Manager, HR Business Partner - Operations/Mechanical - Remprex LLC
Lisle, IL
About the Job
Description
What You'll Do
As an individual contributor and reporting to the Director of Human Resources, you will lead HR initiatives for our Operations & Mechanical functions. Your role will involve supporting business leaders through transformation and cultural evolution while driving operational performance. You will analyze HR data to uncover insights and convert them into actionable recommendations. Collaborating with HR Centers of Excellence (COEs) like Total Rewards, HRIS, Safety, and Talent Acquisition, you will implement scalable solutions that align with our organizational objectives and enhance employee engagement.
Essential Duties & Responsibilities:
+ Serve as a trusted advisor to business leaders on organizational development, employee training, performance management, and change management for both unionized and non-unionized teams.
+ Execute core HR processes including performance management, talent management, compensation, and training and development.
+ Proactively collect and analyze HR data to identify trends and develop strategies to improve performance as well as address potential risks.
+ Foster strong partnerships within the HR team to ensure timely responses to client needs, collaborating effectively to resolve issues.
+ Manage employee relations matters, including PIPs, disciplinary actions, and terminations, with a focus on risk mitigation and resolution.
+ Coordinate contract negotiations for Local Collective Bargaining Agreements, including leading the grievance process.
+ Conduct thorough investigations related to EEO, harassment, and ADA compliance.
+ Support HR process alignment to drive a culture that embodies our values and promotes inclusion and empowerment.
+ Partner with Talent Acquisition to define role requirements, assist in the selection process, and enhance the employee experience.
+ Advise management on HR compliance matters including Wage & Hour, FMLA, and ADA.
+ Provide guidance on HR policy interpretation, ensuring alignment with best practices.
+ Support HR projects as needed.
What You'll Need
Required:
+ Bachelor’s degree in Human Resource Management or a related field
+ 5+ years of hands-on HR experience as a business partner supporting all levels of an organization
+ 2+ years of labor relations experience
+ Strong verbal and written communication skills, with the ability to influence management at all levels
+ Proven conflict management abilities, with a focus on building trust and clarity in conversations
+ Experience leading effective HR practices while managing multiple priorities and maintaining attention to detail.
+ In-depth knowledge of employment laws and regulations.
+ Intellectually curious with a commitment to continued growth
+ Strong business acumen and the ability to drive results in a fast-paced environment.
+ Ability to cultivate collaborative relationships and act as a credible business partner.
+ Self-directed working style with a focus on strategic improvement across multi-site responsibilities.
+ Proficiency in MS Office applications and HRIS systems.
Preferred:
+ Proficiency in UKG Pro.
+ 2+ years of experience managing or supervising others.
Work Environment
This position operates in an office environment, requiring effective communication and collaboration with colleagues. The role involves extended periods of sitting and working with computer screens and other electronic devices. Reasonable accommodations will be made to enable individuals with disabilities to perform essential functions.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
What You'll Do
As an individual contributor and reporting to the Director of Human Resources, you will lead HR initiatives for our Operations & Mechanical functions. Your role will involve supporting business leaders through transformation and cultural evolution while driving operational performance. You will analyze HR data to uncover insights and convert them into actionable recommendations. Collaborating with HR Centers of Excellence (COEs) like Total Rewards, HRIS, Safety, and Talent Acquisition, you will implement scalable solutions that align with our organizational objectives and enhance employee engagement.
Essential Duties & Responsibilities:
+ Serve as a trusted advisor to business leaders on organizational development, employee training, performance management, and change management for both unionized and non-unionized teams.
+ Execute core HR processes including performance management, talent management, compensation, and training and development.
+ Proactively collect and analyze HR data to identify trends and develop strategies to improve performance as well as address potential risks.
+ Foster strong partnerships within the HR team to ensure timely responses to client needs, collaborating effectively to resolve issues.
+ Manage employee relations matters, including PIPs, disciplinary actions, and terminations, with a focus on risk mitigation and resolution.
+ Coordinate contract negotiations for Local Collective Bargaining Agreements, including leading the grievance process.
+ Conduct thorough investigations related to EEO, harassment, and ADA compliance.
+ Support HR process alignment to drive a culture that embodies our values and promotes inclusion and empowerment.
+ Partner with Talent Acquisition to define role requirements, assist in the selection process, and enhance the employee experience.
+ Advise management on HR compliance matters including Wage & Hour, FMLA, and ADA.
+ Provide guidance on HR policy interpretation, ensuring alignment with best practices.
+ Support HR projects as needed.
What You'll Need
Required:
+ Bachelor’s degree in Human Resource Management or a related field
+ 5+ years of hands-on HR experience as a business partner supporting all levels of an organization
+ 2+ years of labor relations experience
+ Strong verbal and written communication skills, with the ability to influence management at all levels
+ Proven conflict management abilities, with a focus on building trust and clarity in conversations
+ Experience leading effective HR practices while managing multiple priorities and maintaining attention to detail.
+ In-depth knowledge of employment laws and regulations.
+ Intellectually curious with a commitment to continued growth
+ Strong business acumen and the ability to drive results in a fast-paced environment.
+ Ability to cultivate collaborative relationships and act as a credible business partner.
+ Self-directed working style with a focus on strategic improvement across multi-site responsibilities.
+ Proficiency in MS Office applications and HRIS systems.
Preferred:
+ Proficiency in UKG Pro.
+ 2+ years of experience managing or supervising others.
Work Environment
This position operates in an office environment, requiring effective communication and collaboration with colleagues. The role involves extended periods of sitting and working with computer screens and other electronic devices. Reasonable accommodations will be made to enable individuals with disabilities to perform essential functions.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
Source : Remprex LLC
