Sr. Human Resources Business Partner

Primary Responsibilities / Essential Functions

Employee Benefits and Programs

• Provide employee education and assistance with benefits programs such as life, health, dental, vision, long-term and short-term disability insurances, voluntary benefits, retiree benefits, leaves of absence (FMLA and others), employee assistance, wellness benefits, reimbursement programs, etc.

• Ensure timely enrollment and accurate, detailed, and confidential records of benefits plan participation. Maintain benefit and health-related records to ensure confidential HIPAA compliance.

• Champion employee welfare programs such as 401k participation and wellness initiatives.

• Respond to unemployment claims, assists employees with unemployment claims during shutdowns and temporary layoffs, and represents Company for any unemployment hearings.

• Administer the safety shoe and prescription glasses programs.

• Partner with operations leadership and the EHS leader to ensure the timely reporting of work-related injuries and return-to-work practices.

Employment Law and Regulatory Compliance

• Maintain knowledge of legal requirements and government reporting regulations affecting human resource functions and ensures policies, procedures, and reporting are in compliance. Recommend revisions to company policies, accordingly, including the company handbook.

• Coach managers and supervisors on employment matters including discrimination, harassment, FMLA and the ADA. Conduct investigations to determine the validity of discrimination and harassment claims.

• Track leaves of absence for STD, LTD, Workers’ Compensation and FMLA to ensure regulatory compliance, positive employee relations and accurate records.

• Maintain accurate paper and electronic records in compliance with state and federal law. Provide for the practical and fair application of the company policies.

Payroll and HRIS

• Support Payroll Administrator in processing payroll and maintain payroll records in ADP (site specific).

• Work with Compensation & Benefits Manager to monitor site compensation; ensure internal and external pay equity; pay for performance; and retention of talented people.

• Partner with operations leadership to support broad job definitions and skill-based pay initiatives.
  Compile HR reports for management.

• Create new employee badges and maintains activation, deletions and access changes (site specific).

Employee Relations

• Quickly respond to employee requests for information regarding policies, procedures, benefits & other programs. Resolve problems, develop solutions, and teach employees to be self-sufficient.

• Develop strong relationships with employees and provide a listening ear for grievances and complaints. Coach employees on conflict resolution and facilitate productive resolution when needed.

• Work with leadership and employees to host meaningful employee events that connect people to the community, the company, and to one another. Administer employee relations activities and traditions including distribution of service awards, ordering flowers and memorial contributions & planning of company outings.

• Investigate and respond to claims of harassment. Identify and confront unacceptable behaviors that harm the company culture. Engage and inform management and recommend solutions.

Orientation, Training and Development

• Administer company-required orientation and training programs. Work with Sr HR Business Partner – Organizational Development to ensure accurate training records are kept in compliance with the company’s quality system.

• Assist managers with learning needs assessment and training solutions that improve individual, team and organizational performance.

• Work with managers to ensure performance reviews are completed in a timely manner and feedback is valuable for the employee.

• Educate managers on employment law and the application of company policy.

• Facilitate classroom learning periodically on topics such as effective communication and management skills.

Staffing and Recruiting

Work with management and talent acquisition to identify and fill staffing needs. Anticipate staffing and talent constraints and offer creative solutions.

Coordinate with talent acquisition to advertise and network to identify potential candidates for open positions. Manage the application process and qualify potential candidates.