Human Resources Business Partner

Are you a strategic HR professional with a passion for driving organizational success through innovative people solutions? Join Rockline as an HR Business Partner, where you'll engage with dynamic business units to deliver impactful HR strategies and foster a thriving workforce. Be the key point of contact for employees and managers, shaping talent initiatives and enhancing employee engagement in a collaborative and inclusive environment. If you're ready to make a significant impact, we want to hear from you.

At Rockline, we are dedicated to fostering a dynamic and inclusive workplace. Our team is committed to attracting, retaining, and developing top talent to drive our business forward. We believe that our employees are our greatest asset, and we strive to create an environment where everyone can be "people who make it right."

Job Overview: We are seeking a highly motivated and experienced HR Business Partner to join our team. In this role, you will engage with business units to provide strategic HR support, deliver tailored HR solutions, and support initiatives aimed at attracting, retaining, and developing a dynamic workforce. As the single point of contact for employees and managers within your assigned business units, you will play a crucial role in shaping our organizational talent strategies and fostering employee engagement.

Key Responsibilities:

• Proactively support the delivery of HR processes within business units, building strong relationships with managers and associates.
• Coach managers and directors on HR issues such as strategic planning, employee relations, engagement, and talent strategy development.
• Design and support HR initiatives and programs related to policy development, regulatory compliance, performance management, and associate relations.
• Provide oversight for assigned programs, including best practice HR audits, social compliance audits, policy development and implementation, EEO/affirmative action, and stay/exit interviews.
• Act as a performance improvement driver, fostering positive changes in people management.
• Manage corporate business units and global HR projects that require cross-functional participation.
• Advise managers on organizational policy matters, including equal employment opportunity, harassment, and other regulatory compliance issues.
• Identify gaps and propose changes to mitigate risks and create opportunities for effective people management.
• Lead employee engagement initiatives, respond to associate HR inquiries, administer perception surveys, and coordinate milestone and retirement celebrations.
• Provide guidance on market compensation, job description consistency, and employment-related legal issues.

Qualifications:

• Bachelor’s degree in Business, Marketing, HR, or a related field required.
• PHR/SPHR certification desired.
• 7 years of business-related consulting experience across multiple HR disciplines.
• Strong familiarity with HR regulations and labor laws.
• In-depth knowledge of recruitment and development principles and procedures.
• Strong business acumen and effective written and verbal communication skills.
• Proven project management and change management skills.
• Excellent time management and prioritization abilities.
• Analytical and critical thinking skills with a team-oriented mindset.

Why Rockline?

• Opportunity to make a significant impact on our organization and workforce.
• Collaborative and inclusive work environment.
• Professional growth and development opportunities.
• Comprehensive benefits package.

If you are a strategic thinker with a passion for HR and a desire to drive positive change, we would love to hear from you. Join us at Rockline and help us shape the future of our workforce.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)