• Generating monthly reports for the HR Manager relating to all HR issues
• Implementing employee surveys and questionnaires
• Actively involved with internal customers to assure questions and concerns are being addressed
• Staying up-to-date with issues and concerns relation to the work environment
• Implementing procedure and policy as related to the HR Department
• Making certain all employment regulations are met and making available all information and forms to employees
• Involved as a resource to the recruiting and training managers
• Identifies and resolves basic issues. May identify and make recommendation on complex issues

Employee Relations

• Coaches and educates managers on resolving more complex employee relations issues
• Looks to more senior team members for guidance on highly complex issues
• Responds proactively to employee and manager issues and is available for consultation

Communication

• Keeps own team informed of organizational health
• Messages CS site on “HR must knows” and builds communication in site

Recruiting/Talent

• Tracks headcount and position requisitions within team/department
• Initiate, implement and manage effective sourcing strategies to support all recruiting especially hourly employees and ensures the bar is continually maintained and raised

Organizational Development

• Executes the roll out of company wide HR programs
• The HR Generalist may participate in the implementation of programs
• Executes organizational change. May participate in implementation
• Performance Management
• Executes performance management processes. May participate in the implantation process
• Executes Top grading and retention efforts throughout area of responsibility. May partner with more senior team members to drive Top grading efforts

Compensation, Rewards and Recognition

• Identifies employee compensation inequities and recommends potential adjustments recommendations base on compensation guidelines
• Works with own team and management to assure compensation decisions are fair and equitable

Training and Development

• Executes soft skill training and education for career development
• May participate in the design and delivery of training and education programs

Compliance

• Executes HR policies, practices, programs and processes and ensures they are understood and used consistently throughout their area of responsibility
• Executes policy, practice, program and process improvements. May identify and recommend enhancements to senior HR leadership
• Executes vision and goals for the team or department

Business Partner Key Competencies

Problem Solving

• The HR Business Partner should demonstrate the ability to work through necessary channels to accomplish outcomes in complex settings; understanding of processes and quality improvement. The HR Business Partner should possess the ability to maintain a balanced perspective and see all sides of an issue and manage problems in a timely and effective manner
• Talent Management
• The HR Business Partner should demonstrate the ability to judge and assess talent, recruit and select appropriate bench strength to current and future business needs; appreciation for and emphasis on developing a diverse workforce. The HR Business Partner should be able to build organizational effectiveness through talent management

Personal Credibility/Integrity

• The HR Business Partner must possess a track record of success, have earned trust, instill confidence in others, have credibility and buy in with key business leaders, demonstrate integrity, ask important questions, frame complex ideas in useful ways, take appropriate risks, provide candid observations, and offer alternative perspectives on business issues. The HR generalist should be forthright, direct and widely trusted.
• Customer Focused
• The HR Business Partner should be focused on all aspects delivery to our internal customers. The HR Business Partner should be approachable; relate easily to diverse groups and individuals; build and develop relationships. The HR Business Partner should demonstrate the ability to absorb and translate others` statements into objective responses and actions; ability to give and receive feedback in an appropriate manner.
• Effective Communication/Facilitation
• The HR Business Partner must be an effective communicator, work with managers to send clear and consistent messages, be an effective communicator in writing, facilitation, be able to drive change, facilitate internal communication processes, attract the appropriate talent, and facilitate dissemination of internal customer information.

• Highly accountable work style; team oriented
• Experience working in a dynamic and fast paced environment with a lot of changes; highly flexible work style; demonstrated ability to thrive in an ambiguous environment
• Customer obsessed: Thinks of their business clients as his/her top priority and as customers
• Highly detail oriented and “buttoned up” work style
• Ability to coach ad counsel employees and managers with various HR issues
• Solution oriented; creative problem solver.
• Demonstrated ability to lean quickly
• Ability to coordinate projects
• Demonstrated ability to put together project plans and execute effectively