HUMAN RESOURCES BUSINESS PARTNER
PRIMARY PURPOSE OF POSITION
Directing the human resource practices of the company location by developing and implementing best practice human resource strategies, services and tools. As a member of the location/business leadership team, this position will provide human resource expertise to drive organizational success. This position is a generalist leader role that will counsel department leaders and also manage HR staff in the areas of talent development, recruitment and retention, employee relations, union contract administration, compensation, benefits, performance management and organizational design.
REPORTS TO: Depends on location/ business
COMPENSATION: Commensurate with experience. Position is bonus eligible.
ESSENTIAL DUTIES & RESPONSIBILITIES
- As member of business/location executive team, lead the human resources agenda for an organization in a rapid domestic and international growth trajectory
- Partner with Leadership Team to institute and maintain world-class recruiting, employee engagement and talent development programs
- Work closely with company environmental health and safety manager to develop a culture of safety. Ensure that STOP safety behaviors are in-place, accidents and near misses of any level of severity are thoroughly investigated and countermeasures implemented. Work with facility teams to ensure regulatory safety compliance (e.g. OSHA and state-level entities).
- Develop annual Human Resources business plan and budget
- Champion positive employee relations and maintain positive relationship with workforce. Some locations may have greater emphasis on maintaining a union-free workplace or, conversely, administering a CBA for an existing unionized workforce
- Manage workforce planning including annual staffing forecasting and strategic workforce planning
- Sponsor and ensure execution of performance evaluation process. Track and report on organizational performance metrics, identify trends and create training recommendations. Ensure performance improvement plans are executed for low performers.
- Coordinate semi-annual People plan to identify key talent, create and maintain development plans for both leadership and key talent and support succession and retention plans for organization
- Execute on-boarding activities for new hires, transfers and promotions. Ensure that all employees in new roles receive both company context and job-specific details in order to maximize probability for success.
- Provide legal and regulatory expertise as it pertains to annual filings (EEO, VETS, AAP) as well as ad hoc employee actions such as but not limited to involuntary termination, reduction in force, severances, selection, compensation decisions and discipline.
- Represent the company in personnel-related hearings and investigations
- Utilize HRIS to ensure that employee data is accurate in the system.
- Remain current on HR trends and practices. Develop implementation plans for value-creating ideas.
EDUCATIONAL AND/OR EXPERIENCE REQUIREMENTS
- A Bachelor Degree from an accredited four-year college/university with a focus in business, human resources or a related discipline.
- Five or more years of HR professional experience. Experience in a multi-site division or group is preferred as is experience working within a larger HR organization while being responsible for their own business.
- Successful candidates will have worked in businesses with at least US$100MM in revenue
- HR experience in a manufacturing environment
- Experience in union and non-union environments is desired.
- Demonstrated success reporting to the head of a business and interacting-with-and-influencing senior leaders
Qualified candidates must demonstrate:
- Superior interpersonal communication and leadership skills in order to build respect at all levels of the organization
- Team-focus whose personal goals are ultimately achieved through the success of the sourcing organization and the entire organization
- A passion for innovation as demonstrated by working first within the existing organization to understand current processes, an ability to maximize the current structure and then influence change as required.
- A “hands-on approach" as demonstrated through experience working with leaders on the shop floor and a genuine interest in working with staff to activate process improvements
- Managerial courage, a calm and confident posture under pressure and decisiveness in order to bring about conclusions required to improve the business
- Unquestionable integrity and a professional history of making principle-based decisions
- Technical leadership in the areas of human resource management
- Organization and prioritization skills
Physical Job Demands
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Frequent lifting, bending, stooping, squatting, pushing and pulling can be expected. Long periods of sitting and walking may also be expected in this position. This position may require long periods of sitting, typing, computer entry or looking at a computer.
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The performance of this position normally requires exposure to a manufacturing office environment. Occasional exposure to typical manufacturing areas may be required and will require the use of personal protective equipment such as safety glasses and mandatory hearing protection. Employees must be mobile enough to navigate the manufacturing shop floor safely including walking and standing for up to four hours at a time. Office lighting will be provided.
The work environment will include their own workstation or cubicle space equipped with a telephone, headset and computer.
Other Special Requirements
Note: This is not intended to be all-inclusive. Additional duties and responsibilities may be requested and required.
Early evening, night hours, weekend or holiday work may also be necessary. Overtime may be required.
Attendance is critical to the success of this position.
Occasional travel will be required between facilities, visiting key accounts and providing occasional support to management and field personnel; i.e. sales meetings. May be up to 20 to 25% at times.
This position description is intended to provide an outline of the key responsibilities for this role. Additional duties and responsibilities may be required that are not included in this document.
International Equipment Solutions is an Equal Opportunity Employers and valuse diversity in all aspects of the operation.
About International Equipment Solutions, LLC
IES is a global engineered equipment platform serving the construction, agriculture, landscaping, infrastructure, recycling, demolition, mining, and energy markets. IES operates through six operating units, including Crenlo, Genesis, Pengo, Jewell and CWS, all of whom are leading manufacturers of engineered attachment tools for operator driven equipment, Crenlo, a leading North American manufacturer of cab enclosures for operator-driven equipment as well as specialty electronic enclosures, and Siac do Brasil, the leading supplier of heavy equipment cab enclosures and locomotive sub-assemblies in the South American market. IES’ customers include major OEMs, national rental fleet companies and hundreds of independent and OEM-aligned dealers. IES employs over 2,800 people and operates 17 manufacturing facilities in the United States, Canada, Germany, and Brazil.