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Job Description
Human Resources Business Partner
JOB SUMMARY:
This position is responsible for having a broad knowledge of human resources functions, from hiring to onboarding and from employee relations to evaluations. The role of the HR Business Partner is far from one dimensional. This position undertakes a wide range of HR tasks, like organizing trainings, administering, and educating on HR policies, influencing positive employee relations, and partnering with leaders on company objectives.
You will use Human Resources Information Systems to ensure all employee records are up to date and confidential. You will also act as the main point of contact for employees queries on HR-related topics and for leaders as a Business Partner to New Kensington Operations, Print on Demand, and other PCNA Corporate functions.
This position reports to the Senior Human Resources Manager and works closely with the Sr. HR Business Partner (site lead), other regional HR management, and business leaders across PCNA.
A successful candidate will have contagious enthusiasm, a passion for finding the right person for the right role, and excitement for partnering with the business to achieve strategic objectives. This is an employee-facing role and requires a high level of subject matter knowledge as well as a customer service orientation.
FUNDAMENTAL DUTIES:
Talent Acquisition
Responsible for assisting in talent acquisition and recruitment processes by following the PCNA Talent Acquisition process and guidelines across multiple locations throughout North America.
Promote and leverage the PCNA recruiting brand and career site in conjunction with the Marketing department.
Maintains a continuous recruiting model in order to always find the best talent for the company.
Work with Managers and HR to develop job descriptions to ensure accuracy of essential job duties, qualifications, experience and skills are properly identified for each position.
Partners with managers in the recruiting, screening, scheduling, interviewing, selection, hiring, and onboarding of PCNA employees.
Partners with regional HR teams throughout candidate selection and hiring.
Develops and maintains strong working relationships with hiring managers and other team members to create a partnership that yields success.
Facilitates post-offer background check, drug screen, and reference processes.
Meets or exceeds hiring and staff retention goals and time to fill goals for all positions.
Onboarding
Conducts new hire orientation and creates a positive onboarding experience for new hires.
Follows up with new-hires periodically throughout their first year of employment.
Assists hiring managers with on-boarding plans and strategies.
Culture Events
Oversees and implements employee events for the Pittsburgh locations in conjunction with the HR team.
Brings an element of PCNA culture, fun, and inclusiveness to each event.
Manages the complexities associated with planning events in a 24-hour, multi-building environment.
Employee Relations
Handles complex employee relations issues to ensure compliance with company policy as well as legal ramifications and escalates to Sr. HR Manager as appropriate.
Provides support to employees in various HR-related topics and resolves any issues that may arise.
Promotes HR programs to create an efficient and conflict-free workplace.
Enhances job satisfaction by resolving issues promptly
Directs and partners with leaders on employee relations issues, performance management, terminations, and strategic business objectives.
Completes exit interview data and reports information to the appropriate parties.
HR Administration
Undertakes tasks around performance management including training for leaders, new hires, and providing support related to annual and mid-year performance review process.
Maintains employee files and records in a timely, organized, and confidential manner.
Gathers and analyzes data with useful HR metrics, like time to hire and employee turnover rates.
Participates in organizational team building activities, perks, and programs.
Determines whether to appeal Unemployment Compensation determinations, prepares appeal cases, and attends hearings as the employer representative in conjunction with the HR Manager.
Utilizes HR Information Systems and other internal procedures to develop relevant reporting and administrative procedures.
Maintains current knowledge and understanding of employment regulations, current practices, new developments and trends in human resources.
Partners with Sr. HR Manager and leadership on creation and implementation of policies and procedures.
Responsible for creating and providing training for leadership and employees.
Any other duty as assigned by Manager.
SKILLS AND KNOWLEDGE:
Strong, current knowledge of all laws and regulations pertaining to employment and equal opportunity.
Proficiency in HRIS and Applicant Tracking Systems.
Excellent organizational skills, including the ability to manage multiple assignments and excel in a high-volume demanding environment.
Understands the external marketplace and the impact it has on sourcing strategies (i.e. competition, unemployment rate, movement of companies in/out of area).
Ability to develop strong relationships with all levels of management and external resources.
Strong influencing, analytical and communication skills.
Flexible and responsive.
Ability to work independently as well as part of a team with a results-driven approach.
Ability to work in an extremely fast paced environment with changing priorities.
Very strong attention to detail and follow up is a must.
Ability to professionally communicate using both verbal and written skills.
Must have collaborative, friendly, accommodating personality to service our internal customers.
Must possess a business partner mentality.
Detail oriented.
Strong organizational skills
MINIMUM QUALIFICATIONS REQUIRED:
Bachelor s degree in an HR or business-related field or equivalent work-related experience
Minimum of 3 years experience as an HR Generalist or Business Partner
Additional HR training/certification a plus.
PHYSICAL REQUIREMENTS:
Frequent sitting at desk for long periods of time.
Infrequent standing for long periods of time.
Public speaking.
Occasional overnight travel required, less than 10% of the time.
