Human Resources Business Partner - Trenton - ref. s21838503

Overview:

The Human Resources Business Partner reports to a Human Resources Director or Manager, while maintaining a strong dotted line to the leaders they support.

Responsibilities:

• Understand business goals and recommend approaches to effect continual improvements in business objectives, productivity and within the company.
• Integrate the talent management process to include detailed analysis of potential talent gaps and development of career plans.
• Ensure the review process is administered fairly and effectively.
• Assist managers and employees in preparing Individual Development Plans.
• Conducts training for employees, new hires and onboarding, when appropriate.
• May conduct training for employees and leadership regarding HR issues (State law, union awareness, sexual harassment, policy updates and NFI specific HR related processes and procedures.
• Actively support company-wide Diversity & Inclusion programs and initiatives, assisting site management and collaboration with HR colleagues to manage, communicate, and administer various D&I policies and programs. This includes the support of employee resource groups.

• Collaborate with hiring leaders and Talent Acquisition during the initial intake meeting to discuss key skills requirements, internal talent, sourcing strategy, & compensation for FT and Peak staffing seasons. Recommends internal candidates for further considerations. Works with hiring managers and recruiting to help determine compensation and total package.
• Leads and partners with Talent Acquisition for onsite/offsite recruiting events including job fairs and college recruiting initiatives.
• Leverage employee survey and retention data to provide recommendations to local management on site on how to improve the employee experience and reduce turnover.
• Participates in cross-functional work teams and committees to execute People facing strategies and other HR initiatives for NFI.

• Work with managers to facilitate the positive and legal handling of employee relations and communication matters. Enter case notes and data into the NFI Case management system.
• Investigate and liaise with Legal department to respond to complaints of harassment, discrimination, employee grievances and other sensitive issues. Coordinate with the legal department in response to EEOC statements.
• Policy Interpretation and Administration
• Assist managers in required personnel functions such as disciplinary procedures, and appropriate corresponding paperwork and documentation.
• Maintain the confidential nature of all employee and company proprietary and privileged information used or observed in the course of performing job duties.
• Ensure current knowledge of commonly used concepts, practices and procedures with the HR field.
• Performs other incidental and related duties as required and assigned.

• Partner with the compensation department on wage recommendations and regional studies and FLSA job assessment advice as needed.

• Understand NFI human capital metrics to analyze data to identify trends.
• Partner with leaders to effectively address workforce trends and close existing gaps based on data.

Qualifications:

• Bachelor Degree preferred in Human Resources or general business area.
• 3-5 years’ experience in a Generalist background with broad knowledge of employment law, recruiting, compensation, organizational planning, workforce planning, employee relations, training and development.
• The ability to be comfortable with high volume workload and not be afraid to "roll up your sleeves".
• Strong principles, people and management skills.
• Strong knowledge of federal and state employment law
• Computer applications experience using MS Office, Google Suite, Social Media platforms.
• Understanding of key HR analytics, metrics and HR systems experience required.
• Strong verbal, written communication and organizational skills.
• Strong internal and external customer focus.
• Excellence in organizational and interpersonal skills
• Domestic travel may be required up to 50%.
• Bilingual in Spanish is a plus. Required in some locations.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

41 CFR 60-1.35(c)

LA County Applicants: The Company will consider qualified applicants, including those with criminal histories, in a manner consistent with applicable state and local laws.