HR Business Partner (Supply Chain)

Multiple Locations
Required Experience: 0 year(s)
Employment Type: Full-Time
Salary Range: Not available
Posted 4 days ago
Job Description
As the Human Resources Business Partner (HRBP) you will provide consultation and thought partnership to the Supply Chain Operations teams on day-to-day efforts related to talent. You will get work done through existing processes and also identify new solutions, always striving to enable a high performing culture. The right HRBP candidate has strong business acumen, spots trends and gaps, offers proactive and creative ideas, is knowledgeable about HR best practices, has a passion for people development, effectively leverages other functional HR experts, and cares about the total employee experience.


Responsibilities:
Coach leaders in matters relating to people, HR processes, employment practices, HR programs, and corresponding impact on the business
Provide intake assessment on the daily needs of Supply Chain managers and employees, guiding them through both routine and ad-hoc solutions
Proactively notice overarching team needs that require more strategic analysis
Offer highly responsive collaboration and follow-through to internal customers
Seek to enhance Supply Chain capabilities through talent assessment, development, and forward-looking org planning workforce planning, bench strength and succession plans
Actively support the team in career pathing and individual development plans
Share and coach on practices that maximize employee/organizational performance and goal attainment
Provide training to management on performance management systems to ensure annual performance goals are established and annual reviews are conducted
Partner with corporate HR and division managers to drive the annual salary administration/merit increase process for the business unit
Work closely with the compensation team on preliminary compensation analysis for promotions and job levelling, including writing job descriptions
Work with the HR team to deploy corporate programs and deliver training to business units
Provide an advocacy/consulting role for employees experiencing problems/issues that impact their job performance
Partner with management to proactively predict or assess employee relations issues and ensure compliance with company policies and legal requirements
Initiate corrective action documentation and facilitate employee/manager conversations as needed
Collaborate with business managers on analysis and rollout of employee survey results including follow-up on identifying and addressing survey issues.Develop ideas to enhance the work environment, improve employee engagement, and strengthen employee relations
Proactively touch base with other HRBPs and manager to keep team informed of activities and successes, at the same time drawing on those partnerships to identify best practices that can be shared
Bring research and best practices to the table as a thought partner within HR
Generate or compile informational reports and provide analysis or perspective on metrics such as turnover, recruitment, headcount budget, salary budget, etc. to share with division heads on a routine or ad-hoc basis
Maintain clear communication with Finance partners on workforce planning and associated budget considerations
Requirements:
Bachelors Degree specializing in Human Resources, Business Management, Organizational Development, Psychology or related field, or an equivalent combination of educationand/or experience
8 or more years of progressive HR responsibilities, including internal consulting,SPHR desirable
In depth knowledge of general HR concepts, practices, systems, and procedures, as well as high proficiency and experience in specific facets such as employee relations and coaching, learning and talent development, and staffing/recruiting
Relies on experience and good judgment to plan and accomplish goals
A degree of creativity and latitude is expected
Demonstrates savvy in partnering with management to provide highly professional HR consulting
Has a working knowledge of federal and state labor laws and experience in responding to state and federal agency complaints
Outstanding interpersonal and communication skills, particularly in building relationships with business leaders and HR partners
High tolerance for ambiguity, demonstrates adaptability, and thrives on keeping pace with dynamic, shifting priorities
Ability to manage confidential information, use discretion in all employee-related matters, display exceptional negotiation and decision-making skills
Excellent written/verbal communication skills and also critical thinking skills that enhance relationships
Communicate in a manner that influences people to understand the why behind decisions and to participate in activities that result in positive business and people outcomes
Ability to provide training at a management level and also conduct group presentations to both employee/managers
Ability to use HR systems and other company computer software/tools

This job description is not meant to be an all-inclusive list of duties and responsibilities, but constitutes a general definition of the position's scope and function in the company.

EEO/AA Employer/Vets/Disabled/Race/Ethnicity/Sex/Sexual Orientation/Gender Identity/Age
OTS-