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Human Resources Business Partner

  • Jericho HR Group
  • 03/05/19
  • Dallas, TX
  • 75201
  • Full-Time
The HR Business Partner is responsible for providing leadership and support in the development and execution of human resources operations and strategies to meet current and future business needs within the organization. Specific areas of focus include employee relations, labor relations, recruitment, organizational development, training, HR management, and implementation of well-conceived and designed programs, and synchronization of HR processes, systems, policies and procedures pertaining to all HR activities in the Business Unit.

Provide guidance and education to all Employees on the administration and interpretation of the Collective Bargaining Agreement, and insures the company is in compliance with the collective bargaining agreement
Develops, implements and administers (through a variety of techniques such as quarterly meetings) the management-labor relations area of the personnel program in an effort to improve labor relations
Participate in the negotiations of successor collective bargaining agreements
Collaborates as a strategic business partner with business unit leadership to evaluate the state of human resources in the business unit, identify opportunities for improvement, develop and execute a strategic vision for the HR function
Serve as Human Resources leader on site and an internal resource and trusted advisor to managers, supervisors and employees on personnel matters that affect performance and business relationships
Establishes strategies with business leaders to select and retain the diverse talent required to maintain a competitive advantage and to align with recruiting and business strategies
Recruits, screens, and leads interview process for the placement of hourly and salary personnel assuring that qualified employees are hired possessing the necessary attributes and skills for current and future requirements
Develop and align HR initiatives to the business strategy which includes the ability to identify, analyze, understand and articulate business goals and objectives at the company, and business unit level
Manages the Human Resources department by developing and maintaining budgets, setting goals and objectives, determining actions required to meet goals and appraising the performance of the department and its employees
Maintain knowledge of legal requirements and government reporting regulations affecting human resources functions and ensure policies, procedures and reporting are in compliance. Effective interface with legal and safety department(s)
Ensure compliance with state and federal regulatory activities such as wage orders, EEO, AAP, OSHA/Safety, Worker's Compensation, Unemployment, FLSA and FMLA
Coach managers/supervisors on employee relations issues in order to enable them to address employee issues directly at the plant floor level ensuring processes are in place to maintain a fair and equitable workplace
Educate and assist leadership on salary administration and performance management
Provide career planning and development counsel to employees and managers
Drive staffing process including sourcing strategies, interviewing, job offers and orientation. Measure staffing effectiveness, including turnover analysis and action planning

Bachelor's degree in HR management, public administration or business discipline; advanced degree preferred
Seven (7) to ten (10) years of progressive experience as HR Manager, HR Business Partner, or Director with roles of increasing scope and customer interface responsibilities in a refining, manufacturing, or comparable industry
A minimum of three (3) years labor relations experience
Considerable knowledge of HR principles, practices, and procedures related to employee relations, labor relations, organizational development, training, and talent management
Demonstrated ability to objectively coach and counsel employees at all levels on complex, highly sensitive work issues
Travel of 25% will be required

Ideal candidate:
A master's degree in a related field (HR, Business Management) or other field preferred
Ten (10+) years of progressive experience in a senior level HR leadership role in a large oil, gas, energy, or manufacturing organization
Strong working knowledge/ experience in SAP, SuccessFactors, Payroll Systems & Kronos
Merger and acquisition experience a plus
SHRM Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP) credential

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