HR Business Partner

Description <-- Simple Share Buttons Adder 7.4.17 simplesharebuttons.com -->TwitterLinkedinFacebookGooglePinterestemailThe Human Resources Business Partner serves as the primary Human Resources advisor for assigned business units and work groups. The position partners with leaders to understand business and workforce needs identify risks and opportunities and deliver practical Human Resources solutions that support organizational performance employee engagement and the Companys strategic objectives.

The HR Business Partner independently manages employee relations matters workplace investigations recruiting performance management workforce planning and other Human Resources activities within assigned areas of responsibility. The position regularly handles highly sensitive and confidential employee and business information and must consistently demonstrate sound judgment neutrality professionalism and a high degree of discretion.The HR Business Partner is expected to take initiative adapt to changing priorities independently own assigned projects and contribute to the continued development of the business the Human Resources department and their own professional capability. The position works collaboratively with leaders employees Human Resources colleagues Legal Labor Relations and other business partners.

Essential Functions

Business PartnershipServes as the primary Human Resources contact and advisor for assigned business units and work groups.Develops a strong understanding of business operations objectives workforce needs and organizational challenges.Partners with leaders to develop and implement Human Resources solutions that support business performance employee engagement and organizational effectiveness.Coaches and advises leaders on employee relations performance management workforce planning staffing policy interpretation and organizational concerns.Identifies emerging workforce talent employee relations and organizational risks before they adversely affect the business.Uses sound business judgment to balance employee needs operational requirements Company policy and legal considerations.Participates in leadership meetings workforce discussions business planning sessions and other departmental meetings for assigned work groups.Builds trusted relationships with leaders and employees while maintaining appropriate professional boundaries and objectivity.Represents business needs and perspectives within the Human Resources department while supporting consistent Company-wide practices.Supports organizational changes restructures reductions in force growth initiatives and other workforce transitions as assigned.Ensures consistent implementation of Human Resources policies practices and programs within assigned work groups.Employee Relations and Workplace InvestigationsIndependently manages employee relations matters from intake through resolution.Independently plans conducts documents and concludes confidential workplace investigations involving complaints misconduct policy violations retaliation harassment discrimination and other employee concerns.Develops investigation plans and prepares relevant allegation-specific interview questions before conducting interviews.Conducts individual witness interviews in a manner that protects confidentiality minimizes the risk of witness collusion and supports an impartial fact-finding process.Maintains thorough accurate and timely documentation of interviews evidence findings credibility considerations and conclusions.Keeps investigations focused on the allegations and relevant facts while appropriately pursuing new information that may arise.Exercises neutrality discretion and independent judgment throughout the investigative process.Provides timely updates to Human Resources leadership and other appropriate stakeholders while protecting confidential information.Identifies when a matter should be escalated to the Senior HR Business Partner Director of Human Resources Legal Labor Relations or other appropriate leadership.Recommends appropriate corrective action and risk-mitigation measures based on investigation findings Company policy past practice and applicable law.Maintains strict confidentiality regarding investigations employee matters business information and privileged communications.Provides coaching and guidance to leaders regarding corrective action documentation conflict resolution and employee concerns.Supports fair consistent timely and legally compliant employment practices.Recruiting Onboarding and Workforce PlanningPartners with leaders to identify current and future staffing needs.Leads recruiting activities for assigned work groups including intake meetings job posting review candidate screening interview coordination selection support and offer development.Conducts Human Resources screening interviews to assess qualifications communication organizational alignment and compensation expectations.Supports consistent use of structured interview guides candidate evaluation tools and selection documentation.Advises leaders on candidate quality internal equity market considerations and selection risk.Promotes a timely professional and consistent candidate experience.Partners with the Human Resources Generalist and hiring managers to support new hire onboarding and assimilation.Monitors staffing trends vacancies turnover and workforce risks within assigned business units.Supports workforce planning talent reviews succession discussions and development planning for assigned work groups.Identifies talent concerns and capability gaps and recommends appropriate solutions.Performance and Talent ManagementCoaches leaders through performance management goal setting feedback development planning corrective action and employee accountability.Supports implementation of Company performance management processes within assigned work groups.Identifies employee and leadership development needs and recommends coaching mentoring training or other development opportunities.Partners with the Assistant Director of Human Resources and other Human Resources team members on learning talent mentoring succession culture and employee experience initiatives.Encourages leaders to use available learning resources including Cornerstone and other Company-sponsored development tools.Supports talent retention and internal mobility by identifying high-potential employees readiness concerns and development opportunities.Conducts exit interviews and analyzes employee feedback turnover trends and other workforce information.Provides Human Resources leadership with findings and recommendations based on employee and workforce data.Project and Program OwnershipIndependently leads assigned Human Resources projects and People & Culture initiatives from planning through implementation and evaluation. Develops project plans timelines deliverables stakeholder communications and measures of success. Takes ownership of assigned work and follows through without requiring continuous direction or follow-up. Proactively identifies risks barriers dependencies and resource needs and recommends appropriate solutions. Adapts quickly to changing business priorities and assumes new responsibilities as organizational needs evolve. Collaborates across functions to advance Human Resources and enterprise initiatives. Supports implementation of the People & Culture Roadmap and may serve as the designated owner of a rotating strategic initiative. Identifies opportunities to improve Human Resources processes service delivery employee experience and operational effectiveness. Demonstrates initiative by recommending and implementing practical improvements rather than waiting for direction.Compliance Data and Human Resources OperationsMaintains working knowledge of federal and Hawaii employment laws and applies that knowledge to day-to-day Human Resources decisions. Provides policy guidance and interpretation to leaders and employees. Ensures employment practices within assigned work groups comply with Company policies collective bargaining obligations and applicable legal requirements. Maintains complete accurate timely and confidential records associated with employee relations investigations recruiting performance management and other Human Resources matters. Analyzes Human Resources data trends and metrics to identify risks measure effectiveness and support business decisions. Monitors relevant metrics for assigned work groups including turnover vacancies recruiting activity employee relations matters and investigation timelines. Partners with Human Resources colleagues to develop or improve policies procedures tools and programs. Uses Human Resources systems accurately and consistently including ADP SAP Cornerstone and other applicable platforms. Supports audits compliance reviews reporting requirements and other Human Resources operational needs.Collaboration and Professional DevelopmentWorks collaboratively with Human Resources Department Legal Labor Relations and operational leaders. Communicates clearly professionally and appropriately with employees and leaders at all organizational levels. Seeks and appropriately applies coaching and feedback. Demonstrates a commitment to developing their own professional capability business knowledge and Human Resources expertise. Actively contributes to the continued development of the Human Resources department and the long-term success of Young Brothers. Maintains professional credibility through reliability responsiveness preparation follow-through and sound judgment. Performs special projects and other duties as assigned.Knowledge Skills and AbilitiesBroad knowledge of Human Resources disciplines including employee and labor relations workplace investigations recruiting performance management compensation organizational development talent management benefits workforce planning and employment law.Strong knowledge of Human Resources principles practices and professional standards.Demonstrated ability to independently plan conduct document and conclude confidential workplace investigations.Ability to develop investigation plans prepare relevant interview questions conduct effective witness interviews assess credibility analyze evidence and prepare clear written findings.Demonstrated ability to maintain strict confidentiality and manage highly sensitive employee legal business and privileged information with a high degree of discretion.Ability to exercise sound impartial and independent judgment in complex or emotionally charged situations.Strong business acumen and the ability to understand business operations priorities financial considerations workforce needs and organizational risk.Ability to translate business needs into practical Human Resources strategies and solutions.Demonstrated initiative and accountability including the ability to identify needs recommend solutions and independently follow work through to completion.Ability to pivot quickly reprioritize work and remain effective as business needs and assignments change.Strong project management skills including the ability to develop plans manage timelines coordinate stakeholders and deliver measurable results.Ability to own projects and strategic initiatives with limited direction.Strong critical thinking analytical problem-solving and decision-making skills.Ability to identify when independent action is appropriate and when escalation or consultation is required.Strong coaching consultation facilitation interpersonal and influencing skills.Ability to establish trusted working relationships while maintaining appropriate objectivity and professional boundaries.Strong written and verbal communication skills including the ability to prepare clear investigation documentation recommendations correspondence and presentations.Ability to communicate difficult sensitive or unpopular information professionally and effectively.Ability to manage multiple priorities frequent interruptions sensitive matters and competing deadlines.Strong organizational skills and attention to detail.Demonstrated commitment to continuous learning and professional development.Desire and ability to contribute to the development of the business the Human Resources department and their own professional capability.Demonstrated change management skills and willingness to support organizational transformation.High level of professionalism emotional intelligence self-awareness composure and resilience.Ability to provide a high level of service while maintaining accountability and appropriate boundaries.Proficiency with Microsoft Office applications and Human Resources systems preferably ADP SAP and Cornerstone.Experience supporting multi-site operations and a diverse workforce preferred.Minimum RequirementsBachelors degree in Human Resources Business Administration Organizational Development Labor Relations or a related field required.Minimum of seven years of progressively responsible exempt-level Human Resources experience including substantial experience as a Human Resources Business Partner Employee Relations professional or Senior Human Resources Generalist.Demonstrated experience independently conducting and documenting complex workplace investigations required.Demonstrated experience advising leaders on employee relations recruiting performance management corrective action workforce planning and organizational matters required.Strong working knowledge of federal and Hawaii employment laws required.Experience supporting unionized operations or partnering on labor relations matters required.Professional Human Resources certification such as SHRM-CP SHRM-SCP PHR or SPHR preferred.Experience supporting multi-site operations preferred. Maritime transportation logistics or other operational industry experience is helpful but not required.Young Brothers is an Equal Opportunity &8211 Affirmative Action Employer and a VEVRAA Federal Contractor. We are committed to a diverse workforce and taking affirmative action to employ and advance in employment qualified women minorities individuals with disabilities and protected veterans. Young Brothers is a drug-free employer and a participant of the E-Verify Employment Verification Program.Explore transportation and logistics industry job opportunities from Hawaii to Alaska

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