HR Business Partner

Swagelok; Ohio; On-site; USD 85,000 - 120,000; Full time

Job summary

Swagelok in Ohio seeks a strategic Human Resource Business Partner to align HR strategy with site goals and drive people initiatives. You will partner with leadership to implement compensation, benefits, training programs, and policy interpretation while coaching managers in performance management and decision making.

This role emphasizes collaboration, data-driven decision making, and adherence to company values as part of everyday operations at a manufacturing site.

Responsibilities

• Ensure standard HR processes are followed consistently year-round.
• Provide expert guidance on benefits, compensation, training, and policy interpretation.
• Collaborate with site leadership to develop and implement HR strategies.
• Investigate associate issues and provide counsel to management.
• Coach leaders on performance management and feedback.
• Participate in affirmative action planning and job analysis.

Job description

Swagelok is a global organization and one of the largest employers of manufacturing talent in Northeast Ohio. We are driven by our core values of Quality, Integrity, Respect for the Individual, Customer Focus, Innovation, and Continuous Improvement, which are demonstrated through our daily actions. For over 75 years, our dedication to our core values has been the foundation for our success. Our products have been up into space, down to the bottom of the ocean, and everywhere in between.That same dedication spans to our customers.

Throughout our organization we demonstrate a commitment to these values and those we bring onboard. Whether you want to grow in your role or explore broad opportunities and develop new skills-you'll thrive in a culture that promotes learning and development.

We strive to be a company where we all can do our best work with a true sense of purpose and belonging.

**Be** Connected. **Be** Valued. **Be** You.

We hope you'll consider joining our team.

The Human Resource Business Partner (HRBP) acts as a strategic partner to the leadership team at a manufacturing site through understanding the unique business conditions of the team and incorporating corporate HR strategy, is the subject matter expert on associate issues at the site. The HRBP is the resource for associates and is relied upon as a subject matter expert on associate question at the site. The HRBP will ensure proper communication and understanding of company benefits, compensation, training, and policy & procedure interpretation. The HRBP will also be responsible for helping develop the site leadership teams.

**Essential Duties and Job Responsibilities:**

HR Excellence:

• Ensure that all standard work is followed on a consistent and accurate basis throughout the year, so customers have consistent support. Research, ask questions and clarify processes to understand standard work and confirm items are being handled appropriately. This will be measured by HR leadership team through feedback from coaching, from the administration team and from customers.
• Work towards zero customer disappointment by meeting deadlines for all project work. Provide timely communication responses to support business objectives.
• Know the business being served at a deep level; this requires constant engagement with the management team including attending and participating in all elements of staff meetings and leadership team meetings. Respond quickly and with sound business acumen to shifting priorities based on business need.
• Provide clear, well organized and accurate information to the business regarding all Corporate Human Resource initiatives (Merit Planning, Organizational Reviews, Promotional Processes, Year End Calibration, Open Enrollment etc.).
• Organize Skip Levels with associates. Organize themes from the Skip Levels and present to leadership so the voice of the associate is understood through all levels of the leadership team. Coach Leaders in addressing associate concerns as appropriate. Goal is 1 Skip Level per associate per year.
• Conduct Exit Interviews for each voluntary departing associate; report back on the individual feedback and build themes for collective feedback we are receiving from departing associates. Utilize this as one tool in understanding the VOA.
• Collaborate with business leaders on the creation and implementation of HR strategies and solutions that support the short- and long-term business objectives.
• Investigate associate issues and complaints in a timely, professional manner; respond to and resolve issues as appropriate. Provide the management team with appropriate advice and counsel on associate issues.
• Drive performance management, not just on an annual basis but throughout the year by coaching management team on appropriate goal setting, coaching, and feedback
• Participate in the annual affirmative Action Planning compensation and position analysis. Understand and explain outliers to the leadership team and recommend corrections as appropriate.

Recruiting and Onboarding:

• Monitor the labor needs from the labor planning meetings and execute the recruitment processes for the service group. Communicate the recruiting and staffing updates to the business. Participate in the interview process for key positions.
• Facilitate new leaders in "New Leader Assimilation/On-Boarding" so their new roles are off to a successful start. Follow standard work to make sure all steps are completed including the On Boarding Competency orientation process for office associates.
• Partner with site leadership to create relevant onboarding plans for associates and ensure associates are aware of required onboarding courses.

Workforce and Leadership Development:

• Actively manage the Talent Review process by understanding the standard work, deadlines and communication pieces from the corporate team. Deliver the expectations in a clear and concise manner to the management teams and