Senior HR Business Partner

Description

POSITION SUMMARY

The Sr. Human Resources Business Partner is a key partner for the divisional Sales, Sales Operations, and Manufacturing Operations leadership teams and field HR teams.

In partnership with the VP, Human Resources, ensures strategic execution of talent management, talent acquisition, employee relations, project leadership, compensation, and workforce planning for assigned groups.

In partnership with regional and local HR leadership, this role also provides critical flow-to-work support for all manufacturing sites across the operating division, including investigations, front-line talent acquisition, project leadership / participation, and change management.

This position is based in our division headquarters in Golden Valley, Minnesota, and reports to the Vice President Human Resources, Packaging.

DUTIES AND RESPONSIBILITIES

Provide strategic business partner leadership for divisional Sales, Sales Operations, and Manufacturing Operations teams.

Partners with business through the development and execution of best practices, processes, policies, and procedures to address complex and acute issues.

Identifies continuous improvement opportunities, builds gap closure plans, and partners with business to manage change through implementation.

Leads and / or participates in local, regional, and divisional people projects; ensures project charter development, delegation or execution of workstream responsibilities, and delivery of project outcomes according to project timeline and quality expectations.

Acts as a change leader, owning change management workstream to ensure project success.

Conducts thorough, objective, and timely investigations. Thought partners with HR team members, site leaders, and legal team to resolve employee relations issues.

Identifies trends, themes, and data and develops / executes recommended solutions.

Oversees talent acquisition delivery for assigned partner groups. Leverage best practices, systems, tools, and processes to identify and select talent for location.

Guide leader decision making in selection practices and drive continuous improvement in talent acquisition activities. Provide flow-to-work talent acquisition support for manufacturing sites (phone screens, interview scheduling, background / drug, onboarding) as needed.

Guides strategic workforce planning for assigned area by partnering with the business to evaluate needs and organizational structure.

Provides thought partnership, analysis, and recommendations to influence organizational design. Ensures comprehensive sourcing strategy is deployed through team to attract talent.

Utilizes technology, best practices, resources, and innovative sourcing practices to expand sourcing pool and improve apply-to-offer and apply-to-start metrics.

Leads execution of ad hoc and cyclical people processes for assigned groups in the areas of compensation, performance management, discipline, talent planning, talent development, benefits, and talent acquisition.

Seek methods to improve processes and service delivery.

Provides performance management guidance to functional leaders (coaching, corrective action, performance management, talent development, and discipline) and builds capabilities in teams to deliver according to standard.

Where gaps exist, leverage data and best practices to drive continuous improvement in process, capabilities, tools, and systems.

Counsel with leaders regarding compensation in preparation of salary recommendations, internal transfers, market adjustments, and promotional recommendations.

Delivers additional value by partnering with Shared Services and Packaging HR team to drive improvements to process and tools.

• In partnership with Packaging team and Shared Services, ensures new teammates are onboarded successfully and retained. Drives continuous improvement in the new teammate onboarding experience.
• Support environmental, health, and safety initiatives and programs to facilitate a safe and healthy culture. Executes LDI workers’ compensation responsibilities in partnership with functional HR and Risk Management leadership.
• Other duties, as assigned.

REQUIRED EDUCATION, EXPERIENCE AND SKILLS

• Bachelors’ degree in Human Resources, Labor Relations, or similar discipline and 5+ years HR Business Partner / HR Generalist experience OR and equivalent combination of education and experience
• Must be able to travel up to 30%
• Strong knowledge of human resources policies and practices including ability to develop / recommend policies, to interpret and apply policies consistently in context of total problem resolution.
• Working knowledge of employment and labor laws and their implications. Knowledge of compensation programs, including salary program design and related federal and state regulations.
• Analytical and problem-solving experience, with the ability to see hidden problems and look beyond the obvious for answers, uses data to make decisions
• Experience with conflict management and influence - can bring others together and align forward
• Solid interpersonal, verbal and presentation skills with the ability and passion to engage with others authentically, establish trust, build long-lasting relationships - influence at all levels
• Experienced organizational and time management skills; multi-tasking and prioritizing, planning work activities efficiently to meet deadlines and high-level goals;

managing multiple projects simultaneously

Proficient in Microsoft Office products, including Word, Excel, PowerPoint and Outlook

PREFERRED EDUCATION, EXPERIENCE AND SKILLS

• Masters’ degree in Human Resources and / or Industrial / Labor Relations
• Previous manufacturing experience strongly preferred.
• Previous experience with advanced Microsoft Excel functions (pivot tables, VLOOKUP, conditional formatting, IF statements, etc.)

PHYSICAL REQUIREMENTS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Regular sitting, standing, and walking throughout the day to accomplish tasks
• Manual and finger dexterity used regularly with some repetitive finger motions
• Ability to work in front of a computer screen for long periods of time
• Specific vision abilities include close and distance vision; able to identify colors, small letters, and numbers; hand / eye coordination, depth perception and able to adjust focus
• Hearing and speaking
• Other conditions may include frequent reaching, stretching, pushing, pulling, pinching, grasping, and gripping.

about our company :

Comprised of multiple companies with headquarters in New Hope, Minnesota, Liberty Diversified International (LDI) is a privately held company employing more than 1,900 individuals across our manufacturing facilities, production facilities and core business operations in Minnesota, Iowa, Nebraska, Illinois, Mississippi, Texas, Arizona, California, and Mexico.

With deep roots in the corrugated box manufacturing industry, we operate in the core markets of paper, packaging, workplace products, corrugated plastics and building products.

Since 1918, our values Caring, Innovation, Trust and Excellence have guided our day-to-day activities. We believe that when our employees are aligned with these values, we create superior solutions and service for our customers.

The LDI family of companies includes Liberty Packaging, Liberty Paper, Liberty Plastics (Custom Solutions and Quarrix Building Products) and Safco.

Liberty Diversified International is an equal opportunity employer and makes all employment decisions without regard to race, color, sex, religion, age, creed, sexual orientation, national origin, marital status, disability, or any other protected class.