HR Business Partner

• Strategic Partnership
o Partner with business leaders to align people strategies with business objectives and operational priorities.
o Represent business needs with Global HR to influence HR programs, policies, and initiatives.
o Collaborate with U.S. HR leadership and Global HR partners to implement people strategies that support organizational goals.
o Lead employee relations strategies that promote a positive, compliant, and high‑performance work environment.
o Drive Great Place to Work (GPTW) action plans by monitoring employee sentiment, assessing people impacts, and advising leaders on actionable solutions.

• Talent & Workforce Planning
o Represent the business unit’s talent priorities while supporting workforce planning, succession planning, and organizational design initiatives.
o Partner with leaders to identify critical talent needs and implement strategies for attraction, development, and retention.
o Collaborate with HR Centers of Excellence (COEs) to manage global changes and ensure accurate execution within HR systems, including position management.
o Support hiring and onboarding activities, including job postings, background and drug screenings, offer coordination, and onboarding materials.
o Ensure a consistent new‑hire experience by coordinating onboarding activities, facilitating New Employee Orientation, and guiding leaders through onboarding requirements.

• Employee Relations & Compliance
o Manage complex employee relations cases and investigations using a proactive, balanced, and risk‑aware approach.
o Maintain accurate HR records, including employee files and position data, across HR systems and shared repositories.
o Ensure compliance with federal, state, and local employment laws and internal policies.
o Oversee development plans and ensure completion of required training and compliance activities.
o Promote adherence to the Global Business Ethics and Compliance Program, Global Quality standards, Safety and Environment policies, and HR policies.

• HR Program Implementation
o Execute HR standards, policies, and initiatives to support long‑term business sustainability.
o Drive HR programs that enhance employee engagement, recognition, productivity, and overall performance.
o Develop and maintain U.S. HR Standard Operating Procedures (SOPs) aligned with employment laws and global policies.
o Partner with HR COEs to implement global programs locally, including compensation, benefits, performance management, and learning initiatives.
o Monitor HR metrics to assess effectiveness and support continuous improvement.
o Serve as the U.S. HR lead for HR system implementations, ensuring successful deployment and compliance.

• HR Leadership
o Manage performance in alignment with the Global Performance Management Program through regular feedback and coaching.
o Conduct one‑on‑one meetings, probationary reviews, and performance discussions.
o Support employee engagement through communication forums such as town halls and fireside chats.
o Oversee HR vendor partnerships related to wellness, engagement, recruitment, and recognition programs.
o Partner closely with HR Shared Services to ensure efficient and consistent HR operations.

• Provide HR operational oversight for employee inquiries, benefits coordination, payroll and job changes, onboarding, training compliance, and documentation.
• Work safely and collaboratively in alignment with organizational values of Integrity, Courage, Teamwork, and Innovation.
• Ensure compliance with all ethics, quality, safety, environmental, and HR policies.
• Perform other related duties as assigned.