The Sr. Human Resources Business Partner works to enhance the P&L through collaborating with departmental leads on what their true human needs are for optimal functioning. Then assisting where needed to define what the talent gaps are and collaborating to reduce the gap.
This role may act as a project lead on HR projects, leading efforts of peers in the development of assigned programs, policies and other projects.
Key to success in this role is to understand the business and link it to the HR strategy to generate actionable business insight. This individual should take a data-driven approach to diagnosing a challenge and developing tailored solutions for the business.
Essential Functions:
Performance Management
- Help leaders diagnose and solve performance problems
- Identify trends and issues with performance across the region and propose solutions
- Project manage the execution of goal setting, formal feedback and reviews, and pay planning
Workforce Planning Development
- Develop, execute, and monitor the strategic workforce plan to ensure the best talent is available for critical positions as needed
- Assess the performance, potential, and readiness of talent for critical positions (e.g., leadership and supervision, specific functional/technical roles)
- Provide coaching and developmental support for high potential and high performing talent through one-on-one interaction and planned development interventions
- Drive improvement and/or exit plans for under-performers through the managers
- Project-manage the execution of succession planning and individual development planning process
Staffing and Onboarding
- Assists managers with job design and decisions about opening requisitions
- Provide guidance to recruiting function in sourcing and screening candidates, as well as new hire compensation
- Assesses candidates as part of the hiring team and provides hiring manager an opinion
- Ensures appropriate processes are followed for staffing open positions
- Customizes on-boarding plans for key positions and works through hiring managers to implement
- Orients new employees to ensure they are properly informed about the organization and advised of employee benefits, programs and responsibilities.
Compensation
- Monitors exempt and hourly staff compensation and makes recommendations to keep it cost effective and at competitive levels
- Coordinates with the compensation committee in the development, evaluation and classification of jobs and communicates the market trends, recruitment challenges and retention issues which may impact compensation decisions for certain classifications or geographic locations
- Works with Payroll and HRIS to ensure understanding of and accurate and timely processing of employee time reports, personnel actions and the integrity of information in the HRIS.
Labor Relations
- Studies and interprets collective bargaining agreements and provides recommendations to managers/supervisors to ensure consistent and equitable application of labor agreements
- Trains and coaches managers in the actions/behaviors that align with the contract and create a positive working environment
- Works with the Employee and Labor Relations Director to plan and execute the labor relations and/or positive employee relations plans
- Assists and may lead, as necessary, union negotiations and mediation
- Acts as HR representative to assist in grievance resolution
Employee Relations
- Acts as escalation point for employee complaints and issues
- Coaches managers in preparing and executing on plans to solve employee relations issues
- Researches, analyzes and conducts internal investigations related to employee complaints of unlawful discrimination or other issues of a serious nature. Drafts responses and recommends appropriate action
Organization Design
- Identifies organization design issues which hinder performance and propose solutions
Team Effectiveness
- Assess team effectiveness for critical teams, identify trends and issues and propose solutions
- Act as a trusted resource and help to manage conflict or issues among leadership teams
Cultural Development
- Assess employee attitudes and their impact on organizational performance
- Diagnose issues and propose solutions
HR Operations
- Consults with leaders on the interpretation and application of federal, state and local regulations and on Company policies, procedures and programs
- Reviews recommended personnel actions to ensure compliance with company guidelines and applicable federal and/or state rules and regulations; recommends course of action; maintains pertinent statistics and prepares reports
- Coordinates the maintenance of complete and accurate files and records in support of human resources programs and initiatives
Qualifications:
- Bachelor’s degree or equivalent combination of education and experience
- 10+ years of human resources experience
- Experience working in a union environment
- Excellent verbal and written communication skills
- Ability to manage multiple conflicting priorities
- Ability to influence and get work done through others
- Experience identifying obstacles and creating solutions to complex problems
- Excellent computer skills, including Word, Excel, PowerPoint and Outlook
- Experience with relationship and consensus building
- Experience designing and delivering presentations, documenting issues, alternatives and recommendations in an effective manner
PLEASE NOTE: The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills required.
All U.S. applicants must be 18 years of age or older and all Canada applicants must be 16 years of age or older.
Schnitzer Steel Industries, Inc. participates in e-verify for all U.S. new hires.
An offer of U.S. employment by Schnitzer Steel Industries, Inc. or any of its subsidiaries is contingent on the satisfactory completion of a post-offer drug screen and background check.
All new hires must review and sign an Arbitration Agreement. This applies to all U.S. non-union employees.
As an Equal Opportunity Employer, Schnitzer Steel Industries, Inc. does not discriminate on the basis of race, religion, color, sex, marital status, disability status, national origin or ancestry, veteran status, age, prior industrial injury, sexual orientation, genetic information, or any other protected status under local, state or federal law.
