Responsible for keeping a pulse on culture and employee happiness through avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings.
Responsible for working with the Operations Managers to build the leadership capability, organizational capability and culture that will enable SSB Operations to achieve its objectives. This individual will have overall site accountability for their assigned plant within a specific geography.
The ability to understand business goals and recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity and development of HR within the company.
Coordinate with international site HR leaders on client matters and corporate programs (compensation reviews, short term incentive programs, stock allocation, engagement surveys, organizational development, talent acquisition).
The HR Business Partner serves as an internal business partner, delivering comprehensive HR programs, initiatives and solutions to the functional areas of the organization in support of key business strategies.
In this role, you will develop and implement value-added HR programs and initiatives, support all aspects of HR for assigned client groups including performance management, employee relations, compensation, reward and recognition, succession planning, organizational and staff development, and change management.
The HR Business Partner will be responsible for executing the Human Capital (People) Strategy for all Mediscan staff; implement people and organizational solutions from an enterprise viewpoint and also measure/monitor the needs of employees through effectively building and developing relationships across all levels of the organization.
Analysts who clearly identify various courses of action to develop and implement process improvement, while understanding the upstream and downstream implications of decisions and anticipates potential areas of concern.
The HRBC will act as a consultant and provide support for management teams and associates by answering non-routine requests for information on policy interpretation, providing advice and counsel on employee issues with emphasis on people management and implementing practices and programs in support of the HR and business strategy.
Responsible for investigating and managing routine and potentially high-conflict employee matters and providing constructive and effective resolution for each matter, working with internal counsel as needed. Influence business leaders to take appropriate course of action.