| Location | NH |
Description: Duties and ResponsibilitiesBusiness Partnership & Workforce AdvisoryServe as the highly visible trusted strategic HR partner and primary advisor to the GreenSource Executive Leadership Team.Bring business acumen sound judgment discretion and an experienced HR perspective to workforce talent organizational and employee relations decisions.Provide candid practical counsel constructively challenge assumptions and proposed actions and recommend solutions that balance business priorities employee considerations and risk.Coach executive and operational leaders on leadership effectiveness organizational dynamics workforce risk and complex people matters.Use workforce data and business insight to anticipate talent needs identify capability gaps and emerging risks and influence proactive action.Represent GreenSource priorities with HR leadership and Centers of Expertise while ensuring alignment with Whelens values policies and long-term goals.Employee Relations & Manager CoachingOwn employee relations matters for GreenSource including investigations performance and conduct concerns corrective action policy interpretation and risk assessment.Coach leaders and managers through difficult conversations documentation conflict resolution and consistent application of Whelen policies and practices.Talent & Workforce DeliveryPartner with leaders the HRBP Manager and Talent Management on workforce planning recruiting performance management succession talent reviews career development and leadership development.Advise on critical roles skills talent pipelines hiring priorities retention needs and internal talent options.Prepare leaders for talent and succession discussions and translate outcomes into clear development mobility retention and hiring actions.Use Career Pathways and Whelens job architecture to strengthen career conversations and internal mobility.Compensation & Rewards PartnershipPartner with the HRBP Manager and Total Rewards on offers promotions retention situations job changes annual compensation planning and other pay decisions.Bring relevant business context to compensation decisions and guide leaders through salary bands job architecture policies and decision frameworks.Help leaders communicate clearly about compensation career progression recognition and Whelens broader employee value proposition.Organizational Effectiveness & ChangeAdvise executive and operational leaders on organizational design role clarity team effectiveness leadership capability and workforce implications.Guide workforce transitions and change initiatives helping leaders anticipate people impacts and build effective adoption plans.Use employee feedback engagement insights and workforce trends to identify and address organizational effectiveness opportunities.HR Integration & Service DeliveryCoordinate across Talent Management Total Rewards HRIS & HR Operations and other HR resources to deliver an integrated experience for leaders and employees.Reinforce manager and employee ownership of routine HR activities through HR Operations and Workday self-service.Identify recurring business or service issues and partner with the broader HR team to improve processes tools and handoffs.All Employees ShallComply with the EH&S Policy and applicable regulatory and company EH&S rules and requirementReport to supervision conditions or practices that are either unsafe or that may adversely impact environment to ensure prompt resolution of potential hazardsAttend scheduled EH&S training programActively support the organizations efforts to meet or exceed EH&S goals and plansRecommend improved EH&S practicesMust be able to communicate effectively with co-workers supervisors and third parties. This ability to communicate requires the employee to be conversant in English as the majority of our workforce and the third parties that we encounter only speak English.The incumbent is responsible for complying with the policies in Whelens Employee Handbook."Whelen Engineering is an equal opportunity employer and does not discriminate against any employee or applicant for employment based on race color religion national origin age gender sex ancestry citizenship status mental or physical disability genetic information sexual orientation veteran status or military status.This Job Description is to serve as a guide. It is intended to be flexible and will continue to evolve over time with business needs and demands and may be updated periodically and at the Companys discretion.Nothing in this position description changes or is intended to change the employment at-will relationship with the Company. Employment at-will means that an employee or the Company may terminate the employment relationship at any time for any reason or no reason at all with or without notice.Education and Experience Required5 years of progressive business-facing HR experience including an HR Business Partner or comparable role supporting senior leaders.Demonstrated success building trusted relationships with executive leaders and providing confident candid and practical counsel.Deep experience leading complex employee relations matters including investigations performance and conduct issues corrective action and manager coaching.Broad experience across talent performance workforce planning recruiting compensation organizational effectiveness and change.Strong executive presence consulting capability communication skills business acumen discretion and judgment with the confidence to influence and constructively challenge leaders.Working knowledge of employment practices and applicable employment laws including sound judgment about when to escalate risk.Ability to use workforce data HR systems and business context to identify issues and develop actionable recommendations.PreferredExperience in a manufacturing engineering industrial or multi-site environment.Experience working within an HR model that includes Business Partners Centers of Expertise and centralized HR Operations or shared services.Familiarity with Workday or a comparable HCM platform.