Oldcastle BuildingEnvelope Human Resources Business Partner (HRBP) - HUMAN003219 in York, Pennsylvania
Human Resources Business Partner (HRBP) - HUMAN003219
DESCRIPTION/RESPONSIBILITIES:\ The Human Resources Business Partner role with us isn\'t just a job - it\'s a career opportunity with a great company. We are hiring builders in our HR function. And we want to lean into your expertise to help us get better. We will give you what you need to do your job, and you will get to contribute every single day.
This role is perfect for the dynamic individual who loves to lead a diverse team and is passionate about making an impact in their workplace. If that sounds like you, come join this industry leader!
Position Summary\ The HR Business Partner will be a motivated, thoughtful, results-oriented, self-starter responsible for leading all aspects of human resources at the plant level for our Graham location in York PA. The position formulates partnerships across the business to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit\'s financial position, its midrange plans, its culture, and its competition.
Here's What You'll Get to Do\ * Drive all talent acquisition activities for plant operations non-exempt hiring and promotions by fully understanding hiring manager needs and delivering an effective interviewing, selection, and onboarding process.\ * Build a comprehensive sourcing approach to increase applicant flow.\ * Lead and participate in key projects to drive HR strategies aligned to plant business imperatives.\ * Influence and communicate with all levels of the organization from production employees to plant and regional leadership.\ * Analyze HR data to determine root causes of turnover, make recommendations on actions needed, and involve plant leadership in solutions.\ * Promote a \"safety-first\" culture and a zero-harm work environment, a key component of employment at OBE\ * Advise, guide, and coach management and employees to promote a positive work culture by driving team engagement initiatives and employee advocacy.\ * Provides day-to-day performance management guidance to facility management (e.g., coaching, counseling, career development, disciplinary actions).\ * Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.\ * Develop and maintain facility affirmative action program to ensure our commitment to fostering an inclusive and diverse work environment.\ * Communicate and promote all company health & welfare benefits, including 401K.\ * Maintain accurate workforce information via HRIS and ensure payroll record accuracy for processing\ * Participates in and conducts weekly meetings with respective business units.\ * Provides guidance and input on business unit workforce planning and succession planning.
What We are Looking For\ * Bachelor\'s degree with 4+ years of business partner/generalist experience, including recruitment, retention, and impacting culture in a manufacturing or adjacent environment\ * A result-oriented individual who assumes ownership of his/her work with a strong sense of urgency, excellent organizational skills & attention to detail, ability to follow up and execute quickly and efficiently\ * Demonstrates initiative, tenacity, and courage to reach the best solution\ * A confident communicator and collaborator (both verbally and in writing), proactive and approachable\ * Effective problem-solving, process improvement, and critical thinking skills\ * Team-oriented with the ability to flex in support of timelines and deliverables\ * Experience with social media and a working knowledge of MS Windows and HRIS systems are necessary
OBE is an Affirmative Action and Equal Opportunity Employer.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities\ The 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)
Equal Opportunity Employer-minorities/females/veterans/individuals with disabilities/sexual orientation/gender identity