HR Business Partner

The HR Business Partner provides overall human resource support to our Columbus Steel location. They are responsible for employee communication, change management, workers compensation, staffing, recruitment and general administration of human resource policies and practices. The HRBP will actively analyze and recommend changes to moderately complex location practices, application of discipline, and ensure consistent application of HR laws, regulations and company policies. The HRBP supervises one local HR Coordinator and reports to a Regional HR Manager (off-site) with a dotted line to the local plant Operations Manager.

Key Responsibilities

• Human Resource Administration - Works with production area managers to audit skills/competencies and recommend existing development/training plans, performance management, and/or discipline to address skill or role deficiencies. Investigates sexual harassment or EEO allegations. Recommends and conducts basic existing employee training, Sexual Harassment, and other related HR training and documentation. Coaches employees and supervisors on issue/conflict resolution, discipline and performance management. Investigates issues raised by Employee Council and recommends resolution to management.
• Performance Management - Responsible for consistent performance management at plant level, working closely with management team to ensure policy application and risk mitigation. Assists with all disciplines, PIPs, evaluations, promotions, merits, and development plans. Responsible for worker's compensation claim administration in collaboration with EHS Manager, unemployment compensation administration and hearings as needed, reasonable suspicion drug testing process and training.
• Metrics and Analytics - Responsible for HR related metrics including staffing and headcount, retention, turnover, and more. Investigates, analyzes and recommends changes/improvements to moderately complex processes and practices, discipline application and records, turnover, retention, employee satisfaction, workers compensation, EEO, FMLA, FLSA, wage and salary, performance evaluation. Application of intermediate level reports, queries and analyses.
• Compensation Administration - Guides managers with respect to merit pay and proper job classification. Conducts job analysis and guides managers in preparation of roles and responsibilities and the critical skills, knowledge, abilities, education, and training required for selection. Analyzes employee pay, collects and studies market data, and makes recommendations for pay and job title changes. Responsible for plant level pay scale utilization and compression.
• Recruitment and Selection - Job postings, background screening, interviewing, employment eligibility verification, forms, selection process documentation, physical exams and drug testing, etc. Recommends candidates for interview and for hire. Independently makes production and entry-level administrative employee hire decisions. Analyzes effectiveness of job criteria, recruitment and selection process and recommends changes. Develops interview guides and investigates use of selection tests or assessments.
• Benefit Administration - Communicates, explains and answers employees questions regarding the benefit plans, completes and files necessary forms, conducts new hire benefit and Deferred Profit Sharing Plan orientations, conducts employee exit process, conducts open enrollment sessions, informs employees and managers about Employee Assistance Program (EAP) services, explains and complies with HIPAA, assist with FMLA and assists supervisors administer the Salary Plan fairly and ensure timely filing of Short and Long Term Disability claim forms, etc. Recommends benefit administration process improvements for plant or at corporate level.

Desired Experience

• Advanced knowledge of company programs (benefits, payroll, compensation, workers compensation and human resource programs)
• Advanced knowledge of human resources administration practices
• Knowledge of human resources laws, regulations and HR theory
• Problem solving and conflict resolution skills
• Analysis, critical thinking and investigation skills
• Customer service focused
• Organized and detail oriented
• Ability to maintain confidentiality
• Work independently and interact with all levels of employees (production and management)
• Basic understanding of company's business processes, financials and general business acumen
• Leadership and supervisory skills
• 5+ years of Human Resource administration experience preferred