The HR Business Partner, STC Duncan is responsible for executing the HR strategy in line with overall Corporate and Divisional HR strategy within your area of accountability. The role has overall strategic & operational responsibility with focus on Leadership Teams to manage & supervise HR processes (globally & locally). You will define & facilitate implementation of Human Resource initiatives, manage & supervise labor & employee relations and provide coaching and counseling to the respective Leaders & their Leadership Teams.
Reports to:
Human Resources Director – North America
Responsibilities and Objectives:
- Local Strategic Leadership;
- Implement the people, culture and organization strategies in line with the Corporate and Division strategy. Participate and contribute to local business strategy to ensure targets are met or exceeded.
- HR Solutions and Process Implementation;
- Oversee the implementation of HR processes within areas of responsibilities requiring on-site support and follow-up. Provide input on the development and/or implementation of new or improved processes/products/services. Partner with managers, supervisors and employees to understand current issues that can be supported or resolved through HR practices, processes or policies. Counsel Managers, supervisors and employees on the most effective solutions to resolve issues.
- Employee, Labor and Manager Relations;
- Work with local leadership to maintain positive relationship with employees; ensuring Stäubli’s policies are applied. Represent HR in the workplace through employee engagement, building partnerships between employees, HR and Management. Serve as an employee advocate and conduct investigations of allegations as needed in adherence to policies and instructions. Training and communication to employees and managers regarding HR services, HR strategy, policy and processes.
- Performance Management and Workforce Planning;
- Support managers in the implementation and follow up on performance management activities including performance improvement, oversight on the performance appraisal process, and training identification needs, and succession planning. Provide managers and supervisors with coaching and guidance regarding onboarding new employees, disciplinary process and the separation process. Partner with the Director of HR to build functional people and organizational capabilities needed in the mid to long term to execute the business strategy and meet or exceed annual business targets.
- Support Human Resources including but not limited to;
- Talent Acquisition - support recruitment and onboarding processes.
- People Development – work with managers in the identification of development needs for business and hi-potential individuals and leveraging training programs.
- Payroll, Benefits and Leave – support payroll, benefits and Leave administration as needed to ensure solid backup with other team members.
- Policies and Procedures – ensure education and adherence
- Compliance – ensure compliance to local standards. Compensation – advise management on compensation structures, merit process, and salary review decisions.
- EHS – support EHS in promoting a culture of safety and assist in accident investigations
- Adheres to all safety, quality and environmental standards