Business Partner, HR

Wabash; Lafayette (IN); On-site; USD 60,000 - 90,000; Full time

Job summary

The HR Business Partner at Wabash is responsible for performing HR duties at a professional level and partnering with management to support projects across the organization.

You will lead recruiting for hourly staff, handle employee relations, performance management, onboarding, policy interpretation, and reporting, while staying compliant with labor laws. Strong communication and bilingual skills are valued.

Qualifications

• Bachelor's Degree in Business/HR or related field.
• PHR or SHRM certification preferred.
• Bilingual English/Spanish (read, write, speak) preferred or required.
• MS Office proficiency required.
• Knowledge of employment and labor laws.
• Experience with HRIS and payroll systems (ADP & Kronos).
• Strong organizational skills and ability to multi-task.

Responsibilities

• Guide on labor relations, policy interpretation, performance management, investigations, benefits, and compensation.
• Respond to employee relations issues such as complaints, harassment, and discrimination.
• Conduct thorough investigations of complex employee relations matters.
• Draft and review corrective actions and performance improvement plans.
• Engage on the production floor to address questions and build rapport.
• Analyze reports to support department and company decisions.
• Advise on restructures, workforce planning, and succession needs.
• Solve problems using policy, compliance, and HR systems.

Skills

HR policy interpretation

Employee relations

Communication skills

MS Office proficiency

Education

Bachelor's Degree (Business/HR)

PHR or SHRM certification

Tools

ADP

Kronos

HRIS

Job description

About the Role

The HR Business Partner is responsible for performing all HR-related duties on a professional level and works closely with the management and HR team in supporting designated projects. This position carries out responsibilities in recruiting and staffing of hourly work force, while also supporting employee relations, performance management, on-boarding, new hire transitions, policy implementation/interpretation, facility communication, and employee reporting support.

The HR Business Partner is responsible for performing all HR-related duties on a professional level and works closely with the management and HR team in supporting designated projects. This position carries out responsibilities in recruiting and staffing of hourly work force, while also supporting employee relations, performance management, on-boarding, new hire transitions, policy implementation/interpretation, facility communication, and employee reporting support.

Your Responsibilities

• Works collaboratively with employees and management to provide guidance on various issues including, but not limited to labor and employee relation issues, interpretation of plant policies and practices, performance management and investigations, benefits, and compensation programs
• Responds to employee relations issues such as employee complaints, harassment, discrimination, etc.
• Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.
• Partners with management in drafting and reviewing corrective action and performance improvement plans
• Spends time on the production floor to maintain positive rapport, answer questions, and proactively address issues
• Tracks corrective action plans and exit interview data to determine trends and recommend possible solutions to reduce organizational risk and improve employee engagement
• Prepares and analyzes reports that are necessary to carry out the functions of the department and company; prepares periodic reports for management as necessary or requested.
• Provides guidance and input on business unit restructures, workforce planning and succession planning
• Problem-solves using information, policy, procedure, compliance, and systems information to identify best fit approach/response to meet customer requirements
• Other duties as assigned

Let's Talk About Your Qualifications

• Bachelor's Degree (Preferred Major: Business, Human Resources, or other related field)
• PHR or SHRM certifications preferred
• Bilingual in English/Spanish (read, write, translate, and speak) (required or preferred)
• MS Office Software proficiency
• Knowledge of employment and labor laws
• HRIS and payroll systems including ADP & Kronos
• Excellent organizational skills with a strong ability to multi-task in a fast-paced environment
• Flexibility and ability to deal with ambiguity. Should have strong resiliency to rapid change
• Very strong communication skills -- must have the ability to work well at all levels within the organization and the ability to advise and influence
• Must be a self-starter who assertively takes on challenging responsibilities and holds self ultimately accountable for results and performance
• Ability to deal with people in a manner which shows sensitivity, tact, and professionalism
• Confidentiality and Integrity - must be able to represent and model integrity within the organization. Must possess and maintain the highest degree of security and confidentiality of information.

Leadership Attributes

• Embrace Diversity and Inclusion -- Solicit and respect the input of others, celebrate differences, and strive for transparency and inclusiveness
• Seek to Listen -- Actively listen to reach the best solution and make the strongest decisions
• Always Learn -- Strive to improve; do not quit or settle for the status quo
• Be Authentic -- Demonstrate honesty, incredible energy, and grit in everything you do
• Win Together -- Collaborate, seek alignment, and excel at cross-group communication to success as one team and One Wabash

Join us in turning ideas into world-changing realities. Curate and build your high-impact professional career at Wabash!

Affirmative Action/EEO Statement

Wabash is committed to providing equal employment opportunity for its associates and applicants without regard to race, color, religion, sex, age, national origin, veteran status, disability, or other protected class or activity under federal, state, or local law. All employment decisions must be based on neutral, legitimate criteria. All employment policies and rules shall be applied equally to similarly situated associates.