Human Resources Business Partner

HRBP/Human Resources Director- Walker, MI (HYBRID-2 days onsite)

This position is both strategic and tactical. 40% strategic 60% tactical. Someone who is able to think strategically, as well as being able to handle the day-to-day HR responsibilities.

This position leads the strategic and tactical HR initiatives for Oliver Packaging and requires an experienced HR professional, well-versed in all aspects of human resources, including: talent acquisition and development, compensation and benefits, succession planning, workforce planning and development and Diversity, Equity & Inclusion (DE&I).

The successful candidate will demonstrate strong analytical skills and the ability to successfully negotiate to positive outcomes, mediate between differences of opinion, make sound, fair judgments in support of business objectives and provide trusted counsel.

The successful candidate will also be seen as a valued, trusted and collaborative member of the Leadership Team.

Key Activities and Responsibilities

• Provide leadership, coaching and performance management support to business leaders.
• Lead or contribute to special projects, inside and outside of the HR function, as needed.
• Maintain records and statistical reports on recruiting, interviews, hires, transfers, promotions, terminations and performance appraisals.
• Partner with leadership to serve as the key contact point for all HR issues. Provide direction in the areas of change management, compensation, performance management, talent management, employee relations, organizational effectiveness and leadership development.
• Establish metrics and KPI’s.
• Implement and lead HR processes (e.g., recruitment, onboarding, development, promotion and exiting).
• Provide insights from talent market research and benchmarking that influence talent strategies.
• Actively share HR best practices and suggestions/solutions across the organization.
• Implement/execute HR practices and initiatives: Performance Management, Talent Reviews, Engagement Surveys, Reward & Recognition programs, Job (re)evaluations and other compensation-related practices, in addition to associated follow-up action plans.
• Assess, monitor and address HR-related employee questions and concerns.
• Regularly review reports and analyze statistical data on all aspects of employment activity to identify trends, issues and root cause. Develop corresponding recommended solutions.
• Ensure awareness of, and compliance with, HR policies and local law.
• Advise on, and help bring resolution to, employee relations issues.

• Provides support to leadership team through advice, coaching and development.
• Drive employee development strategies to support the growth needs of the business.
• Work with the business leaders to ensure that successful, differentiated hiring is achieved with improved employee and candidate experience as a key to success.
• Contributes to the continuous improvements of HR practices, processes and data management.
• Implement initiatives and strategies to drive a strong culture of DE&I across the business.

Required Education/Qualifications/Work Experience

• Organizational/planning skills are critical for this role.
• Demonstrated experience with analytics/KPIs, metrics and countermeasures.
• SHRM-CP or PHR certified.
• Limited, if any, travel.
• Ability to function at both strategic and tactical levels (e.g., payroll and benefits).
• Experience in the manufacturing industry preferred.
• Broad knowledge and experience in HR practices, policies, local laws and regulations.
• 8+ years of experience working as a generalist in the Human Resources field, with experience encompassing recruiting/employment, employee relations, compensation, performance management, training, employee development and DE&I.
• Ability to work independently, as well as a part of a diverse team.
• Must be a strategic and results-oriented leader, demonstrate strong business acumen and be able to react quickly and effectively to changing situations.
• Demonstrated ability to develop strong consultative relationships with business executives and be a valued, collaborative team member.
• Demonstrated composure and ability to build rapport and trust.
• Effective coaching at many levels.
• Effective written and verbal communicator, in both one-to-one and group discussions.
• Strong attention to detail.
• Strong time management and organizational skills.
• Ability to hold difficult conversations.
• Bachelor’s degree (B.S.) is required; a Master’s degree is preferred.
• Ability to prioritize initiatives.
• A sense of urgency and an initiative-taking approach to addressing HR issues.