Essential Duties

This position includes, but is not limited to, the following essential functions:

• Builds strong knowledge of the company and assigned business vertical to be an effective leader. Engages in strategic employee and location/region leadership meetings to understand business needs and help guide leadership in efficient and accurate planning, problem solving, and decision making.
• Develop and implement HR strategies and initiatives for their region that aligns with the overall business strategy
• Manages the full employee lifecycle, including recruitment, interviewing, new hire orientation (NHO), onboarding, performance management, employee relations and separations
• Identify training needs and work with the Training and Development Director to coordinate. Drives and delivers HR initiatives to support business needs, such as talent development, employee engagement, management development, and organizational change.
• Conducts supervisor training for their regions to develop, engage and support their supervisors.
• Manages complex and difficult HR Projects cross-functionally
• Partners with leadership on workforce planning, organizational structure and design, and guiding them to create or update job descriptions for their specific locations/region to ensure essential functions and requirements are correct. Partners with the Total Rewards team provide compensation analysis on positions.
• Creates, maintains, and updates recruitment strategies for corresponding business units.
• Creates and updates interview guides for their regions.
• Develop training schedules and manuals for new Talent Acquisition & Employee Relations Specialists
• Builds a strong business relationship with locations/region that the HRBP serves as the escalation point for employees and managers
• Leads, manages, and advises managers on employee relations issues, including conflict resolution, performance issues, corrective actions, and terminations. Ensures the proper corrective actions are taken and documented timely.
• Works in partnership with the management teams to identify opportunities and recommend areas of improvement to support improved organizational and employee performance in line with business needs.
• Researches and keeps current with new regulations, polices, and best practices as it relates to human resources.
• Ensures compliance with employment labor laws and regulations and reporting and analytics are accurate and current for their business units
• Develops and maintains HR policies and procedures and communicate changes as necessary
• Actively identifies gaps, proposes, and implements changes to mitigate risks Challenges the organizational structure of the business unit and proposes needed changes
• Prepares and analyzes reports that are necessary to carry out the functions of the department and company
• Analyses and follow-up on the 30 and 60-day survey information to determine any gaps in training and on- boarding of new employees in their region
• Conducts and analyzes the 6-month HR check-ins for their locations/region and analyzes data for reduction in turnover
• Protects the interests of employees and the company in accordance with company policies and governmental laws and regulations
• Partners with supervisors to ensure action plans and strategies increase employee engagement and sustain the company culture and values.
• Attends and provides input of all required staff orientations, staff meetings. Completes all required training functions in a successful and timely manner
• Abides by all Company policies. All job duties and responsibilities must be carried out in compliance with applicable legal and regulatory requirements and without discrimination
• Supports other roles within the HR team as required with other projects and operational issues (e.g. Total Rewards, and Training & Development). Covers when other team members are out.
• Assists with various HR and Administration Support.
• Other duties as assigned.

The individual must be able to perform each essential duty satisfactorily.

Required Knowledge, Skills, and Abilities

To perform this job successfully, the individual must have the following education, experience and attributes:

• Bachelor's degree in human resource management or related field
• 5+ years' experience in an HR role partnering with leadership to build high-performing teams and leading change.
• Strong business acumen-demonstrated ability to learn business objectives quickly and influence talent and org decisions that impact business outcomes.
• Experience building an annual org strategy and talent plan that sets clear talent priorities and actions that result in highly engaged people in the best possible roles, doing the best work of their lives.
• Strong analytical skills with the ability to take direct ownership of interpreting data and using data to influence decision making.
• Experience identifying opportunities to lead change and experience building these change leadership skills in others.
• Experience building relationships across the HR function as well as across executive teams, within and outside of the core client groups.
• Effectively builds and develops internal and external relationships. creates partnerships, builds trust, share ideas, and accomplishes work.
• Requires a strategic thinker who can also handle day-to-day HR operations.
• Embraces change and set goals that align with the company's vision.
• Encourages and inspires others through positivity, vision, confidence, challenges, and recognition.
• Ability to provide clear communication and share information regularly and concisely.
• Proven experience as an HR leader.
• Strong knowledge of HR best practices, employment labor laws, and regulations
• Experience in performance management, employee evaluation, and strategic planning
• Proficiency in HRIS systems and other HR software applications
• Strong conflict management and problem-solving abilities
• Excellent computer skills in a MS Windows environment. Must include Excel and demonstrated skills in database management and record keeping.
• Effective verbal and written communication.
• Excellent interpersonal, customer service and coaching skills.
• Evidence of the practice of a high level of confidentiality.
• Must have a driving record that is acceptable to the company's auto insurance policy.

Preferred Knowledge, Skills and Abilities

• SPHR / PHR or SHRM-SCP / SHRM-CP

Working Conditions and Physical Demands

These physical demands and working conditions represent the requirements necessary for an employee to successfully perform the essential functions of the position. Reasonable accommodation may be provided upon request to enable people with disabilities to perform the described functions of this job.

While performing the responsibilities of the position, the employee is required to talk and hear. The employee is often required to sit and use their hands and fingers, to handle or feel and to manipulate keys on a keyboard. The employee is

occasionally required to stand, walk, reach with arms and hands, climb or balance, and to stoop, kneel, crouch or crawl. The vision abilities required by this job include close vision.

The employee must be able to travel between locations and occasionally attend seminars which may require an overnight stay.

Working conditions are normal for an office environment. The noise level in the work environment is usually quiet to moderate. Work requires occasional weekend and/or evening work based upon the needs of the business.