Human Resources Business Partner

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Join to apply for the Human Resources Business Partner role at Viking Group, Inc.

Be Part of Something That Matters

At Viking, we're not just building fire protection equipment - we're building peace of mind. Our products help protect lives and property around the world, and we take that responsibility seriously.

Be Part of Something That Matters

At Viking, we're not just building fire protection equipment - we're building peace of mind. Our products help protect lives and property around the world, and we take that responsibility seriously.

With over 100 years of experience and a reputation for doing things the right way, we're driven by our values : innovation, integrity, and a deep commitment to safety.

If you're looking for a career where your work truly makes an impact, where ideas are welcomed, growth is encouraged, and every day has purpose, Viking is the place for you. Join us and help protect what matters most!

The HR Business Partner (HRBP) acts as a strategic partner to a company's leadership, aligning human resources strategies with overall business goals. They bridge the gap between HR and business operations, working closely with managers to understand their needs and implementing solutions that drive employee engagement, performance, and organizational success.

Develops human resources strategy in support of needs, goals, and objectives. Helps influence business decisions by analyzing and reviewing human resources implications of planned changes in management, policies, procedures, programs, etc. Understands the organizational structure of the Company. Provides leadership for the HR department. Provides guidance and counsel to Managers. Responsible for Corporate wide human resources, employee relations and related communications.

Responsibilities

• Collaborating with senior management to understand business objectives and develop HR strategies that support those goals.
• Identifying and addressing talent needs, including recruitment, onboarding, performance management, and employee development.
• Acting as a point of contact for employee relations issues, fostering positive employee relations, and resolving conflicts.
• Analyzing HR data to identify trends, measure program effectiveness, and make data-driven recommendations.
• Ensure HR policies and practices comply with relevant laws and regulations, and implement new policies as needed.
• Continuous improvement of HR processes to ensure efficiency to best deliver HR support to the organization.
• Identifying training needs and facilitating the development of programs to enhance employee skills and knowledge.
• Overseeing performance management processes, including performance reviews, goal setting, and performance improvement plans.
• Supporting compensation and benefits administration, ensuring competitive and equitable pay practices.
• Facilitating communication between management and employees and promoting employee engagement initiatives.
• Oversees responsibilities for the HR Generalist(s).
• Identifies legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance.
• Management / oversight of employee records such as hires, promotions, transfers, performance reviews, and terminations, and employee statistics for government reporting.
• Manages the discipline / corrective action process.
• Responsible for labor negotiations, contract administration and grievance procedures.

Requirements

Seniority level

Seniority level

Director

Employment type

Employment type

Full-time

Job function

Job function

Human Resources

Industries

Wholesale Building Materials

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