Human Resources Business Partner

The Human Resources Business Partner role will deliver a spectrum of strategic and tactical day-to-day HR support in the regional corporate office. This role will manage the administration of HR policies, procedures and programs in the following areas: talent acquisition, talent development, organizational design & structure, employee engagement, retention and other employee related activities.

Location: Columbus, OH

Schedule: Mon-Fri; 8:00am - 5:00pm EST

Pay: $90,000- $100,000/annually

Benefits:

Various health insurance options & wellness plans (Medical, Dental, Vision, Prescription Drug)

401k Retirement Savings Plan Including Employer Match

Paid Time Off (PTO)

Life Insurance

Paid Parental Leave

Short-term & Long-term Disability

Healthcare & Dependent Care Flexible Spending Accounts

Domestic Partner Coverage

Commuter Benefits

Legal Assistance

Employee Assistance Program (EAP)

Access to free on-site Gym

Onsite Café

Company Provided Parking

Additional Employee Perks and Discounts

■ * Support talent acquisition efforts and activities to meet current and anticipated staffing needs in assigned work group. This includes developing an effective working relationship with key members of the recruiting team, development of job descriptions, active participation in evaluating/screening candidates and the interview and selection process.

■ * In partnership with the recruiting team and internal Marketing team, identify, utilize and manage creative talent sourcing methods and strategies to drive candidate flow, including social media, professional associations, networking, university career fairs, job boards and company career page.

■ * Assist in the development and deployment of training initiatives related to recruiting and employee experience.

■ * Partner with HR support/admin groups and business leaders to develop a robust onboarding process for new hires; improving the transition from candidate to employee experience.

■ * Provide coaching and direction to managers regarding corrective action/performance management policies, procedures and best practices. Review and approve all written & final written warnings and terminations.

■ * Coordinate and participate in talent reviews sessions and ensure development and succession plans are in place and a healthy pipeline exists for internal mobility.

■ * Provide consultation on compensation adjustments ensure equity across employee group and internal guidelines/practices are followed. Review and approve all pay changes, promotions, transfers, etc.

■ * Run reports and conduct analysis to identify turnover trends, conduct exit interviews when appropriate, work with management to address issues related to turnover/employee morale and develop strategies to improve retention.

■ * Conduct employee relations investigations as assigned under guidance of the HR Director, in response to individual or group employee concerns and harassment/discrimination complaints.

■ * Communicate pertinent information to managers and employees, resolve issues and promote understanding and adherence of policies and procedures. Actively participate in town halls and manager/director meetings as appropriate.

■ In partnership with senior leaders and within designated work group, establish and promote a culture based on respect, company beliefs & values and high-performance.

■ Handle confidential information with sensitivity and in compliance with company policies and applicable state/federal laws.

■ Lead other projects as deemed necessary, to support business/talent initiatives.

Job Qualifications

■ 10 years of applicable Human Resources work experience OR a Bachelor's degree and at least 6 years of applicable work experience in the Human Resources field.

■ Strong fundamental knowledge of basic office programs (MS Office, Excel, Word) as well as the ability to learn and grasp multiple internal HRIS and other core systems.

■ Working knowledge in all areas pertinent to the management of all HR functions including compensation, staffing, employee involvement, EEO/AAP, safety training and policy development.

■ Current knowledge of federal, state and local regulations

■ Ability to communicate with all levels of employees effectively.

■ Consistently contributes effort, leadership, and creative thinking to solving complex and significant problems in a collaborative fashion.

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