Regional HR Business Partner

Summary of Position

• Working with the Sr. HR Business Partner, responsible for aligning business objectives with employees and management in designated business units; work with Sr. HRBP to implement strategic priorities and critical projects for the HR Department.
  
• Act as a consultant to management on human resource and labor relations-related issues; act as an employee champion and change agent.
  
• Serve as liaison between LOBs/functional areas and HR; provide guidance to ensure compliance with applicable laws, regulations, policies, and procedures; serve as an agent to de-escalate actual and potential issues between employees and the company.
  
• Assess and anticipate HR-related needs; communicate needs proactively with HR department and business management; and develop integrated solutions.
  
• Formulate partnerships across the HR function to deliver value-added service to management and employees that reflects EH's business objectives.
  
• Maintain an understanding of business literacy about the LOB/functional area.
  
• Work with functional areas/departments to ensure implementation of policies, processes, and procedures.
  
• Provide support to ensure completion of projects: work with Sr. HRBPs and cross-functional project teams to: provide guidance, feedback and input; to minimize delays and "scope creep", to ensure appropriate resource allocation and delegation of tasks; to ensure timely completion of projects; and to monitor and report progress, risks and issues

Principal Accountabilities

• Work with the Sr. HR Business Partner(s) to ensure that a LOB/functional area has the support and resources needed to perform effectively, while minimizing the potential for liability due to non-compliance with guidelines, laws, etc. 35%
  
• Conduct meetings with respective business units; consult with line management, providing HR & LR guidance when appropriate.
  
• Provide guidance and input on business unit restructures, workforce planning and succession planning.
  
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
  
• Provide HR policy guidance and interpretation.
  
• Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
  
• Manage and resolve complex employee and labor relations issues; conduct or partner with Employee Relations on effective, thorough and objective investigations.
  
• Develop contract terms for new hires, promotions and transfers.
  
• Identify training needs for business units and individual executive coaching needs.
  
• Participate in evaluation and monitoring of training programs to ensure success; follow up to ensure training objectives are met.
  
• Address labor relations issues to ensure they are handled with the terms of the collective bargaining agreement.
  
• Responsible for attendance monitoring and meetings with employees covered under the collective bargaining agreement where applicable.
  
• Provide technical and subject matter expertise support for business presentations for both internal and external constituents
  
• Analyze trends and metrics in partnership with the HR group to develop solutions, programs and policies.
  
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
  
• Partner with the legal department as needed/required.
  
• Perform other duties as required or assigned.