Position SummaryThe HR Business Partner (HRBP) plays a vital role in the strategic, functional, and transactional support of identified client groups. The HRBP partners with department managers to build collaborative relationships and to ensure alignment with business initiatives. The HRBP promotes HR best practices, ensures compliance, supports all areas of talent management, employee relations, compensation, risk management and safety.
Essential Duties & ResponsibilitiesThe following reflects management's definition of essential functions for this job but does not restrict the tasks that may be assigned. Management may assign or reassign duties and responsibilities to this job at any time due to reasonable accommodations or other reasons.
- Works with the business to evaluate, review and recommend new approaches, policies and procedures to drive continuous improvement.
- Partners and collaborates with management to help create a culture of trust, support positive work relationships, build employee morale, and increase productivity and retention.
- Analyzes trends and metrics in partnership with the HR team to develop solutions, programs and policies.
- Reports monthly on HR metrics pertaining to associated client groups.
- Works with management to develop change management plans surrounding new initiatives and implementation, organizational/policy updates and HR best practices.
- Coaches management in the resolution of employee relations issues and conflict resolution. Conducts effective, thorough and objective investigations timely.
- Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, mitigating legal risks and ensuring regulatory compliance. Monitors compliance with all relevant laws and protects confidentiality of highly sensitive information.
- Guides management in creating a culture of accountability. Provides day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions). Reviews and approves corrective action measures and ensures consistency of organizational policies.
- Provides guidance and input on workforce planning and succession planning.
- Identifies training needs for client groups and participates in the evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
- Assists in training management on policies, procedures, and best practices; interviewing, hiring, disciplinary action, documentation, terminations, promotions, performance reviews and other employment action item.
- Manages full cycle recruiting for client group; including identifying the need-to-fill, assisting with job descriptions, postings, screening candidates and generating offer letters. Works with teams to ensure a smooth and positive candidate experience and onboarding transition.
- Oversee the H2A vineyard worker program, partnering with the Grower Relations Manager to plan for seasonal labor needs and ensure compliance with H2A regulations and program requirements.
- Assists with managing compensation programs within the client groups, including data management, internal and external market analysis and providing guidance to management team on compensation related issues.
- Manages Workers Compensation claims to ensure appropriate employee care and management of costs while maintaining focus on the return-to-work program and claim closure. Meets with management to review injuries and adopt preventative measures to eliminate future occurrences.
- Works with management to ensure safety and security policies are communicated to employees on a regular basis through orientation, training, property meetings, bulletin boards, etc. Partners with management to promote and sustain a culture of operational excellence; identifies ways to assess risk and create awareness of the importance of safety in the workplace and decrease accident frequency and severity.
- Manages and administers employee disability & leave programs, including, when necessary, supporting the interactive process with the employee.
- Performs exit interviews, identify trends, and recommends corrective actions when appropriate.
- Review and approve performance evaluations and coach managers on effective evaluation feedback.
- Collaborate on developing modules and protocols in HRIS.
- Performs other related duties as assigned.
Qualifications- Education: Bachelor's Degree or 8+ years of related experience
- Experience working in a production/manufacturing/agricultural environment preferred.
- Intermediate skills in Microsoft Windows Suite (Word, PowerPoint, and Outlook). Working knowledge of HRIS systems, ADP experience desirable.
- Must have broad knowledge of state and federal laws & regulations; PHR or SPHR certification a plus
- Strong problem-solving, analytical skills, attention to detail required.
- Experience working in a highly audited environment; ensures appropriate documentation and audit trail when needed.
- Effective time management, planning and organization skills with the ability to prioritize multiple projects to meet deadlines.
- Ability to establish and maintain effective working relationships with a diverse group of employees at all levels of the organization. Creates and maintains positive relationships with key internal and external customers.
- Strong interpersonal and communication skills. Excellent verbal and written skills with the ability to communicate information clearly. Bilingual proficiency in Spanish and English is required.
- Possesses high ethical standards and maintains confidentiality with sensitive data and information.
- Excellent customer service skills; professional and positive disposition; ability to diffuse tensions under stressful conditions; effective listening skills.
- Must be willing and able to, from time-to-time, travel on behalf of the company. This includes within California, Oregon, and Washington.
