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Bossard Group is a leading strategic partner for industrial fastening and assembly technology solutions to OEM customers globally with proven expertise in engineering and logistics services. This includes, among other things, optimizing processes and reducing inventories to increase the efficiency and productivity sustainability. In addition, Bossard is considered a pioneer in developing intelligent production facilities in line with Industry 4.0.
Bossard offers a range of opportunities to develop your career and expand your skills and capabilities. As a global company we have a commitment to excellence and together, we bring proven productivity and sustainability to every assembly operation in the world. Our Guiding Principles reflect the behaviors and practices of our employees, creating a strong and positive work environment where we strive to: Collaborate, Empower, Talk Real, Experiment and Deliver Value.
The HR Business Partner will strategically coach and consult with internal customers to deliver effective solutions to meet business needs. This individual will be responsible for the effective development of HR programs/policies/practices and serve as an employee advocate. The HR Business Partner will work directly with managers regarding decisions/actions, retention and engagement, employee communication, recruiting, and other HR programs in support of achieving business goals.
Essential Duties and Responsibilities
Provide employee relations support, through partnership, and coaching for all employees and managers in the organization.
Build internal community (e.g., supports others, shows respect, acts as an ally, onboards new hires, connects people, collaborates well, drives inclusion).
Recruiting, actively involved in the recutting life cycle including interviewing and on-boarding new employees.
Travel to recruiting events and to support company training and goals.
Deliver coaching and insight to help grow managers effectiveness.
Serve as change management support and deploy effective change management strategies
Triage employee relations casework identifies potential solutions to address different case types and actions appropriately using guidelines.
Help balance risk, considering employee, business, and company perspectives.
Plan, execute and evaluate complex assignments that have an impact on the organizational goals.
Leave administration including, FMLA, STD, LTD.
Process and participate in unemployment claims.
Build collaborative and productive working relationships.
Lead with integrity, respect, high personal standards and build personal credibility.
Assist with development of employee training and development goals. Provide training to employees and managers.
Key Competencies & Education
A four-year undergraduate degree, preferably with concentration in Human Resources or related subjects
3+ years’ experience in Human Resources
PHR certification preferred or on a PHR track
Strong communications skills with all levels in the organization
Demonstrated agility and ability to influence and assist organizational change initiatives in support of business strategies.
The ability to troubleshoot concerns and respond quickly
Previous HRIS systems (UKG/Kronos preferred.) implementation experience
Agility in responding quickly to concerns
Demonstrated focus on employee relations
Experience with investigations and employee relations
Extensive knowledge or exposure to employment law
The ability to multitask various objectives
The ability to work well with other departments (IT, payroll, safety) to ensure a seamless employee experience
Compensation & Benefits
The salary band for this position ranges commensurate with experience and performance. Compensation may vary based on factors such as cost of living.
Full medical, dental, vision package
Generous paid time off including vacation time, Sick time, volunteer time and additional time off for years of service reward.
Retirement plan with company match (401K)
Flexible work schedule policy
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
