Sr. Human Resource Business Partner-Onsite at Holt Texas

Job Summary:

The HR Business Partner will proactively partner with business leaders on a regular basis on performance management, org development, onboarding, and engagement and retention. In addition to partnering with leaders across the business, this position will work closely with Talent Development, Talent Acquisition, and Onboarding to ensure cohesion and adoption of process updates and programs to ensure the most positive employee experience.

What can HOLT CAT offer you?

• A competitive salary, commensurate with your experience and competencies.
• A comprehensive and robust benefits program that includes complete health care, 401(k) matching & Profit-Sharing plan (ROTH and traditional), paid holidays, and a front-loaded PTO program.
• A Tuition Reimbursement program to support the pursuit of accredited college courses.
• An employee development program with professional development staff that allows you to grow your skills and build your competencies to prepare you for future opportunities at HOLT. 

Qualifications and Requirements:

• Bachelor’s degree in Business, HR, or related field-preferred.
• 6+ years’ experience as a Generalist/HRBP required.
• 5+ more years of experience in employee relations required.
• SHRM/HRCI credential, preferred.
• Bilingual (Spanish), preferred.
• Strong project management skills.
• Comfortable adapting to change in a fast-paced, dynamic, and ambiguous environment.
• Knowledge of state and federal laws, statutes, regulations, and administrative procedures associated with employment.
• Ability to build strong relationships quickly through demonstrated confidentiality.
• Excellent computer skills including Office 365 and previous experience using HRIS
• Demonstrated leadership and analytical skills.
• Outstanding interpersonal, verbal, and written communication skills that facilitate prompt and constructive solutions.
• Ability to use independent judgment, problem-solve, be creative and answer questions.
• Technical expertise, influencing capabilities, and self-management capabilities.
• Ability to communicate both verbally and in writing with all levels of management, as well as outside individuals and groups.
• Proven ability to partner with individuals effectively and respectfully at varying levels within an organization.
• Experience interpreting People Data and architecting action plans.
• Ability to work on multiple projects and deal effectively with employees and management.
• Ability to identify complex problems and to review related information to develop and evaluate options and implement solutions.
• Strong coaching, conflict resolution, relationship and team building skills and demonstrated ability to influence business leaders.

Essential Functions:

• Model, promote, reinforce, and reward the consistent use of HOLT’s Values Based Leadership (VBL) tools, models, and processes to ensure alignment with our Vision, Values, and Mission.
• Identify potential employee relations issues and follow the business conversation while driving consistent HR processes with Front Line Managers and internal customers.
• Meet with business groups on a regular cadence to provide information, discuss business updates, and partner and propose creative solutions.
• Coach leaders on how to manage change and communicate effectively within their teams.
• Lead the Performance Review Process and train managers on how to manage team performance in alignment with our competencies and values.
• Hosts open-office hours and drafting onboarding plans for leadership roles.
• Partner with Talent Acquisition, Onboarding, and IT to ensure all onboarding is complete and timely.
• Support performance management through research of best practices, drafting PIA/corrective action.
• Work with internal/external counsel to navigate complex employee relations issues.
• Support the development of engagement and retention programs by analyzing employee feedback survey results, work with managers to develop, and implement action plans where appropriate.
• Conduct 1:1 exit interviews with leadership roles and employees, analyze data to make recommendations to management for corrective action and continuous improvement.
• Communicate and help employees and managers interpret and apply human resources policies, procedures, and programs, as needed.
• Participate in delivery, evaluation, and monitoring of training/leadership development programs to ensure success.
• Identify training needs for business units and individual coaching needs.
• Perform other duties as assigned

Travel:

• Up to 25% travel required; ability to travel frequently to and from meetings or other business-related events both inter-state and out of state
• Valid Driver’s License

Disclaimer:

Please note that the above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not to be interpreted as an exhaustive list of all responsibilities, duties, and skills required of the incumbents so classified. All incumbents may be required to perform duties outside of their normal responsibilities, as needed.

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