Human Resources Business Partner

Why Join Us?
•Stability: Be part of a company that looks out for its people and provides an
opportunity to grow your career within a stable industry.

•Collaborative Culture: Work within a dynamic high-performance team of
similarly motivated individuals who share the very same passion for
excellence.

•Comprehensive Benefits: We provide competitive compensation and a full
benefits package, including: $0 Health Insurance Deductible with low-cost
premiums, 401k with industry leading employer match, Profit Sharing,
company paid life insurance, short-term & long-term disability and much
more.

The Human Resources Business Partner (HRBP) will play a critical role in aligning business objectives with employees and management across all Jurgensen companies.

The HR Business Partner will serve as a trusted advisor to leadership, providing guidance on HR-related matters, talent management, employee relations, organizational development, and performance management. The role requires a strategic thinker with strong interpersonal skills, the ability to manage change, and a deep understanding of both HR and business operations.

Compliance

• Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with legal counsel as needed/required.
• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
• Analyzes trends and metrics in partnership with HRIS Analyst to develop solutions, programs and policies.
• Work with safety department and safety committee to understand and implement effective, meaningful safety initiatives.

Operations:

• Partner with business leaders to understand their needs and provide HR solutions that align with business objectives.
• Provides day-to-day performance management guidance to line management (e.g., feedback, coaching, counseling, career development, disciplinary actions).
• Manages and resolves complex employee relations issues with management. Conducts effective, thorough and objective investigations with professionalism and confidentiality.
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides guidance and input on business unit restructures, workforce and succession planning.

Program and Policy Administration

• Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
• Provides HR policy guidance and interpretation to leadership.
• Manages employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters and involves appropriate staff accordingly.
• Assists with processing of terminations, notifying appropriate parties, gathering employee and/or company property.
• Monitor HR metrics to identify trends, provide insights, and make data-driven recommendations to improve workforce productivity and satisfaction.
• Collaborate with other HR functions (recruiting, learning and development, compensation, benefits, etc.) to execute key initiatives.

Skills

• Strong knowledge of HR practices, employment law, and regulatory compliance.
• Proven ability to work with senior leadership and influence decision-making at all levels.
• Exceptional interpersonal communication and problem-solving skills.
• Demonstrated ability to manage multiple priorities in a fast-paced environment.
• Ability to drive strategic change and transformation in an organization.
• Demonstrated ability to apply empathy and emotional intelligence in all situations.

Qualifications and Requirements

• Minimum of 5 – 7 years of Human Resource Business Partner or Generalist experience.
• Preferred bachelor’s degree in human resources, organizational leadership, or related field.
  • Relevant experience may substitute for education.
• Strong knowledge of HR practices, employment law, and regulatory compliance.
• SHRM certification is a plus.
• Experience with Workday is a plus.
• Valid driver’s license with a clean driving record.