HR Business Partner- Providence
Location: Providence, Rhode Island
Description: Schnitzer Steel Industries is currently seeking to employ HR Business Partner- Providence right now, this vacancy will be assigned in Rhode Island. Further informations about this vacancy opportunity kindly see the descriptions. PUT YOUR CAREER INTO OVERDRIVE!
Do you want a challenging and long term career opportunity? Do you want the benefits of working for a stable public c! ompany and the flexibility and independence of a small but growing division? PICK-n-PULL may be the perfect place for you!
Ever wonder what happens to cars after they’ve outlived their usefulness? Inoperable vehicles have incredible value from used parts and recyclable materials.
PICK-n-PULL Auto Dismantlers is a self-service auto dismantling and recycling company, now with 61+ LOCATIONS throughout the U.S. and Canada, which is focused on consolidating the highly fragmented recycled auto parts market. PICK-n-PULL is a $300+ million, fastest growing division of Schnitzer Steel Industries, Inc. Schnitzer is a 100 year old publicly traded company with revenues in excess of $1.5 billion.
General Position Summary & Responsibilities:
The Human Resources Business Partner is responsible for developing and executing the HR/Talent plan in support of the strategy and annual plan of the client groups they support. The client group for this role i! s the Eastern States Region (MA, FL, VA, IN, IL, RI). This rol! e will partner with the Regional Vice President, Regional Directors and Store Managers.
Key to success in this role is to understand the business and link it to the HR strategy to generate actionable business insight. This individual must take a data-driven approach to diagnosing a challenge and developing tailored solutions for the business.
Essential Functions:
1. Performance Management
2. Help leaders diagnose and solve performance problems
3. Identify trends and issues with performance across the client group and propose solutions
4. Project manage the execution of goal setting, formal feedback and reviews, and pay planning for assigned client group
1. Workforce Planning Development
2. Develop, execute, and monitor the strategic workforce plan to ensure the best talent is available for critical positions as needed.
3. Assess the performance, potential, and readiness of talent for critical positions (e.g., leadership a! nd supervision, specific functional/technical roles)
4. Provide coaching and developmental support for high potential and high performing talent through one-on-one interaction and planned development interventions
5. Drive improvement and/or exit plans for underperformers through the managers
6. Project-manage the execution of succession planning and individual development planning process.
1. Staffing and Onboarding
2. Assists managers with job design and decisions about opening requisitions
3. Provide guidance to recruiting function in sourcing and screening candidates, as well as new hire compensation
4. Assesses candidates as part of the hiring team and ensures hiring team is using data-based decision processes to make a final decision
5. Ensures appropriate processes are followed for staffing open positions
6. Customizes on-boarding plans for key positions and works through hiring managers to implement
7. Orients new employe! es to ensure that they are properly informed about the SSI organization! and advised of employee benefits, programs and responsibilities.
1. Compensation
2. Monitors and maintains exempt and hourly staff compensation at cost effective and competitive levels.
3. Coordinates with the SSI compensation department in the development, evaluation and classification of jobs and communicates the market trends, recruitment challenges and retention issues that may impact compensation decisions for certain classifications or geographic locations.
4. Works with Payroll and HRIS to ensure understanding of accurate and timely processing of employee time reports, personnel actions and the integrity of information in the Human Resources Information System.
1. Employee Relations
2. Acts as intake point for employee complaints and issues
3. Researches, analyzes and conducts internal investigations related to employee complaints of unlawful discrimination or other issues of a serious nature. Drafts responses and recommends app! ropriate action.
1. Team Effectiveness
2. Assess team effectiveness for critical teams, identify trends and issues and propose solutions
3. Act as a trusted resource and help to manage conflict or issues among leadership teams
1. Cultural Development
2. Assess employee attitudes and their impact on organizational performance
3. Diagnose issues and propose solutions
4. Drive cultural change where needed through modeling behavior and coaching leaders around modeling and setting expectations
1. HR Operations
2. Consults with leaders on the interpretation and application of federal, state and local regulations and on Company policies, procedures and programs.
3. Reviews recommended personnel actions to ensure compliance with company guidelines and applicable federal and/or state rules and regulations; recommends course of action; maintains pertinent statistics and prepares reports.
4. Coordinates the maintenance of comp! lete and accurate files and records in support of human resources progr! ams and initiatives.
Specific Other Responsibilities (regional, local, compliance, etc.):
Supports the Company’s Anticorruption Program through compliance with the Anticorruption Manual and all Anticorruption Controls.
Internal Control Responsibilities:
Supports the Company’s Internal Control process which includes understanding, communicating and complying with defined internal controls as well as suggesting and making modifications to the policies, procedures and controls to better relate to the business. Communicates upward problems in operations, noncompliance with the code of conduct, or other policy violations or illegal actions.
Interpersonal Contacts:
This position involves phone, written, and face-to-face contact will all levels of employees from entry level to executive officers. Communication ranges from answering simple questions to discussing company policy and legal ramifications of policies and procedures. External contacts by phone, in writing and face-to-face include management and executive job applicants, government agencies, attorneys, consultants and other HR professionals.
Job Conditions:
Average office environment in a retail and production setting; some exposure to weather, dust and dirt, noise, and potential safety hazards on auto-dismantling lots. Some demand for overtime for completion of projects, conducting training sessions, attending meetings and seminars, etc. Extensive travel, with overnight travel 40% and local travel 20% of the time. Ability to multi task and prioritize projects and duties as necessary. Extreme pressures at times when dealing with personnel conflicts, etc.
Physical Activities Required to Perform Essential Functions:
Ability to: lift and carry up to 10 pounds occasionally; sit for extended periods of time, up to 6-8 hours per day; write by hand and keyboard for extended periods of time, up t! o 6-8 hours per day; assemble papers, paper punch, staple, file; apply ! sufficient force to open and close file drawers. Ability to walk and stand for periods of time on uneven ground and gravel, up to 2 hours, or in an training setting for up to 6 hours. Ability to communicate by speech and hearing continuously. Communication is by phone, email and in person, primarily with managers, employees and other departments in Pick-n-Pull and SSI. Visual acuity needed for close detail work, preparing and analyzing data figures, accounting, and computer use.
Qualifications:
Bachelors degree in Human Resource, Business Administration or related field, Masters degree a plus. PHR or SPHR preferred. 7+ years of experience in human resources with demonstrated competency in the following specialties: workforce planning, employee engagement, employee relations, performance management, succession planning and talent development, and managing HR processes across a geographically dispersed business environment.
Demonstrated the ability to ! use facts and data and strong business knowledge to develop and defend a strong point of view that influences decision making. Analytical skills required to identify relevant data, synthesize diverse information, and translate the insight into relevant recommendations.
Experience in a blue collar production or small-box retail environment preferred, while holding positions of progressively increasing responsibility, that demonstrate knowledge of laws and regulations governing employment, employee relations and wage and hour issues.
Advanced knowledge and experience in Microsoft Office Suite is necessary to be successful. Ability to work and cooperate with others to complete various tasks with established deadlines. Strong oral and written communication skills to successfully present a business case and to resolve issues using influencing skills is a must. Ability to communicate bilingually in English and Spanish is a plus.
PLEASE NOTE: The above statement! s are intended to describe the general nature and level of work being p! erformed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills required.
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If you were eligible to this vacancy, please give us your resume, with salary requirements and a resume to Schnitzer Steel Industries.
Interested on this vacancy, just click on the Apply button, you will be redirected to the official website
This vacancy will be started on: Tue, 25 Jun 2013 00:56:11 GMT
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