Human Resources Business Partner

at Scot Forge Company in Spring Grove, Illinois, United States

Job Description

Scot Forge is a 130-year-old, 100% employee-owned company that manufactures custom open die and rolled ring forgings. At Scot Forge, we help our customers succeed in their most critical initiatives with forged solutions for everything from the world’s physical infrastructure, energy, and transportation to manufacturing, mining, and our national defense. From the wheels of NASA’s Curiosity Mars Rover to mission critical components for nuclear submarines, to large hydraulic cylinders for the largest mining trucks on the planet, Scot Forge creates the precision forged metal parts used in demanding applications all over the world.

The HR business partner position is responsible for aligning business objectives with employees and management in designated business units. The position serves as a consultant to management on human resource-related issues. HR Business Partner acts as an employee champion and change agent. The role assesses and anticipates HR-related needs communicating needs proactively with HR department and business management. The HR Business Partner seeks to develop integrated solutions and formulate partnerships across the company to deliver value-added service to management and employees that reflects the business objectives of the organization.

Essential Roles and Responsibilities

+ Provides the full scope of human resource services to assigned work units/areas, including but not limited to recruitment, employee development, employee relations, compensation & benefits, workforce planning, reward and recognition, and performance management. Works in a collaborative manner with department leadership to assess workforce needs. Demonstrates the ability to develop strategies and action plans to address workforce issues.

+ Provides consultation to managers on issues involving or related to human resources. Acts as the primary HR contact for all human resource related needs. Provides guidance and input on business unit restructures, workforce planning and succession planning. Demonstrates an understanding of unique needs of assigned departments and has a collaborative working relationship with the Leader. Review job descriptions and make recommendations as appropriate. May attend business unit/department meetings as needed.

+ Provides consultation to employees on issues involving or related to human resources. Provides counsel on issues regarding benefits, policies, and procedures. Assists in resolving issues before they become major concerns. Review employee complaints and ensure accurate and timely documentation of concerns or issues. Facilitates actions to resolve employee issues and escalate them to the appropriate management team if needed. Conduct department and individual focus surveys as applicable. Looks for opportunities to connect with business leaders and employees in neutral situations in order to build relationships.

+ Screens and interviews applicants to recommend top candidates to managers based on application, experience, interview, references and tests (when applicable). Plans and executes recruitment activities to increase applicant pool. In collaboration with Department Leadership, develops strategic action plans. Identifies and recruits a diverse pool of candidates consistent with the organization’s objectives and advises and coaches Leaders as necessary. Establishes and maintains positive relationships with outside resources to enhance recruitment efforts.

+ Is actively involved in the delivery of the new hire onboarding orientation.

+ Completes and enters process flows (ie transfers, fte/rate changes, adding work assignments, inactivating work assignments, etc) for partners in their areas of recruitment. Confirms new hire eligibility for appropriate licensure and education. Audit and follow up on mandatory education and expired licensure and certifications.

+ With the utilization of investigation and status review tools, conducts thorough investigations regarding complaints/allegations, prepares accurate documentation, and recommends appropriate action. Provides coaching and mentoring with Leadership to optimize performance management. Demonstrates an understanding of Scot Forge policy implications as well as general legal issues and how they apply.

+ Represents Scot Forge at unemployment hearings and demonstrates good consistency in prevailing in the cases where we contest and appear in person. Represents Scot Forge at EEOC hearings. Assist in the coordination of information with inside and outside legal counsel. Demonstrates an understanding of strengths and weaknesses of claims and how best to defend Scot Forge’s interests.

+ Demonstrates the ability to contribute to and complete special projects. Develops and maintains an active role in the Human Resource community of Scot Forge’s market area. Involves other HR staff members and those outside of HR as appropriate.

+ Performs other duties and projects as assigned. These may be based on organizational needs, skill set, and interest.

Qualifications

Education & Experience:

+ Bachelor’s degree in Business Administration, Human Resources, or related field required.

+ 5 years minimum HR experience required.

+ Master’s degree preferred

+ Manufacturing experience preferred.

Certification in one of the following is preferred:

+ SHRM Certified Professionals (SHRM-CP)

+ SHRM Senior Certified Professional (SHRM-SCP)

+ Senior Professional in Human Resources (SPHR®) from HR Certification Institute

+ Professional in Human Resources® (PHR®) from HR Certification Institute

Closing Statement:

+ Hands on practitioner able to anticipate future and current needs of internal and external customers as to relate to the full spectrum of HR responsibilities including full lifecycle recruiting, legal compliance, disciplinary issues, benefits, AAP, payroll inquiries, succession planning, and any and all HR related matters.

Working Conditions/Physical Requirements:

+ The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

+ The noise level in the work environment is usually loud (HR Business Partner Offices adjacent to Production floor). Occasional exposure to production areas while forklifts, pallet jacks, overhead cranes and related equipment is in use. On occasion while performing the duties of this job, the employee may be exposed to heat (air temperatures that reach over 100 degrees F). The employee may be exposed to fumes, airborne particles, and/or toxic or caustic chemicals.