HR Business Partner

Job Description

Job Description

Fleet Response’s mission is to provide innovative and effective service to our clients and to maintain a high standard of professionalism and partnership in an environment that fosters opportunity, integrity, and excellence.

Our mission would not be possible without an environment that is created from mutual trust and respect, coupled with a commitment to diversity, equity & inclusion

Our commitment to diversity, equity & inclusion aligns with our corporate values and is supported at the highest levels in the Company.

Diversity helps to drive new business, fuel innovation, and attract and retain the best employees. It makes a difference in the workplace, marketplace, and community advancing the way we live and work.

Are you interested in joining a fast growing and customer focused company that is constantly rated as one of the Top Workplaces in Northeast Ohio ?

Do you feel that hard work should pay off and you value things like workplace flexibility, career advancement opportunities, a positive culture, and a genuine feeling that you belong to a team?

If so, you would be perfect for Fleet Response.

Fleet Response specializes in providing services to corporations who self-insure physical damages to their fleets. Built from an insurance background with an eye for detail, Fleet Response prides itself on offering a variety of customized services to all our clients.

Additional Benefits :

We offer a best-in-class benefits package including PTO, 401(k) Employer Contribution, Medical, Dental, Vision, Life, Disability and several voluntary benefit options.

Job Summary

The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization.

Essential Duties and Responsibilities

Includes, but is not limited to, the following :

• Conducts weekly meetings with department leadership.
• Consults with supervisors and manager providing HR guidance when appropriate.
• Analyzes trends and metrics in partnership with the HR consulting group to develop solutions, programs and policies.
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.

Partners with HR consulting group as needed / required.

• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides HR policy guidance and interpretation in partnership with the HR consulting group.
• Develops offer terms in partnership with leaders for new hires, promotions and transfers.
• Provides guidance and input on business unit restructures, workforce planning and succession planning.
• Partners with HR consulting group on ADA and LOA to ensure leadership education and compliance with the process.
• Identifies training needs for business units and individual executive coaching needs.
• Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
• Responsible for conducting onboarding and training orientation for new employees.
• Drives organizational DE&I initiatives in partnership with the Executive Team and employee committee.
• Partners with HR consulting group on recruiting initiatives, occasionally assisting with resume review and phone screenings for potential candidates.
• Participate in the continual development of HR programs, such as recruiting, retention, compensation, leave of absence, benefits, and Learning & Development.
• Proactively seek ongoing knowledge and expertise in the HR environment as well as general business trends and practices;

share expertise with others.

Performs other related duties as assigned.

Qualifications

5-7 years of related or equivalent human resources experience inclusive of experience resolving complex employee relations issues;

Bachelor’s degree in Human Resources or Business Administration preferred.

• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.
• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential highly desirable.
• Advanced foundation of HR knowledge particularly, understanding of federal, state and local employment laws, regulations, and practices;

multistate is ideal; as well as a keen ability to serve as a business partner.

• Familiarity with general business management functions. Proven ability to work cross-functionally within an organization, particularly with leadership or at an executive level.
• Proficient with Microsoft Office Suite or related software.

This role requires regular on-site attendance at the company headquarters in Hudson, Ohio with potential need for periodic travel.