Human Resources Business Partner

nnPOSITION DESCRIPTIONnnn n nnTitle:       nnHuman Resources Business Partner nnRev. Date: nn7/2019 n nnReports to: nnPlant Manager nn nn nn nnPurpose:  This purpose of this position description is to reflect consistency of positions Human Resource throughout the corporation; capture relevant education, training, skills and experience; and determine the necessary competence for the personnel performing work affecting product quality.nn__________________________________________________________________________________________________________________                                                                nnPosition Summary:  Responsible for developing and administering human resources processes, policies and programs for Shape Corporation manufacturing facility(ies) or region(s). Major areas of responsibility include internal and external candidate selection, employee onboarding, performance management, compensation analysis and recommendations, employee relations, employee engagement/retention, as well as assisting with organizational design for customers. This position is responsible for aligning business/plant objectives with employees and management in designated plant/business units. The position serves as the primary HR consultant to management on human resource-related issues. The successful HRBP acts as an employee champion and change agent. The HRBP will be the strategic HR partner for an assigned plant(s) / business unit responsible for organizational structure of team and proactively identify plant/BU opportunities in order to drive business forward. This position will be a key strategic partner to the plant manager and will be a member of the plant management leadership team. This will be an individual contributor role with no direct reports.nn Essential Job Functions include, but not limited to, the following:nn n* Ability to be onsite to support a 3-shift operation; including but not limited to, 2-3 days per week of onsite presence for our 3rd shift team members. n* Help develop and maintain human resources processes, policies and procedures and initiate changes as necessary to ensure compliance with law, corporate policies and business strategy. n* Key Strategic Partner to Plant Leadership to define human resource strategy aligned with the business strategy. n* Manage and resolve employee relations issues escalating to HR Manager or Director for input as needed. Oversee and drive consistency on employee disciplinary and termination procedures. n* Analyze trends and metrics in partnership with the HR group to develop solutions, programs and policies. n* Develop an effective employee engagement and retention strategy and drive implementation of initiatives to improve employee engagement. n* Act as key Strategic Partner to plant leadership to execute employee development strategies and plans. n* Train and coach managers and employees on topics including performance management, compensation, candidate selection, harassment, and the Shape Code of Conduct. n* Provide guidance and input on business unit restructures, workforce planning and succession planning. n* Oversee performance management process and facilitate performance and compensation calibration sessions to differentiate and award high performance. n* Perform market analysis in order to recommend wage and salary structure, pay policies and changes to current wage and salary programs. n* Provide guidance and coaching to human resource generalists and coordinators. n* Assist HR Director with companywide initiatives, special projects, and change management plans. n* Identify and train a back-up(s) to manage key tasks when absent. n* Additional functions not specifically outlined in this position description as directed by the HR Director. nnnnnnPosition Skills and Experience Requirements: To perform this job successfully, an individual must be able to perform each essential duty effectively. The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform essential job functions.nn n* Bachelor’s degree with emphasis on Human Resources of Business Management preferred. Equivalent work experience may be substituted for degree. n* Minimum of four years prior experience in human resources area, preferably in a manufacturing environment.  n* Generalist background with broad knowledge of employee relations and legal compliance, recruitment and selection, performance management, compensation and change management. n* Excellent written and verbal communication skills: demonstrates good listening skills, communicates status, keeps team and business leaders informed, and responds clearly to inquiries. n* Advanced project management skills: effectively manages time and prioritizes workload, manages multiple tasks without close supervision, and consistently meets deadlines. n* Stakeholder management: establishes and maintains working relationships with individuals at all levels of the organizations and demonstrates a positive and friendly attitude in working with people. n* Adaptability: Adapts easily to change, performs calmly under pressure and works effectively in ambiguous environments.  n* Strong technical skills/aptitude: demonstrates proficiency with HRIS systems and Microsoft applications. n* Ability to use good judgment and discretion with highly confidential business and employee information. nnEqual Opportunity Employer Minorities/Women/Protected Veterans/Disabled