Director, HR Business Partner

JOB SUMMARY:

Designs, implements, and monitors a variety of human resource programs. Anticipates and plans for long-term human resource needs and trends in partnership with business management. Drives the implementation of human resources programs w, within assigned business unit(s). Applies broad knowledge of all human resources disciplines (e.g., recruiting and selection, learning and development, employee and labor relations, compensation, etc.).

All activities will be performed in support of the strategy and vision of the organization. Nothing in this job description restricts management's right to assign or reassign duties and responsibilities to this job at any time. All activities must comply with Equal Employment Opportunity laws, HIPAA, ERISA, and other regulations, as appropriate.

EDUCATION AND EXPERIENCE:

• 4-year / Bachelor's Degree (Required)

• Master's Degree (Preferred)

• Instead of the requirements, an equivalent combination of education and experience may be considered.

• Four (4) or more years of Management experience (Required)

• Ten (10) or more years of Experience in a related field (Required)

• No Licensure or Certification Required.

JOB REQUIREMENTS:

• HR Policies & Procedures

• Compensation

• Benefits

• Problem Solving

• Diversity, Equity, and Inclusion

• Business Acumen

• Issues Management

• Consulting

• Relationship Management

• Change Management

• Coaching & Counseling

• Labor/Employee Relations

• Organizational Design

• Project Management

• Talent Management

• Workforce Planning

• Strategic Planning

• Critical Thinking

• Formal Presentations

• Collective Bargaining

• Arbitration

• Onboarding

• Influencing

• Manage Employee Relations for the respective business unit.

• Annual HR Business Plans (prioritization, workforce requirements, budgeting, talent needs, training needs, etc.).

• Translate business plans into HR needs for the respective business unit.

• Ensure all HR policies, procedures, and processes are executed.

• Advise, provide guidance, and coach leaders within the business segments of management and people development.

• Assist with HR Initiative Rollouts such as: bonuses, merit, employee survey, talent review, and other initiatives as needed.

• Collaborate with shared services regarding business-specific reporting-related Requests, i.e,. Affirmative action, veteran status, and compliance.

• While this job description aims to provide a comprehensive overview of the role, it may not detail every task or responbusiness-specific reporting-related.

CORE COMPETENCIES:

CHANGE ABILITY (LEVEL 4 LEADING):

Identifies, initiates, and adapts to organizational changes that foster enhanced effectiveness, efficiency, safety, and ultimately business results.

COLLABORATION (LEVEL 4 LEADING):

Sees connection points across the organization and partners effectively with others to achieve common goals.

DECISION MAKING (LEVEL 4 LEADING):

Selects a course of action to reduce risk and uncertainty and create optimal outcomes.

DRIVE FOR RESULTS (LEVEL 4 LEADING):

Drives to achieve challenging performance objectives.

TEAM BUILDING (LEVEL 4 LEADING):

Builds trust, fosters openness, and provides support. As the manager of a team, selects and motivates a strong team.

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