Human Resources Business Partner

Position Summary

The HR Business Partner serves as a strategic partner to business leaders and line managers within designated business units. Moving beyond transactional HR, the HRBP aligns business objectives with employees and management, serving as a consultant on human resource-related issues. The role assesses and anticipates HR-related needs, communicating needs proactively to the HR department and business management to develop integrated solutions.

Key Responsibilities

1. Strategic Partnership & Business Alignment:

• Act as a single point of contact and trusted advisor to business leaders and managers on all people-related matters.
• Understand the business unit's strategy, goals, and challenges to provide tailored HR guidance and support.
• Translate business strategy into actionable HR priorities and workforce plans.
• Utilize HR metrics and analytics to provide insights for decision-making (e.g., turnover, headcount, engagement scores).

2. Talent Management & Organizational Development:

• Partner with leaders on succession planning, talent review, and career pathing for critical roles.
• Support the performance management cycle: guide goal setting, provide coaching on feedback and difficult conversations, and analyze trends.
• Drive initiatives to improve employee engagement, morale, and retention.
• Identify training needs in partnership with the L&D team and facilitate relevant programs.

3. Employee Relations & Conflict Resolution:

• Manage complex employee relations issues, conducting thorough and objective investigations where necessary.
• Provide expert guidance on disciplinary actions, grievance procedures, and compliance with labor laws and company policies.
• Foster a positive work environment and promote JMG's core values.

4. Workforce Planning & Change Management:

• Support organizational design, restructuring, and change management initiatives.
• Partner with Talent Acquisition to forecast hiring needs, define role requirements, and ensure a smooth onboarding experience.
• Manage redundancy, redeployment, and restructuring processes with sensitivity and compliance.

5. Compensation & Benefits Support:

• Advise managers on compensation philosophy, job leveling, and promotion recommendations.
• Support the annual compensation review process within the business unit.
• Educate managers and employees on benefits programs.

6. HR Policy & Compliance:

• Implement and interpret HR policies, procedures, and programs.
• Ensure compliance with federal, state, and local employment laws and regulations relevant to JMG's operations (e.g., safety regulations in industrial settings).
• Stay updated on HR best practices and legal developments.

Qualifications and Experience

Essential:

• Education: Bachelor’s degree in Human Resources Management, Business Administration, or a related field.
• Experience: Minimum of 5-7 years of progressive HR experience, with at least 3 years in a dedicated HR Business Partner or similar strategic advisory role.
• Industry Knowledge: Proven experience in engineering, construction, manufacturing, or a related project-based/industrial environment. Understanding of site-based workforces (blue-collar & white-collar) is crucial.
• Legal Knowledge: Strong working knowledge of employment legislation and HR best practices.
• Skills:
• Exceptional consulting, relationship-building, and influencing skills.
• Strong business acumen and strategic thinking.
• Excellent communication, negotiation, and conflict-resolution skills.
• Ability to handle sensitive situations with discretion, empathy, and integrity.
• Proficient in HRIS (e.g., SAP SuccessFactors, Oracle HCM, Workday) and MS Office.

Highly Desirable / Preferred:

• Certification: Professional HR certification (e.g., SHRM-CP/SCP, CIPD, HRBP).
• Project Management: Experience managing HR projects (e.g., rollout of new systems, engagement surveys).
• Union Environment: Experience working in a unionized environment or knowledge of collective bargaining agreements.
• Safety Culture: Understanding of HSE (Health, Safety & Environment) culture and its integration with people practices.

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