Job Description

POSITION SUMMARY

Partner with assigned business areas to oversee daily operations and successful execution of Talent & Culture practices and policies. Including but not limited to, staffing, onboarding, employee development, employee engagement, employee relations, retention, and culture regulations.

ESSENTIAL JOB FUNCTIONS

Build Collaborative Relationships: Foster strong partnerships with designated business areas to enhance the management of talent and culture across the organization.

Support Organizational Structures: Assist in the development of effective organizational frameworks by reviewing new positions, completing job description questionnaires, and managing job transitions alongside leaders and cross-functional HR teams.

Facilitate Training Programs: Lead and coordinate training initiatives for employees and management, including programs like DISC, Change Management, Skill Path, and Alchemy, in collaboration with the Talent Management team.

Oversee Regulatory Compliance: Ensure timely completion of necessary regulatory reports, such as OSHA 300/301 forms, and manage the I-9 and E-Verify processes.

Manage Administrative Processes: Ensure that administrative tasks—including leave of absence tracking, SAP data entry, and employee file maintenance—are executed accurately and punctually.

Investigate and Resolve Issues: Conduct thorough investigations of employment-related concerns, providing objective solutions that align with federal and state regulations and company policies. Prepare reports and analyze trends to recommend resolutions to stakeholders.

Recruitment Oversight: Oversee the recruitment and selection process in compliance with applicable regulations. Ensure background checks and drug screenings for new hires are completed, and analyze metrics to align recruitment efforts with business needs.

Enhance Employee Engagement and Onboarding: Manage the onboarding process, including employee orientation and training on HR policies and company expectations. Conduct stay and exit interviews, analyze data and trends, and recommend improvements based on findings.

MINIMUM QUALIFICATIONS

• Bachelors in Human Resources, Business, Management or related field or equivalent experience
• Five (5) years’ progressive Human Resources experience
• Two (2) years in a leadership role influencing human resource-related change within an organization

Preferred Qualifications

• Professional in Human Resources (PHR) / Senior Professional in Human Resources (SPHR) Certification
• SAP HR systems experience

KNOWLEDGE, SKILLS AND ABILITIES (KSA’s)

Regulatory Knowledge: Familiar with federal, state, and local laws, including EEO, OSHA, and OFCCP compliance standards.

Microsoft Office Skills: Proficient in Microsoft Office applications such as Outlook, Word, Excel, and PowerPoint at an intermediate level.

Analytical Problem Solver: Ability to identify challenges, assess information, explore options, and implement effective solutions.

Clear Communicator: Adept at conveying complex ideas simply and effectively, both in writing and verbally, across all levels of the organization.

Collaborative Relationship Builder: Experience in developing strong professional relationships with Talent & Culture and cross-functional teams to promote a cooperative work environment.

High-Pressure Efficiency: Proven track record of delivering accurate results under tight deadlines, maintaining professionalism, and excelling in independent work.

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