Job Details

JOB SUMMARY The Human Resources Business Partner is an initiative-taking, articulate, and responsive, human resources professional with a strong sense of urgency and teamwork. Key success metrics include contributing meaningful human resources ideas, timely program implementation, and effective human resources management. The role involves: · Talent Acquisition & Develop ment: Overseeing full-cycle recruiting, temporary staffing, corporate training, and employee relations. · Human Resources Administration : Managing policies, practices, and programs related to Human Resources activities, including recordkeeping, compliance, employment processes, compensation, and benefits. · Human Resources Support Functions : Providing backup for payroll/benefits administration, leave management, and workers' compensation claims. The incumbent should also be sensitive to the practicalities of a small to mid-sized manufacturing firm and take ownership of initiatives that support growth and sustainability while promoting the desired company culture. ESSENTIAL DUTIES AND RESPONSIBILITES Responsibilities include but are not limited to: Talent Acquisition and Development: · Full-Cycle Recruitment : Manage job postings, candidate sourcing, resume screening, interviews, assessments, background checks, and offer letters. · Recruitment Meetings : Ensure job requirements are clear, coach hiring teams, and conduct recruitment wrap-up meetings. · Collaboration : Work with hiring managers to understand roles, update job descriptions, and create strategic staffing plans. · Candidate Engagement : Develop strategies to attract and engage candidates, build a talent pipeline, and partner with recruitment agencies. · Branding : Promote Delphon at industry events, career fairs, and online communities. · Documentation : Maintain records in the applicant tracking system and provide regular recruitment reports. · Candidate Experience : Keep candidates informed throughout the hiring process and ensure timely communication. · Employee Relations : Address employee issues, conduct investigations, and prepare written findings. · Training Programs : Coordinate and schedule human resources training programs. · Employee Engagement : Implement engagement and recognition initiatives. Human Resources Operations: · Human Resources Support: Guide managers and employees on human resources policies, performance management, and disciplinary processes. · Data Analysis: Collect and analyze human resources key performance indicators, prepare reports, and suggest improvements. · Leave Management: Assist in managing leaves of absence and related documentation. · Workers' Compensation: Coordinate claims and act as a liaison between employees, healthcare providers, and carriers. Conduct investigations and prepare reports for insurance and safety committees. · Salary Administration: Assist with market pricing by participating in compensation planning to determine annual trends as well as for recruiting individual roles. · Program Competitiveness: Assess and recommend improvements to human resources programs and practices. · Employee Handbook: Review and update policies and procedures and develop related forms. · Documentation: Prepare sensitive employee action documentation and maintain HRIS records. · Technology Integration: Use cost-effective approaches to improve human resources processes. · Compliance: Ensure completion of federal and state documents and maintain up-to-date postings. · Human Resources Projects: Participate in research, writing, design, and administration of human resources projects. Payroll & Benefits (back-up): · Payroll/Benefits Support: Provide backup for payroll and benefits administration, including bi-weekly payroll processing, leave management, and workers' compensation claims. Routinely process bi-weekly payroll. · Benefits Programs: Support company-sponsored benefit programs, explain plan differences, and enroll eligible employees. · Open Enrollment: Participate in the annual Open Enrollment process and administer benefit changes. · HRIS Transactions: Manage pay and position-related transactions, including hires, promotions, transfers, performance reviews, and terminations. · Audits: Co-audit payroll data and other human resources-related audits. Perform other duties or responsibilities assigned over the course of employment. ACCOUNTABILTIES Supervisory Supervising, scheduling, assigning, monitoring, and evaluating work of assigned staff are responsibilities for supervisory positions. Direct and indirect reports: · None Fiscal · Recruiting and limited operational expenditures. Compensation details: 94000-103000 Yearly Salary PIa87db59573b7-25448-#######0