SUMMARY
The primary role of the Director and Business Partner, Human Resources is collaborating with members of the leadership team to plan, develop, and direct HR initiatives, programs, and activities that support a business group’s business goals and objectives.
ESSENTIAL JOB FUNCTIONS
To perform this job successfully, an individual must be able to satisfactorily perform each essential function listed below.
Leads and directs the HR function for the delivery of effective human resources services such as employment, employee relations, training and development, and performance management and coaching to the regional business group.
Identifies, develops and provides proactive HR solutions to complex workforce related issues.
Organizes, plans, develops, and directs the implementation and administration of human resources activities and carry out policies and procedures relating to all phases of HR activities that support the business group’s business goals and objectives.
Enhances organizational effectiveness by identifying and analyzing current circumstances, implementing organizational development initiatives, and providing training programs.
Participates in the development and maintenance of succession plans. Identifies and recommends new organization structures.
Assists in the development and execution of strategic plans. Identify HR implications of these plans and recommend innovative programs and solutions.
Leads the planning and implementation of the operating group’s human resource related strategic and tactical business plans.
Ensures consistent application of HR programs, policies, and practices used across the regional group and Sevita.
Actively participates in business planning activities. Confer with management and leadership to plan business objectives, and coordinate HR functions. Provides input in the development of polices.
Regularly reviews and analyzes metrics and data to identify developing trends. Communicates developing trends that impact the group’s business to leadership.
Ensures the proper resolution of employee relations issues. Review and approve employee discharges and other disciplinary actions. Ensure the proper administration of employee layoffs and work force transition efforts.
Provides coaching to managers on the most effective ways of addressing employee issues. Improve employee satisfaction by identifying and responding to concerns and developing leadership and morale-building programs.
Maintains a current knowledge of problems with morale or organizational effectiveness throughout the region.
Review information such as employee exit data, turnover statistics, and complaints to identify problem areas and trends. Develop and administer corrective action plans.
Performs other related duties and activities as required.
SUPERVISORY RESPONSIBILITIES
Manages assigned personnel. Completes performance evaluations, orientation, and training. Makes decisions on employee hires, transfers, promotions, salary changes, discipline, terminations, and similar actions. Resolves employee problems within position responsibilities.
Minimum Knowledge and Skills required for the Job
The requirements listed below are representative of the knowledge, skill, and/or abilities required to perform the job.
Education and Experience:
Bachelor’s degree in Human Resources, business or related field required
Master’s degree preferred
Seven to ten years of progressive Human Resources experience
Three years of management experience
Certificates, Licenses, and Registrations:
SPHR preferred
Other Skills and Abilities:
N/A
Other Requirements:
Travel as needed
Physical Requirements:
Sedentary work. Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary…