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As a strategic resource to Business Leadership, the Sr. Human Resources Business Partner (Sr. HRBP) leads and/or consults on all HR-related practices, programs and objectives in order to enable an employee-oriented, high performance culture that emphasizes productivity, safety, and business goal attainment; along with the recruitment, retention, engagement and ongoing development of a stable, high quality workforce. The Sr. HRBP actively seeks to align business objectives with employees and management in designated business units. The Sr. HRBP inherently requires deep and sustained relationships to be built and maintained across supported business units. All levels of leadership and management should consider the Sr. HRBP to be a key partner in creating and managing an engaging and healthy environment for all. The Sr. HRBP actively consults with Business Leaders to ensure HR initiatives are effectively managed and are producing desired outcomes.

The Sr. HRBP has special accountability for talent programs, communications and change management, enabling the best of the organization’s culture to be experienced and appreciated within all functions and on all teams. In addition, the Sr. HRBP coordinates the implementation of all employee-related services, policies, and programs. In close partnership with Corporate HR centers of expertise and shared service functions, the Sr. HRBP leverages the available services to allow the Sr. HRBP to focus on the higher value talent, engagement and retention initiatives.

This position will work onsite in office primarily at our Westampton, NJ location and also occasionally travel to and support our Chalfont, PA location as well. 

OVERALL SUMMARY OF DUTIES

• Primary HR Partner for Plant Leadership
• Organization Design and Development
• Talent Reviews, Development & Succession Plans
• Business Unit Talent Acquisition Efforts
• Employee Engagement and Retention
• Change Agent for HR Initiatives
• Performance Cycle & Goal Planning
• Workforce Analytics & Workforce Planning
• Merit and Bonus Cycle
• Talent Acquisition Planning
• Complex Employee Relations Issues

KEY RESPONSIBILITIES

• Apply human resources principles, methods and tools to provide broad range of customized business solutions designed to support the business and enhance organizational effectiveness
• Conduct organizational diagnoses using data-based methodologies to identify critical issues and root causes; provides objective, data-based perspective on relevant organizational and HR issues and recommends/implements and measures appropriate interventions to address organizational issues
• In partnership with Talent, develop succession plans to address key leadership roles and talent gaps
• Lead assigned business unit groups in the execution of talent reviews and planning processes
• Collaborate with leadership to ensure consistent employment experiences
• Partners with business leadership to identify and develop HR strategies, identify gaps and plan processes to directly support business initiatives through people.
• Acts as liaison with other HR COE teams to coordinate development of programs, systems and processes to be used to support the business.
• Provides insight, oversight and direction of the annual performance management and compensation review process within the assigned business units.
• Supports the business leadership team through conducting quantitative and qualitative analyses on a broad array of issues; works to share interpretation of data with leadership and plant teams and develops action steps to support improvements/changes.
• Serves as an active member of the leadership teams.
• Collaborates, strategizes and participates with Talent Management and Hiring Managers to acquire and retain top talent with a focus of building a pipeline for future needs.
• Works closely with management and employees on employee engagement, including improving work relationships, building morale, increasing productivity and retention.
• Monitors the effectiveness of HR Programs through the tracking of key measures.

JOB REQUIREMENTS

Appropriate education and/or experience may be substituted on an equivalent basis. 

Education: Bachelor’s degree or equivalent experience required

Experience: 5 or more years of experience leading people and/or project teams, implementing HR programs and initiatives, including a demonstrated ability to facilitate small and large group employee interactions Certificates, Licenses, Registrations SHRM-CP or PHR preferred

Knowledge, Skills & Abilities:

• Demonstrated experience driving strong talent outcomes in partnership with business leaders across the organization and external talent acquisition partners.
• Proven ability to manage projects to successful completion, multi-task, and work within tight deadlines
• Sound business acumen and strategic thinking skills
• Must be a creative thinker and analytical problem solver with a bias for performance measurement
• Strong interpersonal skills with the ability to build effective partnerships with key business leaders and collaborate effectively at all levels and functions
• Ability to set and balance short- and long-term priorities and remain focused within a rigorous, fast-paced and dynamic environment.
• Ability to coach and mentor employees at all levels of the organization
• Have a passion for personal learning and development to be able to grow with the company.
• Must possess strong communication skills, both written and verbal
• Demonstrated knowledge of corporate and regulatory best practices
• Demonstrated proficiency in all MS Office programs
• Ability to travel as needed to support the organization

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