Our client in Valencia is seeking a Human Resource Business Partner for direct hire position.
This influential role provides direct support to leaders and members on a wide variety of Human Resources related business issues that impact the assigned client group(s) as well as client as a whole. The Human Resources Business Partner acts as a key company resource by assessing business and client needs, and by adapting HR practices, processes, procedures, and services in response to those needs.
Organizational Capability and Workforce Planning --- Consults with leaders on organizational needs and develops strategies to meet those needs.
Staffing and Recruitment --- Consults with hiring leaders on the appropriate staffing strategies; coordinates recruiting, screening, referral, selection and employment activities.
Total Rewards --- Facilitates a clear understanding of Clients’s Total Rewards Philosophy that emphasizes pay for performance, market based pay and an engaging employment value proposition. Administers compensation programs (i.e. salary and equity reviews); participates in market salary survey analysis to review competitiveness; designs and develops salary structures that meet the needs of the business.
Compensation & Role Management --- Ensures consistent and equitable administration of salary structures, job codes and titles. Supports the global job code standardization process and ensures members are properly classified. Participates in period review of market pay salary structures. Consults with leaders in the progression process to ensure members are fairly assessed and the process guidelines are followed.
Performance Management --- Provides guidance and support to leaders and members on the Leading Performance Management Process (LPMP) that includes the Written Reflection, goal setting, Annual Conversation and development planning as well as other performance tools such as Performance Improvement Planning.
Compliance and Risk Management --- Ensures fair treatment of members and compliance with local and national employment laws while consulting with leaders on business related risks; supports the administration of the FAA program where required.
Member Relations --- Understand and resolve HR issues at the local level and interpret company policies. This includes assigned ethics investigations.
Labor and Employment Relations --- Supports positive labor climate by equitably administering and managing local employment agreements including dispute resolution and contract interpretation. Participates in contract negotiations as appropriate. For non-represented workforce groups; works to maintain their status through positive workforce climate.
Inclusion --- Understands workforce diversity and supports an environment where members feel valued for their unique contributions to client.
Affirmative Action/Equal Employment Opportunity --- Where applicable, consults with leaders on AA goals and responsibilities; conducts targeted outreach with community-based organizations and recruiting sources; participates in preparations for the annual Affirmative Action Program; supports OFCCP audits as needed. Investigates and resolves EEO issues/complaints.
Work Force Management --- Supports leaders in executing the workforce management process.
Learning and Development --- Provides support to leaders and members in the areas of member development and training. Supports the Global Training program.
Talent Management --- May assist leaders in the global talent assessment, succession planning, and development planning process designed to build current and future leaders.
Project Management --- Executes components of the Global Human Resources strategic plan that apply to assigned client groups and participates in global project teams.
May provide direction for HR Administrative support personnel
May provide internal communication support
In smaller facilities, the Human Resources Business Partner may also be responsible for the following:
Maintaining member records in HRIS system including new hires & terminations.
Acting as a liaison with Payroll, initiating and processing change of status forms.
Disability/Worker's Compensation Management
Environmental, Health & Safety
Other support and administrative duties related to Payroll, HR recordkeeping, time-keeping and reporting (non U.S. locations)
Proficient in most of the Human Resources competencies including: Staffing and Recruiting; Compensation; Performance Management; Member Relations; Labor Relations, Organization Development.
Strong client focus, communication, influencing skills; ability to collaborate within client group.
Proven ability to work in a team-based environment
Ability to plan, organize and manage a heavy workload.
Demonstrated ability to resolve complex issues without detailed instruction or procedural guidance.
Solid understanding of applicable laws and regulations, client policies and practices.
Solid written and verbal communication skills. Basic presentation skills.
Foundation of business understanding and the ability to understand the potential impact of HR related issues on operating performance.
Ability to drive for results.
Practical and results-oriented; ability to be effective within a matrix structure.
A person of unquestionable honesty and integrity; demonstrates an outstanding work ethic.
Education or Formal Training
Bachelor's Degree in Business Administration or related discipline required.
Typically 3 years experience in an HR-related field (i.e. HR, Training, Benefits, Recruiting, EHS or management).
Union experience preferred