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Human Resources Business Partner

GKN

Roxboro, United States of America

Role Purpose
The HRBP plays a key role in establishing a customer service culture by driving the effective execution of HR processes and the HR life cycle within their respective location. HRBP is responsible for the planning and delivery of processes for recruitment, orientation & training, talent management, performance management, benefits, policies/processes, compensation, and employee engagement, with the goal of developing a workforce that achieves excellence in driving business results. HRBP is seen as a critical role for the location and reports to the Plant HR Manager to provide a partnership with his/her business leaders.

Key Responsibilities
- Responsible for development, implementation, administration and operation of high-value quality human resources program, practices and procedures consistent with GKN standards within the business group. - Build partnerships between managers and leadership team. Seek and share information and use appropriate influence strategies to gain genuine commitment. - Help to lead the plant HR by driving world class HR strategies and systems around staffing and recruiting, labor relations, training and development, employee engagement and performance management while supporting the plant’s vision and values. - Manage/Support workforce planning initiatives, new employee orientation and create on-boarding programs to foster employee engagement and introduction to the business. - Participate/Support employee terminations, coach manager appropriately and conduct exit interviews to utilize information gathered to identify and address root causes of turnover. - Remain abreast of worker's compensation and related labor laws (e.g., FMLA, ADA, etc.) and provide education to local managers/supervisors; coordinate any related situations with third party administrators. - Ensure that employees understand processes and systems that enable them to be paid in a timely and accurate manner; establish accountabilities that ensure correct information is provided to Shared Services Team for benefits. Manage Payroll and HRIS at location. - Work with Shared Services, and North America Services (Corporate Benefits) to ensure that new systems and/or processes are fully implemented where applicable. - Manage employee relations situations at assigned location, conduct investigations as needed and partner with Plant Manager/Supervisors as needed to effectively resolve situations and mitigate risk; identify trends in employee relations cases to address root cause (helping to reduce absenteeism and/or turnover); educate managers on how to handle situations more effectively. - Support safety and security programs and link to related HR programs where applicable. Work with safety/security resource(s) to identify issues and/or trends and create HR-related responses to address any issues (e.g., enhanced hiring process, focused-training, better on-boarding, progressive discipline, etc.). - Partner with the HR Manager, HR Director and Director of Compensation to develop/implement a salary plan to ensure location(s) pay competitively, reward higher performers, and address internal equity issues. - Manage/implement performance management processes within the organization, including employee training and coaching, performance appraisal, personal development planning and talent management.

Qualifications / Experience / Skills
BA/BS degree in Human Resources or related field, SPHR or PHR preferred. Previous experience required: - Five or more years of experience in Human Resources as a business partner for leadership with a strong focus in employee relations and leadership coaching. Experience in Manufacturing Environmental preferred. - Ability to conduct employee relations investigations and counsel and strong knowledge of HR law and practices. - Must be able to leverage business understanding to the HR strategies for the organization. - Exceptional interpersonal and communications skills with the ability to influence at all levels of the organization, resolve conflict and effectively "push back" when appropriate. - Must have excellent listening, consultative and negotiation skills. - Solid human resources technical skills including, but not limited to employee relations, compensation, talent selection and development, performance management and organization assessment/design. - Demonstrated ability to create a value added partnership between HR and the business. - Team player who is willing to adapt to and evolve with the changing needs of the business. - Proficiency in MS Office and experience with HRIS systems. - Excellent written and oral communication skills, ability to communicate at all levels within the organization. - Good judgment, decision making and problem solving skills.


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