Essential FunctionsPlastics Business Partner - Act as primary liaison between Plastics Leadership & Human Resources on HR matters including employee relations, compliance, training, employee development and performance management. Obtain a solid understanding of the interworking of each department and their business needs in order to best serve as a business partner and convey opportunities, issues and concerns to the Director of HR. Ensure employee side of each Plastics department is in alignment with the strategic objectives of the organization. Assist in implementation of any HR related business objectives and support company acquisition integration efforts. Travel to branch locations in accordance with yearly goals.Performance Management -Serve as an internal consultant/specialist to managers on all employee relations issues for Plastics, Medical and Corporate business units.Lead employee relations investigations, ensure proper documentation, and coach managers through employee relations processes with the goal of mitigating any adverse legal consequences in conjunction with the Chief Legal Officer. Recommend and Support employee engagement initiatives, including, without limitation, the facilitation of the stay interview process for Plastics, and participation in companywide communication calls.Possess in depth knowledge of all HR employment laws.Stay current on HR regulations and trends.Provide advice to Managers related to compliance with all federal, state, and local employment laws. Support annual Common Review project by partnering with Director of HR to review and provide recommendations to Plastics leadership team on annual performance appraisals and compensation allocations. Core Competencies
- Leadership
- Communication Skills
- Relationships, Influence & Problem Resolution
- Coaching & Developing People and Teams
- Managing Performance Issues
EducationA Bachelor's Degree in Business Administration with a concentration in Human Resources or equivalent experience. MBA, PHR or SPHR certification a plus.Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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)