Sr HR Business Partner - Baltimore Aircoil Company

Position Purpose

The Sr. Human Resources Business Partner acts as a mentor and internal consultant for leaders on matters of performance management, leadership capability and employee engagement. This position will execute workforce strategies and provide strategic support to key business leaders.  The Sr. HR Partner will maintain compliance with policies and procedures as well as all relevant government laws and regulations.  The role is responsible for partnering with senior management to identify business needs and provide HR solutions to execute on our growth agenda. Role has direct responsibility for employee relations, compensation and benefits administration, policy administration, and employee training and development of supported population. 

Accountabilities

• Partner with key business leaders to manage their organization effectively and position them for growth with a high level of employee engagement.
• Provides HR Business Partnership to assigned populations.  Advises on areas including but not limited to organizational design, recruitment, onboarding, talent management, recognition, training, performance, compliance and employee relations.
• Collaborate with team members to execute and drive workforce strategies in talent acquisition, talent management, total rewards, performance management, succession planning, retention, and people-risk management.
• Oversee compliance activities, including regulatory reporting, compliance training, audit processes for the supported population.
• Record retention management, policy administration, leave management to include worker’s compensation administration with focus on risk analysis, return to work programs and case management review.
• Advise and aide in the creation of strategies to attract, retain and motivate top talent.
• Participate in the development and implementation of various HR initiatives, programs, and policies to ensure successful alignment with business strategy.
• Act as a liaison between executives and people leaders and HR to ensure that HR services are aligned with internal talent needs.
• Advise and influence executive management on employee and organizational change initiatives.
• Use data analytics to provide insight to leaders as they drive organizational change and transformation.
• Works with regional HR colleagues at BAC to benchmark and develop programs/identify appropriate solutions as needed for the business. 
• Designs, develops and implements various people programs, may lead program across region.
• Leads plant employee relations and engagement activities.
• Innovates, looking for opportunities to introduce best practices that foster efficiency and create a positive employee experience

Knowledge & Skills

• Bachelor’s degree in Human Resource Management or a related field
• 7+ years of demonstrated HR experience ideally in industrial, manufacturing, or related environments.
• HR Certification Preferred (PHR, SHRM-CP, etc)
• HR Expertise with general knowledge of employment laws and practices.
• Intermediate experience of Microsoft Office and HRIS.
• Demonstrated attention to detail, problem-solving ability with strong organization/planning skills, and the ability to prioritize multiple tasks.
• Proven ability to recognize, address and manage conflict, in a fair and positive manner.
• Experience serving as a trusted coach or mentor by guiding others through developmental activities.
• Demonstrated experience with change management processes.
• Experience handling highly confidential work with discretion.
• Service mindset, well-developed written and verbal communication skills.
• High tolerance for ambiguity.
• Ability to occasionally work nights and weekends.
• Ideal candidates will have demonstrated knowledge and use of continuous improvement tools and processes and familiarity with organizational and team effectiveness concepts & principles.

Nature & Scope

The Sr. HR Business Partner reports to the Director HR - Americas.  The role supports and collaborates with all members of the HR team, functional managers and employees and organizational leaders.

Key Relationships

• Global Functional Leaders
• Regional and Global HR Teams
• Amsted Legal, Total Rewards, and Talent teams

Communication and Reasoning Ability

• Demonstrate a sense of urgency in responding effectively to sensitive issues. 
• Ability to make effective and persuasive presentations on complex topics to diverse audiences. 
• Ability to motivate and influence effectively with multiple stakeholder groups to take the desired action. 
• Ability to solve advanced problems and deal with a variety of options in complex situations. 

Working Conditions

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. While performing the duties of this job, the employee is regularly required to stand and walk up to 30% of the time.  Working conditions typically include those of a normal office environment, as well as standard hazards associated with the manufacturing environment including installed and rotating equipment. This position requires occasional lifting of up to 30 lbs. The position will require occasional donning of personal protective equipment, including steel toe shoes with metatarsal guards. Travel approximately 15%; domestic and international.

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)