Human Resources Business Partner ($57,729 - $89,481 DOE)

Description

Essential Duties

• Operate safely and compliance with all established HSSE policies and procedures

• Conducts full cycle recruiting for exempt and non-exempt positions including drafting of job descriptions, working with hiring managers to determine compensation range, sourcing and screening of applicants, maintenance of applicant tracking system, drafting of offer letters, managing the pre-employment testing process and onboarding to hire

• Manages leave process with employees and managers and ensures compliance with federal and state regulations

• Respond to employee inquiries, issues and problems relating to benefits by working directly with the Benefits Specialist to ensure timely and appropriate action.

• Processes new hires, status changes and terminations in the HRIS system and/or TruckMate as well as managing related paperwork and files, generates reports as needed

• Work directly with Sr. Hr. Manager to identify and solve workforce issues including conducting investigations, coaching and counseling managers through the performance improvement plan process and ensuring consistency with company policies and practices

• Proactively develops, recommends and assists with the implementation of new HR initiatives, procedures, training materials and documentation

• Facilitates training on various employment topics for both employees and managers

• Build credible relationships through out the network by using HR expertise to add value to the business.

• Maintains compliance with federal and state regulations concerning employment

• Performs other duties as assigned

Qualifications

• Undergraduate degree in Business Administration or a related field

• Seven to ten years of human resources experience in a position of increasing responsibilities and duties

• Human Resources certification (SHRM-CP, SHRM-SCP) preferred

Knowledge, Skills, and Abilities

• Excellent verbal, written and listening communication skills

• Experience and knowledge of multi-state labor rules along with a strong familiarity of federal and state regulations including FLSA, FMLA, state specific leave laws and paid leave time laws, COBRA, HIPPA, ADA, and the OFCCP required

• Experience with DOT Drug & Alcohol Programs desired

• Proficient in the use of MS Office Suite including Word, Excel, Outlook and PowerPoint

• Must have previous experience maintaining an HRIS system as well as generating reports

• Ability to work independently as well as collaborating with HR team members on projects and initiatives

• Must be extremely organized and detail oriented with excellent time-management skills

Working Environment

This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and other office related devices. The job is performed under minimal temperature variations and in a generally hazard free environment.

Reasonable Accommodations

Carlile will make a reasonable accommodation(s) wherever necessary for all employees or applicants with disabilities, provided the individual is otherwise qualified to safely perform the essential duties and assignments connected with the job and provided that any accommodations made do not impose an undue hardship on Carlile.

General Information

The above statements are intended to describe the general nature and level of work being performed by individuals assigned to this position. They are not intended to be an exhaustive list of all duties, responsibilities and skills required of personnel so classified.

This job description is not an employment agreement or contract, implied or otherwise, other than an "at will" relationship.

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)