Business Partner, HR (Telford, PA)
2.
6 Telford, PA Telford, PA $106,000 - $130,000 a year $106,000 - $130,000 a year 12 days ago 12 days ago 12 days ago JOB
Summary:
The Human Resource Business Partner (HRBP) creates and executes HR strategy for multiple business platforms in the assigned region.
The HRBP ensures effective and impactful implementation of human resources practices, processes and programs that support organizational effectiveness and associate development.
This position will lead and/or participate in the design and/or implementation of HR processes, practices, programs and initiatives that contribute to organizational success.
In addition, the HRBP builds credibility and maintains strong relationships with cross-functional partners, helping to achieve organizational goals initiatives and drive business results.
ORGANIZATIONAL EFFECTIVENESS & DEVELOPMENT:
Works with client leaders to execute all annual CECO Human Resources processes efficiently and effectively for client organizations.
These processes include HR Planning (Succession Planning), Performance Management and Development, & Compensation.
Assists client groups with organizational capability and capacity analyses and planning, organization design, employee relations and associate engagement.
Acts as the trusted advisor of client leaders to assist them in carrying out their business and functional plans, including operational strategy.
Identifies and capitalizes on opportunities to drive &/or lead change.
Facilitates change management initiatives within assigned client units incorporating a methodology that includes:
a business case for change, identification of primary stakeholders, process mapping, communications planning, action/transition planning, visioning sessions, conflict resolution, team building, and after-action review assessments.
Develops & conducts team development/team building strategies both proactively and when necessary to improve team performance.
Presents options to managers on organizational structure, roles & responsibilities, staffing levels, etc.
Consults with clients to understand training and development needs across their functional groups, to identify trends, patterns, etc.
, and presents recommendations as part of organizational training needs assessment.
In conjunction with HR Leader, leads discussions on all decisions affecting reductions-in-force or layoffs (voluntary & involuntary) within their client organizations.
Assists with the development and execution of such plans.
Provides guidance to clients to objectively assess and bring to resolution employee relations issues, claims, and charges.
Looks for trends and root causes as opportunities to improve organizational/team and associate satisfaction.
Tracks claims & charges and measures improvement.
Lead labor relations including but not limited to contract negotiations, grievances, etc.
.
STAFFING:
Works closely with hiring manager and talent acquisition partner to establish position requirements, necessary skills & competencies for current & future needs and successful recruitment strategy including sourcing.
Leads the hiring manager and his/her team through effective assessment and selection methodologies using behavioral based selection methodology.
Participates on the interview team for critical roles.
COMPENSATION:
Consults with managers on all pay-related decisions including new hire offers, merit increases, market pricing data, incentive recommendations, stock option recommendations, career-related and other such adjustments.
Partners with Talent Acquisition on all new hire offer compensation recommendations.
Works with leadership team members during annual Compensation Planning to ensure alignment of rewards to performance, and that rewards are used as organizational levers.
PERFORMANCE MANAGEMENT:
Assist managers with all aspects of the annual performance management and development process including coaching leaders on effective documentation practices for good and poor performance.
Ensures legal compliance and provides constructive feedback to evaluator to improve quality of evaluation where necessary.
OTHER
Responsibilities:
Will serve as a leader related to U.
S.
based process and/or program creation and improvements i.
e.
, Change Management, Rewards and Recognition, Continuous Improvement, etc.
Lead special projects that arise.
Understand the goal, develop, and implement project process and develop and present sound proposal.
May also implement selected solution.
Responsible for other duties as assigned.
EDUCATION AND
Experience:
A Bachelor's Degree in Human Resources, Business Administration, or a related field and minimum 5 years of experience; Minimum of 5 years professional experience in HR including labor relations and management, with at least four in a generalist that required change management, organizational effectiveness/development, policy development and administration, recruitment/selection, compensation, employment law, positive employee relations, performance management, HRIS and/or employee and management training/development.
Master's degree in Human Resources, Business Administration, Organizational Development or related field is a plus.
1 year Project Management experience and 2 years Change Management experience.
Advanced Microsoft Office Suite; ADP or other HRIS systems applications.
Experience supporting a diverse client group including manufacturing and non-manufacturing clients ranging from hourly unionized operating associates to professional business functions.
Experience working in mid complex environments and matrixed organization is desirable.
Prior HR experience in engineering design or commercial industrial industry experience is helpful.
Works with client leaders to execute all annual CECO Human Resources processes efficiently and effectively for client organizations.
These processes include HR Planning (Succession Planning), Performance Management and Development, & Compensation.
Assists client groups with organizational capability and capacity analyses and planning, organization design, employee relations and associate engagement.
Acts as the trusted advisor of client leaders to assist them in carrying out their business and functional plans, including operational strategy.
Identifies and capitalizes on opportunities to drive &/or lead change.
Facilitates change management initiatives within assigned client units incorporating a methodology that includes:
a business case for change, identification of primary stakeholders, process mapping, communications planning, action/transition planning, visioning sessions, conflict resolution, team building, and after-action review assessments.
Develops & conducts team development/team building strategies both proactively and when necessary to improve team performance.
Presents options to managers on organizational structure, roles & responsibilities, staffing levels, etc.
Consults with clients to understand training and development needs across their functional groups, to identify trends, patterns, etc.
, and presents recommendations as part of organizational training needs assessment.
In conjunction with HR Leader, leads discussions on all decisions affecting reductions-in-force or layoffs (voluntary & involuntary) within their client organizations.
Assists with the development and execution of such plans.
Provides guidance to clients to objectively assess and bring to resolution employee relations issues, claims, and charges.
Looks for trends and root causes as opportunities to improve organizational/team and associate satisfaction.
Tracks claims & charges and measures improvement.
Lead labor relations including but not limited to contract negotiations, grievances, etc.
.
Works closely with hiring manager and talent acquisition partner to establish position requirements, necessary skills & competencies for current & future needs and successful recruitment strategy including sourcing.
Leads the hiring manager and his/her team through effective assessment and selection methodologies using behavioral based selection methodology.
Participates on the interview team for critical roles.
Consults with managers on all pay-related decisions including new hire offers, merit increases, market pricing data, incentive recommendations, stock option recommendations, career-related and other such adjustments.
Partners with Talent Acquisition on all new hire offer compensation recommendations.
Works with leadership team members during annual Compensation Planning to ensure alignment of rewards to performance, and that rewards are used as organizational levers.
Assist managers with all aspects of the annual performance management and development process including coaching leaders on effective documentation practices for good and poor performance.
Ensures legal compliance and provides constructive feedback to evaluator to improve quality of evaluation where necessary.
Will serve as a leader related to U.
S.
based process and/or program creation and improvements i.
e.
, Change Management, Rewards and Recognition, Continuous Improvement, etc.
Lead special projects that arise.
Understand the goal, develop, and implement project process and develop and present sound proposal.
May also implement selected solution.
Responsible for other duties as assigned.
A Bachelor's Degree in Human Resources, Business Administration, or a related field and minimum 5 years of experience; Minimum of 5 years professional experience in HR including labor relations and management, with at least four in a generalist that required change management, organizational effectiveness/development, policy development and administration, recruitment/selection, compensation, employment law, positive employee relations, performance management, HRIS and/or employee and management training/development.
Master's degree in Human Resources, Business Administration, Organizational Development or related field is a plus.
1 year Project Management experience and 2 years Change Management experience.
Advanced Microsoft Office Suite; ADP or other HRIS systems applications.
Experience supporting a diverse client group including manufacturing and non-manufacturing clients ranging from hourly unionized operating associates to professional business functions.
Experience working in mid complex environments and matrixed organization is desirable.
Prior HR experience in engineering design or commercial industrial industry experience is helpful.
.
Estimated Salary: $20 to $28 per hour based on qualifications.
6 Telford, PA Telford, PA $106,000 - $130,000 a year $106,000 - $130,000 a year 12 days ago 12 days ago 12 days ago JOB
Summary:
The Human Resource Business Partner (HRBP) creates and executes HR strategy for multiple business platforms in the assigned region.
The HRBP ensures effective and impactful implementation of human resources practices, processes and programs that support organizational effectiveness and associate development.
This position will lead and/or participate in the design and/or implementation of HR processes, practices, programs and initiatives that contribute to organizational success.
In addition, the HRBP builds credibility and maintains strong relationships with cross-functional partners, helping to achieve organizational goals initiatives and drive business results.
ORGANIZATIONAL EFFECTIVENESS & DEVELOPMENT:
Works with client leaders to execute all annual CECO Human Resources processes efficiently and effectively for client organizations.
These processes include HR Planning (Succession Planning), Performance Management and Development, & Compensation.
Assists client groups with organizational capability and capacity analyses and planning, organization design, employee relations and associate engagement.
Acts as the trusted advisor of client leaders to assist them in carrying out their business and functional plans, including operational strategy.
Identifies and capitalizes on opportunities to drive &/or lead change.
Facilitates change management initiatives within assigned client units incorporating a methodology that includes:
a business case for change, identification of primary stakeholders, process mapping, communications planning, action/transition planning, visioning sessions, conflict resolution, team building, and after-action review assessments.
Develops & conducts team development/team building strategies both proactively and when necessary to improve team performance.
Presents options to managers on organizational structure, roles & responsibilities, staffing levels, etc.
Consults with clients to understand training and development needs across their functional groups, to identify trends, patterns, etc.
, and presents recommendations as part of organizational training needs assessment.
In conjunction with HR Leader, leads discussions on all decisions affecting reductions-in-force or layoffs (voluntary & involuntary) within their client organizations.
Assists with the development and execution of such plans.
Provides guidance to clients to objectively assess and bring to resolution employee relations issues, claims, and charges.
Looks for trends and root causes as opportunities to improve organizational/team and associate satisfaction.
Tracks claims & charges and measures improvement.
Lead labor relations including but not limited to contract negotiations, grievances, etc.
.
STAFFING:
Works closely with hiring manager and talent acquisition partner to establish position requirements, necessary skills & competencies for current & future needs and successful recruitment strategy including sourcing.
Leads the hiring manager and his/her team through effective assessment and selection methodologies using behavioral based selection methodology.
Participates on the interview team for critical roles.
COMPENSATION:
Consults with managers on all pay-related decisions including new hire offers, merit increases, market pricing data, incentive recommendations, stock option recommendations, career-related and other such adjustments.
Partners with Talent Acquisition on all new hire offer compensation recommendations.
Works with leadership team members during annual Compensation Planning to ensure alignment of rewards to performance, and that rewards are used as organizational levers.
PERFORMANCE MANAGEMENT:
Assist managers with all aspects of the annual performance management and development process including coaching leaders on effective documentation practices for good and poor performance.
Ensures legal compliance and provides constructive feedback to evaluator to improve quality of evaluation where necessary.
OTHER
Responsibilities:
Will serve as a leader related to U.
S.
based process and/or program creation and improvements i.
e.
, Change Management, Rewards and Recognition, Continuous Improvement, etc.
Lead special projects that arise.
Understand the goal, develop, and implement project process and develop and present sound proposal.
May also implement selected solution.
Responsible for other duties as assigned.
EDUCATION AND
Experience:
A Bachelor's Degree in Human Resources, Business Administration, or a related field and minimum 5 years of experience; Minimum of 5 years professional experience in HR including labor relations and management, with at least four in a generalist that required change management, organizational effectiveness/development, policy development and administration, recruitment/selection, compensation, employment law, positive employee relations, performance management, HRIS and/or employee and management training/development.
Master's degree in Human Resources, Business Administration, Organizational Development or related field is a plus.
1 year Project Management experience and 2 years Change Management experience.
Advanced Microsoft Office Suite; ADP or other HRIS systems applications.
Experience supporting a diverse client group including manufacturing and non-manufacturing clients ranging from hourly unionized operating associates to professional business functions.
Experience working in mid complex environments and matrixed organization is desirable.
Prior HR experience in engineering design or commercial industrial industry experience is helpful.
Works with client leaders to execute all annual CECO Human Resources processes efficiently and effectively for client organizations.
These processes include HR Planning (Succession Planning), Performance Management and Development, & Compensation.
Assists client groups with organizational capability and capacity analyses and planning, organization design, employee relations and associate engagement.
Acts as the trusted advisor of client leaders to assist them in carrying out their business and functional plans, including operational strategy.
Identifies and capitalizes on opportunities to drive &/or lead change.
Facilitates change management initiatives within assigned client units incorporating a methodology that includes:
a business case for change, identification of primary stakeholders, process mapping, communications planning, action/transition planning, visioning sessions, conflict resolution, team building, and after-action review assessments.
Develops & conducts team development/team building strategies both proactively and when necessary to improve team performance.
Presents options to managers on organizational structure, roles & responsibilities, staffing levels, etc.
Consults with clients to understand training and development needs across their functional groups, to identify trends, patterns, etc.
, and presents recommendations as part of organizational training needs assessment.
In conjunction with HR Leader, leads discussions on all decisions affecting reductions-in-force or layoffs (voluntary & involuntary) within their client organizations.
Assists with the development and execution of such plans.
Provides guidance to clients to objectively assess and bring to resolution employee relations issues, claims, and charges.
Looks for trends and root causes as opportunities to improve organizational/team and associate satisfaction.
Tracks claims & charges and measures improvement.
Lead labor relations including but not limited to contract negotiations, grievances, etc.
.
Works closely with hiring manager and talent acquisition partner to establish position requirements, necessary skills & competencies for current & future needs and successful recruitment strategy including sourcing.
Leads the hiring manager and his/her team through effective assessment and selection methodologies using behavioral based selection methodology.
Participates on the interview team for critical roles.
Consults with managers on all pay-related decisions including new hire offers, merit increases, market pricing data, incentive recommendations, stock option recommendations, career-related and other such adjustments.
Partners with Talent Acquisition on all new hire offer compensation recommendations.
Works with leadership team members during annual Compensation Planning to ensure alignment of rewards to performance, and that rewards are used as organizational levers.
Assist managers with all aspects of the annual performance management and development process including coaching leaders on effective documentation practices for good and poor performance.
Ensures legal compliance and provides constructive feedback to evaluator to improve quality of evaluation where necessary.
Will serve as a leader related to U.
S.
based process and/or program creation and improvements i.
e.
, Change Management, Rewards and Recognition, Continuous Improvement, etc.
Lead special projects that arise.
Understand the goal, develop, and implement project process and develop and present sound proposal.
May also implement selected solution.
Responsible for other duties as assigned.
A Bachelor's Degree in Human Resources, Business Administration, or a related field and minimum 5 years of experience; Minimum of 5 years professional experience in HR including labor relations and management, with at least four in a generalist that required change management, organizational effectiveness/development, policy development and administration, recruitment/selection, compensation, employment law, positive employee relations, performance management, HRIS and/or employee and management training/development.
Master's degree in Human Resources, Business Administration, Organizational Development or related field is a plus.
1 year Project Management experience and 2 years Change Management experience.
Advanced Microsoft Office Suite; ADP or other HRIS systems applications.
Experience supporting a diverse client group including manufacturing and non-manufacturing clients ranging from hourly unionized operating associates to professional business functions.
Experience working in mid complex environments and matrixed organization is desirable.
Prior HR experience in engineering design or commercial industrial industry experience is helpful.
.
Estimated Salary: $20 to $28 per hour based on qualifications.
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