HR Business Partner

The HR BusinessPartner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of DLS. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture, and its competition. As a partner to their designated business unit, this position Consults with line management, providing HR guidance when appropriate. Analyzes trends and metrics in partnership with the HR team to develop solutions, programs, and policies. The position holder is the person of contact for the local Works Council.

Tasks
- Conducts weekly meetings with respective business unit leaders, as well as Works Council.
- Consults with line management, providing HR guidance when appropriate.
- Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
- Manages and resolves complex employee relations issues.
- Conducts effective, thorough, and objective investigations.
- Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
- Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
- Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
- Provides HR policy guidance and interpretation.
- Develops contract terms for new hires, promotions and transfers.
- Provides guidance and input on business unit restructure, workforce planning and succession planning.
- Identifies training needs for business units and individual executive coaching needs.
- Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
- Acquisition Integration: Support acquisition activities within their business unit along with HR Project Management Director.
- Engage appropriate resources and partner teams to define/implement change management strategy.
- Ensure compliance with all laws and regulations applicable to the Company and its operations.
- Other duties as assigned by supervisor. These may, on occasion, be unrelated to the position described here.
- Consistent and predictable attendance is an essential function of the position.

**Requirements**:

- Minimum of 6 yearsof experience resolving complex employee relations issues.
- Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.
- Must be organized and process oriented
- Very strong stakeholder management, negotiation and influencing skills
- Experience with change management frameworks and implementations
- Strong interpersonal skills with the ability to build and manage key stakeholder

relationships across the organization
- Experience working within a matrix organization is desired
- Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
- Ability to identify issues, know when to ask for help, and resolve problems quickly
- Strong critical thinking skills to tease out the risks in plans, identify potential blockers, and ensure on time project delivery
- Manage and follow-up on multiple concurrent tasks and requests on tight deadlines in a fast-paced environment
- Ability to understand issues at both strategic and operational levels
- Tendency to be self-starting, proactive and independent
- Strong organizational skills with the ability to multitask and prioritize assignments and resolve multiple complex problems simultaneously
- Ability to work a flexible schedule to include evenings and or weekends as business needs dictate
- Bachelor’s degree preferred in a business-related field (HR desired)
- Four years of experience may be substituted for a degree
- SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional

(SHRM-SCP) credential or ability to obtain certification within one year of
employment
- HRCI Certified Professional desired