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Position: Human Resources Business Partner, Manufacturing Location: Cincinnati, OH Job Id: 1305
0 Human Resource Business Partner, Manufacturing Why work for us Competitive benefits including Medical, Dental, Vision, 401K match, and a few others! We offer a yearly incentive bonus up to $2,000/year. You are eligible to participate in Cremer's profit-sharing program. This can pay out up to 9% of your annual income. Position Summary: Reporting to the Vice President of Human Resources the Human Resource Business Partner (HRBP) is responsible for aligning company people strategy with the business strategy in designated Plant. The position develops partnerships across the HR function 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 plant's financial position, its midrange plans, culture, and competition. Requirements: Bachelor's degree in human resources, business or related discipline or equivalent combination of education and experience. Professional Human Resource Certification or commitment to obtain certification, strongly preferred. This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions in the department. 5+ years of experience resolving complex employee relations issues, aligning business and people strategy, in a human resource business partner position in a manufacturing environment. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws. Skills/Abilities: An HR Business Partner must be able to work at all levels strategic, operational, and tactical, influence effectively across all levels of a company, and navigate through ambiguity, recognizing when it is appropriate to introduce more structure and process without derailing current production; Excellent verbal and written communication skills; Excellent interpersonal and customer service skills; Excellent organizational skills and attention to detail; Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies; Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors; Excellent time management skills with a proven ability to meet deadlines; Strong analytical and problem-solving skills; Proficient with Microsoft Office Suite or related software. Performance Measures and Standards: Consults with leadership/management team, providing HR guidance when appropriate. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal as needed/required. Provides day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions); Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Provides HR policy guidance and interpretation. Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations; Manages job offers for new hires, promotions, and transfers; Manages the onboarding process in partnership with plant leadership; Provides guidance and input on plant restructures, workforce planning and succession planning; Identifies training and