Senior Human Resources Business Partner

The Sr. Human Resources Business Partner works to enhance the P&L through collaborating with departmental leads on what their true human needs are for optimal functioning. Then assisting where needed to define what the talent gaps are and collaborating to reduce the gap.

This role may act as a project lead on HR projects, leading efforts of peers in the development of assigned programs, policies and other projects.

Key to success in this role is to understand the business and link it to the HR strategy to generate actionable business insight. This individual should take a data-driven approach to diagnosing a challenge and developing tailored solutions for the business.

Essential Functions :

Performance Management

Help leaders diagnose and solve performance problems

Identify trends and issues with performance across the region and propose solutions

Project manage the execution of goal setting, formal feedback and reviews, and pay planning

Workforce Planning Development

Develop, execute, and monitor the strategic workforce plan to ensure the best talent is available for critical positions as needed

Assess the performance, potential, and readiness of talent for critical positions (e.g., leadership and supervision, specific functional / technical roles)

Provide coaching and developmental support for high potential and high performing talent through one-on-one interaction and planned development interventions

Drive improvement and / or exit plans for under-performers through the managers

Project-manage the execution of succession planning and individual development planning process

Staffing and Onboarding

Assists managers with job design and decisions about opening requisitions

Provide guidance to recruiting function in sourcing and screening candidates, as well as new hire compensation

Assesses candidates as part of the hiring team and provides hiring manager an opinion

Ensures appropriate processes are followed for staffing open positions

Customizes on-boarding plans for key positions and works through hiring managers to implement

Orients new employees to ensure they are properly informed about the organization and advised of employee benefits, programs and responsibilities.

Compensation

Monitors exempt and hourly staff compensation and makes recommendations to keep it cost effective and at competitive levels

Coordinates with the compensation committee in the development, evaluation and classification of jobs and communicates the market trends, recruitment challenges and retention issues which may impact compensation decisions for certain classifications or geographic locations

Works with Payroll and HRIS to ensure understanding of and accurate and timely processing of employee time reports, personnel actions and the integrity of information in the HRIS.

Labor Relations

Studies and interprets collective bargaining agreements and provides recommendations to managers / supervisors to ensure consistent and equitable application of labor agreements

Trains and coaches managers in the actions / behaviors that align with the contract and create a positive working environment

Works with the Employee and Labor Relations Director to plan and execute the labor relations and / or positive employee relations plans

Assists and may lead, as necessary, union negotiations and mediation

Acts as HR representative to assist in grievance resolution

Employee Relations

Acts as escalation point for employee complaints and issues

Coaches managers in preparing and executing on plans to solve employee relations issues

Researches, analyzes and conducts internal investigations related to employee complaints of unlawful discrimination or other issues of a serious nature. Drafts responses and recommends appropriate action

Organization Design

Identifies organization design issues which hinder performance and propose solutions

Team Effectiveness

Assess team effectiveness for critical teams, identify trends and issues and propose solutions

Act as a trusted resource and help to manage conflict or issues among leadership teams

Cultural Development

Assess employee attitudes and their impact on organizational performance

Diagnose issues and propose solutions

HR Operations

Consults with leaders on the interpretation and application of federal, state and local regulations and on Company policies, procedures and programs

Reviews recommended personnel actions to ensure compliance with company guidelines and applicable federal and / or state rules and regulations; recommends course of action; maintains pertinent statistics and prepares reports

Coordinates the maintenance of complete and accurate files and records in support of human resources programs and initiatives

Qualifications :

Bachelor's degree or equivalent combination of education and experience

10+ years of human resources experience

Experience working in a union environment

Excellent verbal and written communication skills

Ability to manage multiple conflicting priorities

Ability to influence and get work done through others

Experience identifying obstacles and creating solutions to complex problems

Excellent computer skills, including Word, Excel, PowerPoint and Outlook

Experience with relationship and consensus building

Experiencedesigning and delivering presentations, documenting issues, alternatives andrecommendations in an effective manner

This position offers competitive pay along with a variety of benefits including medical, dental and vision plans for both you and your dependents; 401k with company match, Flexible Time Off, and paid holidays.

PLEASE NOTE : The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills required.

All U.S. applicants must be 18 years of age or older and all Canada applicants must be 16 years of age or older.

Radius Recycling participates in E-Verify for all U.S. new hires.

An offer of U.S. employment by Radius Recycling or any of its subsidiaries is contingent on the satisfactory completion of a post-offer drug screen and background check.

All new hires must review and sign an Arbitration Agreement. This applies to all U.S. non-union employees.

As an Equal Opportunity Employer, Radius Recycling does not discriminate on the basis of race, religion, color, sex, marital status, disability status, national origin or ancestry, veteran status, age, prior industrial injury, sexual orientation, genetic information, or any other protected status under local, state or federal law.

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