Human R Business Partner

at Tru Vue, Inc. in McCook, Illinois, United States

Job Description

Tru Vue Inc.

Purpose and Scope:
The Human Resources Business Partner (HRBP) is responsible for proactively leading both strategic and tactical HR support for the organization. This role will partner with the leaders and must understand the business beyond the HR function, influence the overall operations and contribute to successful business outcomes. The HRBP will act as change agent; assess and anticipate HR-related needs and proactively communicate needs with the HR team and leadership teams. HRBP will identify and influence new ways for HR to support the business and strategies. This role will serve as a generalist to provide operational HR counsel, coaching, talent acquisition, performance management, compensation, and employee relations.

Responsibilities:
1. Business Results - facilitates business change and performance across assigned groups by partnering with leaders to deliver on effective people strategies and workforce planning.
2. Recruitment & Talent Acquisition - develops the talent acquisition strategy and is responsible for the hiring process, including sourcing, selection, and onboarding/orientation.
a. In conjunction with the Human Resources Director, advises on recruiting and attraction strategies, promotes the Tru Vue employer brand, and executes these plans.
b. Builds relationships with key educational institutions at appropriate technical and four-year degree schools to build a pipeline of talent.
c. Ensures compliance with company policies, procedures and AAP objectives related to talent acquisition and collects, maintains, and analyzes reporting metrics.
d. Works closely with the Training and Development department to ensure an effective new employee orientation program to ensure a smooth transition.
3. Organization Capability - partners with leaders to understand current and future skill and capability needs.
a. Works with leaders to assist in job design and role definition to ensure an appropriate structure is in place to meet business objectives. Supports leaders in communications with the workforce.
b. Partners and works closely with the department managers and Training and Development to develop competencies and career progression opportunities for employees. Assists and supports associates with development and partners with leaders in supporting their employees on their development.
c. Conducts regular succession planning reviews with assigned leaders.
d. Facilitates employee training as required (New Hire, Code of Conduct, Harassment, etc.), and acts as the liaison to work with and leverage the Training and Development department for training content, LMS and facilitation to meet the needs of the assigned areas.
4. Employee Relations - be the primary contact for assigned leaders and employees.
a. Manage and resolve routine and complex employee issues. Conduct effective, thorough, and objective investigations.
b. Balances the needs of the business and being a champion for employees. Knows how to negotiate win-win outcomes.
c. Partners with leaders to assist with personnel related issues due to progressive discipline or leave management.
d. Primary point of contact and support for associates in providing answers to questions regarding HR programs, such as policies, procedures, benefits, wellness, etc.
5. Performance Management - effectively administers the performance management process in collaboration with the Director of HR.
a. Helps drive a focus on employee development with leaders. Assists in ensuring that the lean culture and tools are used to support business objectives and drive performance, cross training, etc.
b. Acts as an advisor to leaders for performance issues and concerns to coach employees and also counsels team members as needed.
c. Partners with leaders to proactively deal with performance issues in the early stages. Ensures employees and leaders have development plans to reach their full potential.
d. Drive engagement
6. Human Resource Process - support and administration including:
a. Supports assigned leaders in identifying policy or procedure changes; makes recommendations to Director of HR; assists with communication and implementation in assigned areas.
b. Ensures compliance with HR procedures such as, audits maintenance of personnel files and HR compliance items.
c. Participates in Tru Vue and Apogee HR initiatives.
d. Maintains working knowledge of state and federal labor laws and regulations.
e. Assists with compliance items such as drug screening, workers compensation, and unemployment for assigned areas.
7. Initiate and support safety, continuous improvement, Lean Sigma, and 6S activities within the facility.
8. All other duties as necessary to the success of Tru Vue, Inc.
The above responsibilities represent the major tasks assigned to incumbents in this job title. They are not intended to be an exhaustive list... For full info follow application link.

Tru Vue, Inc. is an EEO/Affirmative Action Employer.