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Reporting to the NA Digital Solutions HR Operations Director, the Human Resource Business Partner (HRBP) is both a strategic and hands-on role that provides full cycle Human Resources support to our Lawrenceburg, KY plant. This role is critical in executing our people initiatives, providing great internal customer support, driving HR functional excellence and process improvement. This position will be responsible for managing and overseeing all HR related activities at the facility and providing HR guidance to Operations leadership at the plant.

The HRBP guides effective and efficient implementation of HR best practices including employee relations, regulatory compliance, performance management, talent management, staffing, succession planning, communications, policies, payroll, compensation, and benefit administration. The HRBP partners with plant leadership to deliver a high-performance culture, promoting ownership, goal attainment, associate leadership and continuous learning and improvement at all levels of the facility.

Principal Duties & Responsibilities:

Responsible for planning, organizing, directing and performing of the Recruiting/Placement activities for assigned functional areas including developing/coordinating interview schedules, staffing advertisement. development/placement, discussions/coordination with Employment Agencies and other related actions to attract qualified applicants at all employee levels.
Monitor the “pulse” of the employees to ensure a high level of employee engagement with a true hands-on approach.
Partners with the Plant Manager and local management staff to develop and implement programs, processes, or actions to drive employee engagement and retention.
Facilitate, inspire, lead and work with the leadership team to develop, support and evaluate programs, processes and policies that ensure our Behavior & Values is embraced and lived by all associates.
Partner and ensure the organizational structure support the strategic objectives of the business and facility.
Track and report on HR metrics as required.
Responsible for delivering facility communications that includes formal meetings, informal small group meetings, focus groups, surveys and related activities that drive engagement activities throughout the organization.
Demonstrate change leadership by understanding the desired outcomes, effectively involving, managing, and communicating with those impacted by change and mitigating the barriers to change.
Define and build the organization’s capabilities by identifying the talent needs of the business and assist managers with development of the next generation leaders while challenging and elevating performance of solid associates within the organization. Determine best practices to support organizational direction.
Responsible for monitoring appropriate wage/salary administration elements throughout assigned functions to ensure the attraction, retention and motivation of qualified employees and to ensure compliance with relevant Prysmian policies.
Serve as a credible and trustworthy advocate representing the needs of all facility employees and ensure/measure alignment around business results.
Formally assess employee engagement and culture, and design strategy to close gaps to the desired state.
Innovate and integrate HR practices around critical business needs, minimizing disruption to the manufacturing environment.
Ensure application of corporate and local human resource procedures, practices, and initiatives in compliance with all laws and regulations.
Responsible for the facilitation of the selection/hiring/orientation/onboarding process.
Manage plant leave of absence process, including FMLA, STD, LTD and personal leave.
Drive and be responsible for the yearly Labor cost planning and monthly follow up for the plant in cooperation with the global Business Unit and regional functions.
Be the local reference person for plant senior workforce compensation and international mobility.

QUALIFICATIONS:

4+ years of progressive HR leadership experience in a manufacturing environment.
Bachelor’s degree in HR, Business, or related field; PHR/SPHR certification preferred.
Proven success in employee relations, talent development, and organizational effectiveness.
Experience with HRIS systems, data analysis, and reporting tools.
Strong understanding of federal and state employment laws and HR compliance.

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