Director, HR Business Partner Team
3.
2 Telford, PA Telford, PA Full-time Full-time Estimated:
$131K - $166K a year Estimated:
$131K - $166K a year 5 days ago 5 days ago 5 days ago About the role:
The Director, Human Resource Business Partner (HRBP) Team will be a key driver of the people strategy across each of the Solesis businesses.
In this role, the Director, HRBP will build and sustain relationships with senior leaders and the broader company.
The Director, HRBP will lead a team of Business Partners who are focused on fostering an employee-centric culture which emphasizes empowerment, quality, productivity, and the ongoing development of a high-performing and engaged workforce.
The Director, HRBP will effectively influence analysis, decision-making and execution in the areas of leadership, talent management and development, succession planning, change management, work force planning, organization development and design, performance management, employee engagement, career ladders and competencies, employee relations and communications.
The Director, HRBP will collaborate with their other HR Leader peers to diagnose needs, develop, and deliver solutions to support our organization.
This key strategic leadership role will provide the direction and alignment of strategic objectives to attract top talent, develop our employees, reward exceptional performance, and retain employees.
The successful candidate will be an effective trusted advisor and establish confidence and credibility with leaders and employees.
This position reports to the VP/Head of Human Resources and is a member of the HR Leadership Team.
What you'll do:
Serves as a strategic thought partner, change agent, and implementation advisor; be familiar with the strategic plans of the different Solesis businesses to help managers translate the business strategy and goals into HR related practices.
Leads, develops, empowers, and mentors a team of talented business partners to develop and deliver our programs Guide and support senior management and their teams in developing sustainable programs, practices, and behaviors to drive significant cultural change and enhance employee engagement and development.
Determine where to create unified and consistent programs and where to customize in partnership with their other HR peer leaders.
Coach and advise managers on the effectiveness of their teams, strategic business matters, talent topics and general HR issues.
Coaches and guides their broader HRBP team to meet the needs across each of the Solesis sites and teams.
Understands, advises and supports diverse teams across exempt and non-exempt populations.
Act as stewards of the employee experience and Solesis's culture.
Collaborates with internal stakeholders on business needs and heavily partners with their HR peers in Talent Acquisition and HR Total Rewards/HR Operations to elevate the overall effectiveness of HR service delivery, while optimizing a One HR approach.
Participates as a part of the core HR team in M&A, bringing the voice of the business from deal due diligence through post close integration Uses HRIS data to proactively assess staffing, employment activity, turnover and other HR metrics to improve the health of organization.
Drives the adoption of organization and process improvements through accountability and high expectations for excellence Leverages experience to support relationship building, change management, and problem solving Evaluates complicated situations with sound, independent judgment.
Maintains an independent mindset & effectively challenges where necessary.
In collaboration with the HRBP team and managers, addresses and resolves employee relations issues across the sites as well as conducts formal internal investigations as necessary and coaches managers on any appropriate disciplinary process or actions.
Implements and advises on talent development, employee and team growth and succession plans across the business.
Helps leaders turn plans into actionable activities that drive the business Identifies staffing requirements, participates in the selection and hiring process; interviews applicants and makes hire recommendations.
Provides coaching, feedback, and guidance to team members on a continual basis and takes an active role in developing, monitoring, and updating a career plan for advancement.
Completes performance appraisals and reviews with employees; recommends salary increases to management and HR.
Provides input to the department budgeting process and monitors and controls expenses through the year to meet budget requirements.
Other Duties Adheres to GMP/QSR requirements and follows applicable QMS documentation (e.
g.
, SOP's, Work Instructions) to successfully accomplish job requirements.
Follow Personal Protective Equipment (PPE) policies and procedures, including wearing hearing protection, safety shoes, gloves, eye protection as required.
Follows gowning procedures in designated areas.
Follows established safety requirements and adheres to the Health Safety and Environment Management System.
Performs other job-related responsibilities as assigned.
Who you are:
Bachelor's degree in Human Resources or equivalent.
Minimum of 10 years related progressive HR experience with previous experience in a manufacturing environment highly preferred.
Previous experience leading geographically dispersed HRBP teams strongly preferred.
Proven experience coaching and counseling all levels of staff on a wide variety of issues, and a thorough understanding of performance management systems and State and Federal employment law Strong business acumen with proven ability to understand and align business needs with HR solutions to move the business forward in a changing environment.
Exceptional networking and relationship building acumen with a drive for compromise across different perspectives The ideal candidate will effectively influence analysis, accountability, and decision-making in many areas that impact our people.
Ability to translate business vision and strategy into an executable HR agenda Ability to successfully communicate to a diverse audience Exceptional judgement and passion Technical competencies:
Talent Acquisition, Performance Management, Talent Management, Compensation and Benefits, Learning and Development/Training, Employee Relations, Understanding of Labor Law, HR Systems Highest professional ethics, integrity, empathy, and professional presence including the unwavering maintenance of business and employee confidentiality Must be analytical and able to make informed decisions based on experience and sound data Should possess a strong sense of urgency and the ability to infuse that in others Experienced at working effectively across multiple levels and across geographies of an organization and building successful cross functional partnerships Able to establish clear expectations, set objectives and bring multiple parties together to drive key initiative Travel & position location details:
Travel up to 20% between company locations, as needed.
Hybrid position that can be based in PA or NC near one of our company locations.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.
However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.
41 CFR 60-1.
35(c).
Estimated Salary: $20 to $28 per hour based on qualifications.
2 Telford, PA Telford, PA Full-time Full-time Estimated:
$131K - $166K a year Estimated:
$131K - $166K a year 5 days ago 5 days ago 5 days ago About the role:
The Director, Human Resource Business Partner (HRBP) Team will be a key driver of the people strategy across each of the Solesis businesses.
In this role, the Director, HRBP will build and sustain relationships with senior leaders and the broader company.
The Director, HRBP will lead a team of Business Partners who are focused on fostering an employee-centric culture which emphasizes empowerment, quality, productivity, and the ongoing development of a high-performing and engaged workforce.
The Director, HRBP will effectively influence analysis, decision-making and execution in the areas of leadership, talent management and development, succession planning, change management, work force planning, organization development and design, performance management, employee engagement, career ladders and competencies, employee relations and communications.
The Director, HRBP will collaborate with their other HR Leader peers to diagnose needs, develop, and deliver solutions to support our organization.
This key strategic leadership role will provide the direction and alignment of strategic objectives to attract top talent, develop our employees, reward exceptional performance, and retain employees.
The successful candidate will be an effective trusted advisor and establish confidence and credibility with leaders and employees.
This position reports to the VP/Head of Human Resources and is a member of the HR Leadership Team.
What you'll do:
Serves as a strategic thought partner, change agent, and implementation advisor; be familiar with the strategic plans of the different Solesis businesses to help managers translate the business strategy and goals into HR related practices.
Leads, develops, empowers, and mentors a team of talented business partners to develop and deliver our programs Guide and support senior management and their teams in developing sustainable programs, practices, and behaviors to drive significant cultural change and enhance employee engagement and development.
Determine where to create unified and consistent programs and where to customize in partnership with their other HR peer leaders.
Coach and advise managers on the effectiveness of their teams, strategic business matters, talent topics and general HR issues.
Coaches and guides their broader HRBP team to meet the needs across each of the Solesis sites and teams.
Understands, advises and supports diverse teams across exempt and non-exempt populations.
Act as stewards of the employee experience and Solesis's culture.
Collaborates with internal stakeholders on business needs and heavily partners with their HR peers in Talent Acquisition and HR Total Rewards/HR Operations to elevate the overall effectiveness of HR service delivery, while optimizing a One HR approach.
Participates as a part of the core HR team in M&A, bringing the voice of the business from deal due diligence through post close integration Uses HRIS data to proactively assess staffing, employment activity, turnover and other HR metrics to improve the health of organization.
Drives the adoption of organization and process improvements through accountability and high expectations for excellence Leverages experience to support relationship building, change management, and problem solving Evaluates complicated situations with sound, independent judgment.
Maintains an independent mindset & effectively challenges where necessary.
In collaboration with the HRBP team and managers, addresses and resolves employee relations issues across the sites as well as conducts formal internal investigations as necessary and coaches managers on any appropriate disciplinary process or actions.
Implements and advises on talent development, employee and team growth and succession plans across the business.
Helps leaders turn plans into actionable activities that drive the business Identifies staffing requirements, participates in the selection and hiring process; interviews applicants and makes hire recommendations.
Provides coaching, feedback, and guidance to team members on a continual basis and takes an active role in developing, monitoring, and updating a career plan for advancement.
Completes performance appraisals and reviews with employees; recommends salary increases to management and HR.
Provides input to the department budgeting process and monitors and controls expenses through the year to meet budget requirements.
Other Duties Adheres to GMP/QSR requirements and follows applicable QMS documentation (e.
g.
, SOP's, Work Instructions) to successfully accomplish job requirements.
Follow Personal Protective Equipment (PPE) policies and procedures, including wearing hearing protection, safety shoes, gloves, eye protection as required.
Follows gowning procedures in designated areas.
Follows established safety requirements and adheres to the Health Safety and Environment Management System.
Performs other job-related responsibilities as assigned.
Who you are:
Bachelor's degree in Human Resources or equivalent.
Minimum of 10 years related progressive HR experience with previous experience in a manufacturing environment highly preferred.
Previous experience leading geographically dispersed HRBP teams strongly preferred.
Proven experience coaching and counseling all levels of staff on a wide variety of issues, and a thorough understanding of performance management systems and State and Federal employment law Strong business acumen with proven ability to understand and align business needs with HR solutions to move the business forward in a changing environment.
Exceptional networking and relationship building acumen with a drive for compromise across different perspectives The ideal candidate will effectively influence analysis, accountability, and decision-making in many areas that impact our people.
Ability to translate business vision and strategy into an executable HR agenda Ability to successfully communicate to a diverse audience Exceptional judgement and passion Technical competencies:
Talent Acquisition, Performance Management, Talent Management, Compensation and Benefits, Learning and Development/Training, Employee Relations, Understanding of Labor Law, HR Systems Highest professional ethics, integrity, empathy, and professional presence including the unwavering maintenance of business and employee confidentiality Must be analytical and able to make informed decisions based on experience and sound data Should possess a strong sense of urgency and the ability to infuse that in others Experienced at working effectively across multiple levels and across geographies of an organization and building successful cross functional partnerships Able to establish clear expectations, set objectives and bring multiple parties together to drive key initiative Travel & position location details:
Travel up to 20% between company locations, as needed.
Hybrid position that can be based in PA or NC near one of our company locations.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.
However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.
41 CFR 60-1.
35(c).
Estimated Salary: $20 to $28 per hour based on qualifications.
|
|
 | |
