Business Partner, HR

Job Summary:

The Human Resource Business Partner (HRBP) creates and executes HR strategy for one or more business platforms. This role performs broad professional human resources functions including HR program support and communication, employee relations, conflict resolution, workforce planning, recruiting, onboarding, performance management, and organizational development to support organizational effectiveness. The HRBP leads and participates in the design and implementation of HR processes, practices, programs and initiatives contributing to organizational success and provides guidance and coaching to facilitate the professional development of leaders. This position interprets policies and procedures and ensures alignment with company values and goals, builds credibility and maintains strong relationships with cross-functional partners, helping to achieve organizational goals initiatives and drive business results.

Essential Duties & Responsibilities:

This job description represents only the primary areas of responsibility; specific position assignments will vary depending on the needs of the department. To perform the job successfully, an individual must be able to execute each essential duty satisfactorily. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

ORGANIZATIONAL EFFECTIVENESS & DEVELOPMENT:

• Works with client leaders to execute all annual CECO Human Resources processes efficiently and effectively for client organization(s); including, but not limited to, HR Planning, Performance Management, Goal Setting, Merit and Promotion processes, Employee Development and Succession Planning.
• Assists client groups with organizational design. Evaluates organizational skills needs and capacity, manages complex employee and labor relations issues and plans and executes employee engagement strategy.
• Acts as the trusted advisor of client leaders to assist them in carrying out their business and functional plans, including operational strategy.
• Identifies and capitalizes on opportunities to drive and/or lead change. Facilitates change management initiatives within assigned client units incorporating a methodology that includes: a business case for change, identification of primary stakeholders, process mapping, communications planning, action/transition planning, visioning sessions, conflict resolution, team building, and after-action review assessments.
• Develops and conducts team development/team building strategies both proactively and when necessary to improve team performance. Presents options to client leaders on organizational structure, roles and responsibilities, staffing levels, etc.
• Consults with clients to understand training and development needs, identify trends, patterns, etc., and presents recommendations as part of organizational training needs assessment.
• Leads discussions with client leaders, develops and executes plans on all decisions affecting reductions-in-force, layoffs, or involuntary separations within their client groups with support from legal.
• Provides guidance to clients to objectively assess resolve employee relations issues, unemployment claims, and charges with support from legal. Identifies trends and root causes as opportunities to improve organizational/team and employee satisfaction.

STAFFING:

• Works closely with hiring manager and talent acquisition partner to establish position requirements, necessary skills and competencies for current and future needs.
• Leads the hiring manager and his/her team through effective assessment and selection process using behavioral based selection methodologies.
• Participates in the interview process for critical roles.

BENEFITS & COMPENSATION:

• Consults with managers on all pay-related decisions including new hire offer ranges, merit increases, market pricing data, incentive recommendations, stock option recommendations, and other adjustments.
• Partners with Talent Acquisition on all new hire offer compensation recommendations.
• Works with leadership team members during annual Compensation Planning to ensure alignment of rewards to performance, ensuring that rewards are used as organizational levers.
• Assists with the management, administration and communication of employee benefits in collaboration with corporate business partners.

PERFORMANCE MANAGEMENT:

• Assist leaders including managers with all aspects of the annual Performance Review process.
• Participates in performance management including coaching leaders on providing effective coaching and feedback, and effective documentation practices for performance. Ensures legal compliance and provides constructive feedback to managers to improve quality of evaluation where necessary.

OTHER RESPONSIBILITIES:

• Serves as a leader for U.S. based process and/or program creation and improvements i.e., Change Management, Rewards and Recognition, Continuous Improvement, etc.
• Leads special projects. Demonstrates understanding of the project goal, development, and implementation process. May develop and present project proposals as well as implement selected solutions.

Education & Experience:

• A Bachelor's Degree in Human Resources, Business Administration, or a related field and minimum 8 years of professional experience in HR, with at least four in a generalist that required change management, organizational effectiveness/development, policy development and administration, recruitment/selection, compensation, employment law, positive employee relations, performance management, HRIS and/or employee and management training/development.
• Master's degree in Human Resources, Business Administration, Organizational Development or related field is a plus.
• Advanced Microsoft Office Suite; ADP or other HRIS systems applications.
• Experience supporting a diverse client group including manufacturing and non-manufacturing clients ranging from hourly operating employees to professional business functions. Union experience a plus.
• Experience working in small to mid-sized complex environments and matrixed organization is desirable.
• Prior HR experience in manufacturing, engineering design or commercial industrial industry experience is helpful.

Travel Requirements:

Ability to travel up to 10% of the time internationally.

NOTE: The above job description is intended to represent only the primary areas of responsibility; specific position assignments will vary depending on the business needs of the department.

CECO's Commitment to Our People

At CECO, our people are at the center of everything we do. Whether you're a professional looking for a career change, an undergraduate student exploring opportunities, or a recent graduate with an advanced degree, you'll find your chance to make a difference with CECO.

ABOUT CECO

CECO Environmental is a leading environmentally focused, diversified industrial company whose solutions protect people, the environment, and industrial equipment across the globe, serving a broad landscape of industrial air, industrial water and energy transition markets.

We serve these markets and our global customers through our key business segments: Engineered Systems and Industrial Process Solutions. Learn more about CECO by visiting About Us.