
In this role...

The HR Generalist position within a manufacturing environment seeks a proactive individual with a commitment to service excellence and a keen interest in understanding business operations.

The responsibilities of this role include employee engagement, labor relations, compliance, and community outreach.

This position necessitates on-site presence in a manufacturing context, along with strong communication, interpersonal, and problem-solving abilities.

The HR Generalist will play a crucial role in cultivating a positive and productive workplace, ensuring adherence to all relevant laws and regulations, and supporting the organization's overarching business goals.

Key Responsibilities

Employee Relations and Business Partnership

Business Insight:

Utilizes business knowledge to build rapport and relationships within their customer group (e.g., Team Managers) to identify solutions that promote sustainable cultural change and align with business objectives.


HR Service Delivery:

Assists in the implementation of Labor COE and HRBO designed products and services within their customer group to positively influence both hourly and salaried employee life cycles.


Employee Engagement:

Promotes a positive and inclusive experience for both hourly and salaried employees through proactive initiatives based on feedback from employee surveys, suggestions, and open-door policies, as well as DEI initiatives, to enhance engagement and address areas for improvement.

Conducts regular floor visits in designated areas to foster positive relationships with employees, ensure HR accessibility, and develop the ability to identify early warning signs.


Lean Methodology:

Applies lean principles in collaboration with internal departments, external vendors, auditors, and consultants to facilitate decision-making, problem-solving, and effective change management initiatives.


Employee Communication:

Collaborates with local communications staff to implement and execute relevant communications that foster an informed employee community and facilitate two-way communication across all shifts.


Compliance:
Ensures adherence to employment laws, regulations, and company policies.

Community Engagement:
Facilitates interactions with local governmental agencies and coordinates charitable activities to support the plant's community engagement initiatives.

Data Analytics:

Tracks key workforce metrics to identify potential risks and recommend actions that support decision-making for operational leaders regarding people-related issues.


Contract Interpretation:

Works closely with the customer group and relevant union representatives to ensure accurate implementation and interpretation of contract terms, addressing inquiries, grievances, and other union-related matters consistently.

Resolves employee union issues, such as conflicts, disputes, and disciplinary matters, ensuring fairness, consistency, and timeliness.

Investigations:

Assists in investigations within their assigned customer group, ensuring that all disciplinary issues, grievances, and arbitration matters are managed promptly and effectively.

Evaluates the severity of each case and escalates significant concerns to the HR Manager as necessary. Collaborates with legal counsel on discrimination charges and litigation preparation. Utilizes conflict resolution and critical thinking skills to conduct investigations.

Health and Safety:

Collaborates with safety and occupational health leaders to address employee health and wellness concerns and support safety audits and wellness programs.

Labor Relations

Union Relations:
Addresses union issues such as conflicts, disputes, and disciplinary matters with fairness and consistency in a timely manner. Actively participates in collective bargaining processes and negotiations as needed. Ensures compensation is processed accurately and promptly within the constraints of the contractual agreement.

Case Management:
Effectively manages assigned cases and grievances within their customer group. Monitors workload volume and emerging trends, responding to ethics and compliance inquiries as necessary.

Payroll, Time and Attendance:

Implements payroll and attendance tracking processes, including attendance hearings, issuing notifications, updating system codes, vacation tracking, and generating necessary reports.

Applies knowledge of leave policies, rules, and regulations, including the Family and Medical Leave Act, to administer and track in relevant HRIS systems.


Manpower Administration:

Supports the talent management process for hourly employees within their customer group, including placement and tracking, apprenticeship program administration, external hiring processes, reskilling, transfers, retirement processing, and manpower reporting.


Work Requirements:
This role necessitates on-site presence at the manufacturing facility to fulfill job responsibilities.

Involves occasional lifting of no more than 10 pounds at a time.

Work is primarily performed in a seated position with minimal stooping or climbing. The role requires walking and standing on the manufacturing floor at least 20% of the time. Many sedentary positions require good use of hands and fingers for repetitive tasks. Working conditions typically involve low to moderate noise levels associated with standard office or classroom equipment.

Additional Qualifications/Responsibilities

Qualifications
You'll have...

A bachelor's degree in human resources, organizational development, or a related field, or equivalent work experience is required.
A minimum of 1 year of relevant HR and labor experience or internship experience with a bachelor's degree.
Even better, you may have...

PHR or SHRM-CP certification

Skills:
Business Insight
Collaboration
Customer Service
Conflict Resolution
Compliance
Results Orientation and Sense of Urgency
Employee Advocacy
Employee and Labor Relations