Associate HR Business Partner

The Associate HR Business Partner is responsible for administering the daily functions of Great Teams! (HR), as well as the administration of human resources policies, procedures and programs. Included in these activities are onboarding, training, associate relations, HRIS processes, benefits support, leaves of absence and employee engagement and retention. The business partner is assigned a line of business to support and will align business objectives with Great Teams! - related to initiatives and programs. Establishing trusting relationships with leaders and associates is a must. This role is also critical in attracting, retaining and facilitating the engagement of associates.

Primary Accountabilities:

Technical (60%)

• Partners with assigned business unit (s) to help them achieve their business goals through proactive human resources-related initiatives and activities and by conducting regular meetings with the leadership team.

• Improves manager and associate performance by identifying and clarifying problems, evaluating potential solutions, implementing selected solutions, and coaching managers and associates.

• Assists with providing day-to-day strategic performance management guidance to line management (coaching, counseling, career development, disciplinary action) as it relates to Corrective Action in the latter stages, Performance Improvement Plans, terminations, and other more complex issues.

• Provides strategic staffing guidance to managers to assist in identifying staffing needs.

• Manages and resolves associate relations issues by conducting effective, thorough and objective investigations.

• Provides guidance and input on business unit restructure, workforce planning and succession planning.

• Assists with the onboarding process for new associates.

• Provides assistance with temporary staffing, as needed.

• Provides training support by assisting with identifying skill gaps that may result in the need for training, collaborating with departmental leadership to determine how to best proceed to address the need.

• Conducts and shares results of exit interviews through the chain of command for associates who are voluntarily leaving the organization.

• Conducts and shares results of stay interviews with associates throughout the organization in an effort to facilitate positive change and improve associate engagement.

• Collects and analyzes human resources data (i.e., stay & exit interviews, compensation data, staff make up and turnover analysis) and make recommendations to management based on information.

• Manages unemployment claim filings in a timely and appropriate manner.

• Works closely with management and associates to improve work relationships, build morale, increase productivity and retention.

• Interprets and explains employment policies and guidelines to supervisors, managers and associates.

• Help to shape how individuals move up, across or out of the organization. Ensure the organizational structure supports the business.

• Assists with implementation & ongoing Affirmative Action/EEO requirements for assigned areas.

• Assists in executing activities and plans around improving associate engagement including workplace feedback sessions.

• Completes special projects by clarifying project objectives; setting timetables and schedules; conducting research; developing and organizing information; utilizing flawless execution principles to execute projects in a timely manner.

• Orients new associates and facilitates effective onboarding.

• Develops, reviews and updates policies, procedures and SOPs.

• Collects, analyzes and summarizes data and trends.

• Provides assistance with audits and other requests for human resources information.

• Manages worker's compensation and provides support for safety-related initiatives for business units support.

• Participates with GT! staff in developing departmental goals, objectives, and systems and recommends necessary changes.

• Assists with coordinating and executing company events and activities.

• Performs other duties as assigned.

• Monitors background checks and employment eligibility verifications.

• Partnering with other teams, recommends, plans and facilitates leadership development training.

• Attends and participates in employee disciplinary meetings, terminations, assessments and investigations.

• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.

Analytical (20%)

• Maintains and reports metrics as related to area of responsibility on exit interviews, stay interviews, associate engagement, headcount, retention, turnover, accident frequency rating, workers’ compensation, etc.

• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Provides recommendations to leadership based on metrics.

• Provide coaching and support in response to manager and associate requests for assistance in dealing with performance, conduct, and dependability concerns.

• Assist managers in proactively addressing associate performance issues through the use of tools such as corrective action and performance improvement plans.

• Support the company culture, initiate and support culture-based activities.

Administrative (20%)

• Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications.

• Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes, assessments and investigations; performance and talent management; productivity, recognition, and morale, occupational health and safety, and training and development.

• Responds to employment-related inquiries from applicants, employees, supervisors, and managers, referring complex and/or sensitive matters to the appropriate staff.

• Conducts stay and exit interviews.

• Submits and manages workers’ compensation claims for associates they support.

• Performs other duties as assigned.

Required Qualification:

• Bachelor’s degree in Human Resources, Business Administration, or related field required with three to five years of human resource experience and/or any equivalent combination of experience and training that provides the required knowledge, skills, and abilities needed to complete the major responsibilities/essential functions of the position.

• Excellent verbal and written communication skills.

• SHRM CP or SCP certification or the ability to become certified.

• Excellent interpersonal, negotiation, and conflict resolution skills.

• Excellent organizational skills and attention to detail.

• Excellent time management skills with a proven ability to meet deadlines.

• Strong analytical and problem-solving skills.

• Ability to act with integrity, professionalism, and confidentiality.

• Ability to travel, if needed.

• Intermediate computer skills in MS Office and Google suite.

• Ability to meet deadlines, and manage multiple priorities including day-to-day tasks and ongoing projects.

• Business knowledge to support assigned areas including products and services, competitors, financials, strategic goals and objectives.

• High level of ability to establish personal credibility and trusting relationships by being responsive, keeping

• commitments, sharing insights on issues being discussed and building relationships.

• Innovates by looking for and implementing new ways to do HR practices.

• Ability to recruit, retain and help facilitate engagement of associates.

• A high degree of familiarity with employment law as well as a variety of human resources concepts, practices and procedures. Uses judgment regularly to plan and accomplish goals.

• Creativity and latitude in performing job duties is expected.

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