Position Overview
The Senior HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and departments leaders at Tools, Inc. The position formulates partnerships across the leadership team to deliver value-added service to management and employees that reflects the business objectives of the organization. This collaborative role has overall responsibility for ensuring Tools Incorporated can attract, develop and retain great people and developing human resources practices that support the organization's business goals. As a strategic partner in the organization, this role leads with a commitment to employee engagement, can collaboratively drive change, and confidently represent the business of HR and organizational development to both internal and external stakeholders.
Essential Job Functions
- Provide HR Leadership including identifying and accomplishing strategic HR initiatives while managing day-to-day responsibilities.
- Provide leadership and ensure ongoing development of direct reports and others in the organization.
- Lead full cycle staffing process including job descriptions, job posting, applicant sourcing, recruiting, pre-employment screening, interviewing and employee onboarding.
- Facilitate annual HR processes (ex: Organization Talent Assessment, Performance Review/Objective Setting, Engagement, and Merit Plans).
- Ensure HR compliance; employment and work practices meet applicable laws and regulations.
- Lead compensation and administers benefits programs such as health, and dental insurance, vision, 401k, and disability while ensuring fiscal responsibility.
- Contract with outside suppliers to provide employee services, such as temporary employees, search firms, or relocation services.
- Develop and implement company-wide safety, wellness, and charitable programs.
- Consults with line management, providing HR guidance when appropriate.
- Analyzes trends and metrics in partnership with the General Manager to develop solutions, programs and policies.
- Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
- Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
- Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
- Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
- Provides HR policy guidance and interpretation.
- Provides guidance and input on business unit structure, workforce planning and succession planning.
- Identifies training needs for business units and individual coaching needs.
- Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
Requirements
Education amp; Experience
- A bachelor’s degree in human resources or related field.
- Master’s degree or commensurate experience preferred.
- Minimum five years of progressive human resource experience, preferably in a manufacturing environment.
- Experience in delivering organizational development and HR policy training.
- A PHR/SPHR or SHRM certification is preferred.
- Skills and Abilities
- Functional knowledge of the following HR disciplines: recruitment, retention, on-boarding, performance management, affirmative action, equal opportunity employment, training, employee handbook, policy development, and employee relations.
- Customer service-oriented approach to HR with a sense of urgency in response to requests from all Team members.
- Proactive and self-motivated, results oriented with the ability to prioritize multiple projects simultaneously, managing time and resources to ensure work is completed efficiently and within established time frames.
- The ability to develop strategy, solve practical problems, make recommendations, and/or reach decisions.
- Successful track record in leading and managing change throughout the organization.
- Excellent interpersonal and leadership skills with a demonstrated ability to coach/develop a strong team.
- Excellent presentation, written, verbal and communication skills with the ability to interact and work with employees and customers at all levels of the organization.
- Strengths in decision making, prioritization, problem solving follow up and detail.
- Ability to work well under pressure in a fast-paced environment with poise and purpose.
- The capacity to successfully work independently and in collaboration with others.
- High