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Human Resources Business Partner, Professional III The candidate provides guidance and input on business unit restructures, workforce planning and succession planning. Identifies training needs for business units and individual executive coaching needs. Participates in strategic direction for business units in relation to human resource and business functions. Consults with all levels of line management, providing HR guidance when appropriate. Analyzes trends and metrics in partnership with the HR 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 the legal department 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. Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. Must have a Bachelor’s Degree in Psychology, Business, Organizational Development, Human Resources or related field with 5 years of experience in business or human resources related work; a Master’s Degree in Business, Organizational Development or related field with 3 years of experience in business or human resources related work; and/or a Ph.D. in Business, Organizational Development or related field. Must have 5+ years of experience resolving complex employee relations issues. Should have working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws. Relevant Bachelor's Degree and 5+ years of experience or equivalent relevant education/experience. Or, relevant Master's Degree and 3+ years of experience or equivalent relevant education/experience. Or, relevant PhD or equivalent relevant education/experience. Or, relevant JD degree or equivalent relevant education/experience. Should have complete understanding and wide application of technical principles, theories and concepts in the field. Considerable knowledge of laws, regulations, principles, procedures and practices related to specific field is required. Should have the ability to use various computer software programs. Must have certification in conflict resolution and/or SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within two years of employment. Strong knowledge of compensation systems, processes, and trends preferred.
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