HR Business Partner (CENTRAL)

• This is where your organization can create a consistent intro to all of your jobs, creating consistency in voice and messaging across all job posts
• C'est ici que votre organisation peut créer une introduction cohérente à tous vos emplois, en créant une cohérence dans la voix et la messagerie dans tous les postes.

Full job description

POSITION SUMMARY

The Senior HR Business Partner will focus on Employee Relations, Corporate Recruiting, Performance Management, and HR Compliance for a privately owned family business. This is a key leadership role that will partner with business leaders to drive employee performance and engagement, ensure compliance with labor laws, and support strategic recruiting efforts to meet the organization's talent needs. The Senior HR Business Partner will have a balanced approach to handling employee relations issues, improving performance management practices, and ensuring the organization attracts top talent while remaining compliant with all HR regulations.

The Senior HR Business Partner demonstrates and adheres to the Company values of safety, honesty, ownership, respect, and teamwork to ensure a successful partnership with customers and employees that result in OmniTRAX’ s continued success.

ESSENTIAL RESPONSIBILITIES

Employee Relations: 35%

Serve as a trusted advisor to leadership and employees on employee relations issues, including conflict resolution, workplace behavior, and grievance management

Lead investigations into complaints of misconduct, harassment, or discrimination, ensuring fairness, compliance, and confidentiality

Coach and support managers on effective handling of employee relations matters, including conflict resolution, performance issues, and employee engagement

Partner with leaders to develop proactive strategies to improve employee engagement, retention and promote a positive work culture

Identify and address trends in employee relations data, making recommendations for improvements in policies and practices

Use data-driven insights to develop strategies to enhance employee satisfaction, reduce turnover, and improve overall organizational performance

Conduct exit interviews to gather feedback on employee experience and provide recommendations for improvements

Corporate Recruiting: 35%

Lead and collaborate with hiring managers to understand talent needs, providing strategic guidance on sourcing, recruitment, and selection of top talent for key positions

Oversee and participate in the full recruitment lifecycle for corporate roles, including posting jobs, interviewing candidates, and making hiring recommendations

Build and maintain strong relationships with external recruiting agencies, job boards, and professional networks to source high-quality candidates

Drive employer branding initiatives to attract diverse, high-performing talent to the organization

Ensure a positive candidate experience throughout the recruitment process, from initial contact to onboarding

Performance Management: 15%

Support and advise managers on performance management processes, including goal setting, performance reviews, feedback delivery, and addressing performance concerns

Collaborate with leaders to identify opportunities to drive a high-performance culture and foster talent development within teams

Assist in the design and execution of performance improvement plans (PIPs) for underperforming employees, ensuring consistency and fairness in the process

HR Compliance: 15%

Ensure compliance with all federal, state, and local labor laws and regulations, including FMLA, ADA, FLSA, EEOC, and wage hour laws

Audit HR policies, processes, and documentation to ensure adherence to legal requirements and best practices. Identify recommendations and changes and update policies as needed

Work closely with senior leadership and department heads to align HR practices and policies with organizational goals and business strategies

Partners with HR and Legal teams on complex compliance matters, ensuring policies and practices are in alignment with regulatory changes

Keep abreast of legislative updates and advise senior leadership on necessary policy or procedural changes

OTHER DUTIES

Leverage technology to deliver value; provide HR measurements and analyses; recommend and implement techniques to improve productivity and increase efficiencies across employee relations processes

Assist with mergers and acquisitions

Stay current in knowledge of applicable employment laws, and best HR practices; recommend and implement improvements and/or compliance measures, as necessary

Perform other duties and projects as assigned

SUPERVISORY RESPONSIBILITIES

None

REQUIRED QUALIFICATIONS, KNOWLEDGE, SKILLS, AND ABILITIES

Bachelor’s degree in human resources, Business Administration, or related field. HR certifications (e.g., SHRM-SCP, PHR) preferred

10+ years of experience in HR, with a strong focus on employee relations, performance management, HR compliance, and corpo…