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Human Resources Business Partner
Ref No.: 18-00050
Location: Parsippany, New Jersey
Position Type:Direct Placement
Start Date: 03/07/2018
Pay Rate : $ 120,000.00 - 140,000.00 /Year
This is a Perm/Salary Job. NO Third Parties.

The Human Resources Business Partner is responsible for leading and/or executing core HR processes including talent acquisition & selection, HR policy interpretation & recommendations, employee relations, compensation & benefits management, , performance management & talent development, management & measurement of a portfolio of projects, and other duties to ensure maximum effectiveness of the Human Resources function in support of business objectives.
This role must be able to proactively manage a broad scope of initiatives & interactions from handling individual employee relations issues to providing consulting to, and closely partnering with, senior management to effectively manage organization-wide, people-related change initiatives.
Currently, the internal clients for this role are all of the Corporate functions (Finance, R&D, IT, Quality, Legal.) mostly located at the headquarters in Morris County, NJ. Given the relatively small size of our organization, the HRBP is expected to "wear two hats” by taking a leadership role in developing strategies, processes, and tools for one or more core HR functions such as recruiting and engagement. In addition, this role will lead, or actively participate in, cross-functional Corporate HR initiatives such as social responsibility efforts, internal communications, and recruiting initiatives.

Organization Development & Effectiveness
  • Continually scans the organization for opportunities to enhance capabilities and productivity, and acts as "hands-on consultant” to management in addressing opportunities for improvement.
  • Assists client groups in identifying and defining resourcing requirements.
  • Partners with business leaders to drive organization restructurings to achieve business goals (e.g. confirming goals, evaluating various organization designs, defining job requirements, facilitating employee selection, developing internal communications, etc.).
  • Supports human resources integration activities associated with mergers & acquisitions (e.g. policy harmonization, employee selections & transitions, etc.) with coaching from the Corporate HR leader.
  • Tracks, analyzes, and utilizes appropriate workforce data from HRIS and other sources to make fact-based organization and people decisions.
Talent Acquisition
  • Partners with leadership to confirm organization needs, job requirements, and reviews and approves internal/external job postings.
  • Ensures the efficient, timely, and cost-effective recruitment of qualified candidates for approved positions; partners with internal/external recruiting resources/agencies as needed.
  • Monitors progress of the employment process including tracking and filling open positions, developing and implementing recruitment strategies, and making hiring recommendations in line with overall staffing plans.
  • Plays a critical role in talent assessment to ensure we hire the best talent for the job and high potentials for the future.
  • Assists in onboarding key talent to ensure new hires become productive quickly.
Performance Management & Talent Development
  • Provides input and implements core processes to improve employee performance and build organization capabilities.
  • Facilitates performance assessment & calibration and individual development planning processes; ensures appropriate documentation and follow-up.
  • Coaches people-managers at various levels to be effective leaders and team members.
  • Ensures appropriate succession plans are in place for key positions and talent.
  • May develop and/or deliver leadership or employee training such as new manager training, interviewing training, mentoring, etc.
Policy Development, Interpretation, & Administration
  • Develops and/or reviews human resources policies to address business needs and keep up with external trends.
  • Assures accurate policies and appropriately consistent interpretation across departments and locations.
  • Provides policy and procedure implementation consultation to those responsible for supervising others; may audit as needed.
  • Partners with business leadership and Legal department to reinforce the Company's ethical standards in accordance with the Code of Business Conduct and Ethics.
Employee Relations and Engagement
  • Leverages available information to drive proactive employee communications and engagement initiatives reviewing trends and may work on development of a structured engagement survey to be developed.
  • Utilizes employee relations issues to diagnose and solve underlying HR issues throughout client groups and develops and implements strategies to address these root causes.
  • Drives communication efforts and partnership to develop an intranet and communications strategy to keep employees informed.
  • Demonstrates and balances company and employee advocacy in working with client groups to address/mediate issues or capture opportunities.
  • Assists client groups in disciplinary procedures and corresponding paperwork/documentation; partners with internal/external legal counsel as necessary.
Total Rewards
  • Partners with internal/external subject-matter experts to ensure all employees understand our core compensation & benefits principles, programs, & practices; provides consultation to client groups & governance as required.
  • Provides consultation to client groups and assists in administering the compensation and benefits changes associated with personnel transactions including job evaluations, merit increases, promotions, transfers, demotions, terminations, and leaves of absence; ensures compliance with current practices.

Knowledge, Abilities, & Key Competencies
  • Must be able establish credible, "consultancy-based” relationships with senior leadership, demonstrating solid business acumen in order to provide value-added HR solutions.
  • Ability to effectively connect with employees at all levels and across functions accurately reading different cultures/work styles and adapting his/her approach to maximize impact.
  • Excellent oral and written communication skills are essential.
  • Strong working knowledge of appropriate legislation and external best practices pertaining to employment, compensation & benefits, and other related human resources functions.
  • Detailed knowledge of company policies and procedures, including employment practices, compensation practices, company benefit plans, and business practices and product information.
  • Ability to develop and present compelling people-related business cases and recommendations.
  • Ability to integrate data from interviews, reports, and other data sources to make appropriate employment and other decisions.
  • Excellent organizational and project management skills.
  • Strong analytical and problem solving capabilities; emphasis on providing solutions vs. pointing out problems.
  • Agility to anticipate changing business needs, adapt accordingly, and demonstrate flexibility to effectively coordinate multiple priorities.
  • Has an inquisitive nature, willingness to learn, and desire to continually improve personal and HR effectiveness.
  • Broad perspective from working in various industries, functions, or business situations.
  • Demonstrated ability to take on new/unfamiliar assignments and increasing responsibilities.
  • Effective coaching, negotiation, conflict-management, and mediation skills.
  • Excellent judge of talent and character.
  • Takes calculated risks.
  • Proactively identifies, initiates, and drives necessary business-change within or across functions.
  • Ability to balance the need to think strategically and act with urgency to "get things done” .
  • Resourceful.
  • Recognizes different organization cultures and the need to "seek first to understand” before making changes .
  • Required:
    • Bachelor's Degree in Human Resources, or related field.
  • Preferred:
    • Master's degree Preferred.
  • Required:
    • Minimum of 10 years' relevant experience in Human Resources or related field.
  • Preferred:
    • Experience working in both progressive large-corporate and small-company settings.
    • Food industry or non-durable consumer products background.
    • International experience helpful (particularly Canada & Mexico).
    • Direct people-management experience.