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Human Resources Business Partner

Company

Etanco Group
Address , Columbus, Oh
Employment type OTHER
Salary $99,300 - $134,100 a year
Expires 2023-10-07
Posted at 9 months ago
Job Description
Simpson Strong-Tie is a leader in engineered structural connectors, software, and solutions for the building industry. We maintain a reputation as a trusted manufacturer, partner, and corporate citizen committed to our customers and employees.
Our founder, Barc Simpson established
9 Principles of Business
we live out as company values and have made Simpson Strong-Tie an inspiring place to work since 1956. Our team of talented people are dedicated to our shared mission: to provide solutions that help people design and build safer, stronger structures.
Learn about our company culture
directly from our team
.
YOU
As an HR Business Partner (HRBP), you will be responsible for aligning with Human Resource initiatives with business objectives. The HRBP serves as a consultant to management on Human Resource related issues and acts as employee champion and change agent.
WHAT YOU’LL BE DOING (% of Time)
Attract, hire and engage a no-equal workforce (40%)
  • Influence Managers and train/coach HR Generalist in the development and maintenance of job matrices (level cutters) to ensure employees know the skill levels required by the organization for promotions and effectiveness in the role.
  • Anticipate the needs of the workforce and ensure these needs are adequately addressed relative to the SST culture and business strategy.
  • Be a trusted Advisor and Coach who drives and supports the organization’s culture.
  • Assist in the evaluation of spans of control, levels of management, and planning for communication of organizational changes to employees.
  • Ensure branch/department leadership is aware of current employee engagement level and morale collected and assessed through various sources including focus groups, company culture and leadership survey, etc. Engage department/branch leadership to create action plans, develop processes and programs to address opportunities to improve employee engagement and morale.
  • Monitor Talent Acquisition process and leadership effectiveness and develop, drive and/or oversee improvements at the branch as necessary. Communicate with manager of talent acquisition hiring needs, significant changes, and manager feedback and identified opportunities for improvement.
  • Drive and Support a Values-Based Culture.
  • Participate in the interview process as necessary.
  • Communicate with leader of L&OD manager feedback and identified opportunities for onboarding program improvement.
  • Work with leaders and talent acquisition to ensure time to fill and quality of hire goals are met.
  • Identify material shifts in talent needs required to meet future business demands and create a realistic plan to deliver these capabilities at the right time.
  • Assist leadership in organizational structure design, modification and change to meet current and future business objectives.
  • Communicate with Director of Total Rewards regarding upcoming organizational changes impacting compensation framework, manager feedback and opportunities for improvement.
  • Appropriately challenge the way work gets done and propose new processes, structures and people better able to capitalize on future business opportunities.
  • Drive a high-impact onboarding process to quickly engage new employees and ensure their success and retention. Closely monitor results of onboarding surveys, analyze results and suggest program modifications.
  • Work with leaders to ensure business operations, decisions and processes are consistent with the stated culture. Where the “walk fails to match the talk”, take decisive action to reconcile the two.
Elevate leadership capabilities and prepare the next generation workforce. (30%)
  • Drive the review and analysis of branch/department people metrics. Meet regularly with branch/department leaders to discuss key metrics (retention, onboarding surveys, time to fill goals and any other metrics identified by the leadership team as critical). Design new and/or modify programs, processes and initiatives as necessary to address challenges identified. Provide feedback to Home Office leadership team to ensure feedback is incorporated in programs as appropriate. Provide regular updates and status of actions to branch/department leaders to get feedback and input.
  • In partnership with L&OD, ensure the success of the Strong Leaders and Emerging Leaders programs. Drive participation and engagement to ensure program is successful and results in an increase in leadership skills and effectiveness.
  • Coach and counsel leaders to drive performance of employees. Manage and resolve employee relations issues. Mentor/Coach HR Generalist to effectively mediate disputes and assist employees in addressing concerns with managers. Support HR Generalist in conducting thorough and legally defensible investigations. Partner with legal counsel as needed/required. Provide HR policy guidance and interpretation.
  • Assist leaders in creating high-quality development plans to meet career aspirations. Coach leaders to develop their skills and competencies. Invest personally in identifying and preparing future leaders across the enterprise, keeping and eye out for underrated or underdeveloped talent.
  • Champion the performance management process. Ensure the leadership team is equipped to translate the branch/department goals into department and individual goals. Ensure leaders are well prepared and trained to create challenging and measurable goals, and conduct effective performance and development programs. Continually gather feedback to understand how the process can be improved to drive more organizational success. Provide feedback to Home Office leadership team to ensure feedback is incorporated in program as appropriate.
  • Work with the branch/leadership team to increase team effectiveness. Advise senior leadership on opportunities for improvement, alternatives and approaches.
Implement sustainable and scalable processes, tools and technology to enable effective HR delivery by increasing the efficiency and effectiveness of HR. (20%)
  • Present, communicate, coordinate and administer company-wide programs, training and policies to branch/departments. Ensure branch/departments are well informed of the programs, understand the objectives and benefits of programs.
  • Gather input on the goals and priorities of department/branch leadership members. Create, communicate and execute HR action plans and local policies, programs, and processes to assist leadership in meeting the objectives. As necessary, revisit leadership goals to ensure HR priorities and programs are aligned.
  • Oversee the team in processing of new hires, changes and terminations branch/departments supported. Drive efficiency of processes while maintaining high levels of employee experience. Collaborate with Manager of HR Operations to streamline processes and procedures.
Aspire to meet all of the following expectations for the employees managed directly by the HRBP: (10%)
  • Create and maintain a positive and ethical working environment.
  • Conduct all steps of the Performance Management process, including: Goal Setting for Business and Development; Mid-Year Check-in with revision/deletion/updating of goals as necessary; End-Of-Year Conversations about achievement of business goals, progress on development and career aspirations.
  • Show employees how their work connects to the company’s mission.
  • Regularly recognize contributions.
  • Ensure employees know what is expected at work and have the resources needed to meet those expectations.
  • Coach/Mentor employees to learn and grow.
  • Effectively communicate to employees where they stand.
DESIRED SKILLS AND EXPERIENCE
If you can do everything listed above, you’ve got what it takes. Perhaps some of the following would be helpful too:
Required
Experience
  • Minimum of 5-7 years of HR or equivalent experience.
Skills Knowledge/ Certifications
  • Facilitation and or training skills. Ability to lead extended training courses and/or deliver engaging presentations.
Preferred
Education
  • Bachelor’s Degree in business or related field.
Experience
  • At least 2 years of experience managing others.
  • HR Certification such as: HRCI/SHRM related Certification.
  • Coaching Certification.
Skills Knowledge/Certifications
  • Planning and Organizing. Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on planning, organizing, prioritizing and overseeing activities to efficiently meet business objectives
  • Change Management. Knowledge of key concepts of change management. Experience with implementation of those concepts in a variety of settings.
  • Data Collection and Analysis. Analyze data trends for use in reports to help guide decision making
COMPETENCIES
  • Influences - Ensures that positions satisfy the needs, interests, and concerns of others. Promotes or asserts positions with conviction and a compelling rationale. Is able to win concessions during negotiations without damaging relationships. Persists and holds firm appropriately without too much pushing or compromising.
  • Drives Results - Pushes others to achieve results. Leads others to persist despite setbacks or obstacles. Fosters a sense of urgency in the team for reaching goals and meeting deadlines. Drives a track record of success for the team.
  • Customer Focus - Addresses gaps in the workgroup’s ability to meet emerging customer needs. Gathers customer satisfaction input on behalf of the team. Holds others accountable for meeting customer needs. Aligns business processes to work with those of customers.
  • Manages Complexity - Coaches others to analyze information and evaluate alternatives to solve problems. Defines complex issues clearly despite incomplete or ambiguous information. Draws on multiple perspectives and sources to better understand and solve problems. Asks the right questions to stimulate critical thinking and help others accurately analyze complex situations.
  • Instills Trust - Demonstrates consistency between words and actions, gaining others' trust. Models reliability and ensures that the team meets its commitments. Maintains honesty and authenticity and encourages others to do the same. Is trusted to represent or protect the interests of others fairly.
  • Ensures Accountability - Accepts responsibility for successes and failures of own work and the team’s work. Holds self and team accountable for outcomes (e.g., achieving goals and complying with policies and procedures). Monitors metrics and milestones to chart progress against expectations and accountabilities. Designs feedback processes into the work.
  • Action Oriented - Drives others to take timely action. Identifies and seizes new opportunities that benefit the business. Instills a can-do attitude in others. Pushes team or others to take action on new challenges.
  • Decision Quality - Holds others accountable for making sound decisions that comply with policies and standards. Is willing to make tough decisions and move them forward, even if they are unpopular. Strikes the right balance between accepting workable solutions and pushing for better alternatives. Synthesizes information, experience, and various inputs to determine the best course of action.
  • Builds Effective Teams - Coaches others on how to build effective teams. Communicates clear goals and roles to team members. Ensures that the team has the right mix of skills and leverages the strengths of individual members. Rewards team efforts and accomplishments.
  • Develops Talent - Ensures that qualified successors are identified and ready for key team roles. Fosters an environment that encourages and enables others to build skills and develop their careers. Provides useful real-time coaching to others. Recommends developmental activities and stretch assignments to others.
  • Collaborates - Credits others for their contributions and accomplishments. Encourages people to express their views openly. Facilitates effective collaboration among coworkers and external partners. Involves others in making decisions on behalf of the group.
TRAVEL REQUIRED
This job requires 10% domestic travel. International travel may be added as needed.
WORK STATUS & LOCATION
This full-time, exempt position is located in Columbus, OH.
RELOCATION
Relocation is available for this position.
PAY
$99,300 - $134,100 / year
REWARDS AT SIMPSON STRONG-TIE
We recognize and reward employees with a carefully designed and comprehensive rewards package, including competitive compensation, quarterly bonuses or commission and first-rate benefits. May exclude some positions, such as seasonal jobs.
  • Benefits: We provide a wide range of benefits for eligible full-time employees including: medical, dental, vision, retirement contributions, employee stock purchase and bonus plans, pay for holidays, vacation, sick days, funerals and jury duty, years of service awards, employee discounts, employee referral bonuses, charitable contribution matching, education reimbursement and more. View benefit plan details here: https://benefits.strongtie.com/ .
  • Quarterly Bonuses/Commission: You will be eligible for either a bonus or commission, paid on a quarterly basis. We believe all employees affect customers, sales and revenue — directly or indirectly – and should be rewarded by sharing the company profits.
In keeping with the Company's commitment to the communities in which it does business, we are an equal opportunity employer. This means that to the fullest extent required by local law, employment decisions are based on merit and business needs and not on race, color, citizenship status, national origin, ancestry, sex, gender (which state law may define to include gender identity/expression, transgender identity, pregnancy, childbirth or related medical condition, and gender stereotyping), sexual orientation, age, religion, creed, physical or mental disability, genetic information, medical condition, covered marital status, protected veteran status, or any other basis protected by applicable law.
Please note all job offers are contingent upon a successful background investigation and drug test. Simpson Strong-Tie’s drug policy is based upon Federal Law, and therefore will screen applicants for amphetamines, including methamphetamines, cocaine, marijuana/THC, phencyclidine, and opiates.
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