We are currently looking for a HRBP Operations to join QH; the role will provide leadership and support in functional areas of human resources including talent management, performance management, employee and leadership development, recruitment, employee and/or labor relations, change management, employee engagement and organizational effectiveness. Serves as a strategic and tactical business partner to the leadership teams with in North America Operations.

What will you do?

• Leads annual processes related to talent management, performance management and salary reviews for the Operations population in North America.
• Employs effective change management strategies to aid in business transformation initiatives
• Collaborates with Talent Acquisition to oversee all recruitment activities for the Operations populations.
• Manages collective bargaining agreements and negotiates new contracts in partnership with Plant management. Demonstrates ability to interpret and administer contracts with respect to employee wages, salaries, pensions, grievances, health care, union and management practices. Analyze economic and wage data and have the ability to interpret data. Foster an environment of positive labor relations.
• Formulates partnerships across the HR function (with Centers of Expertise and HR Operations, other HRBPs) to deliver value-added service to Operations populations that reflect the business objectives of the organization.
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. In partnership with people managers, develops and delivers Performance Improvement Plans for employees with substandard performance.
• Works closely with plant management and employees to improve engagement, retention, and organizational effectiveness aimed at driving stronger business performance. Facilitates employee development activities for the site in an individual and/or group setting.
• Provides employees and management with coaching and counseling, ensuring objectivity and professionalism in dealing with sensitive issues
• Maintains an effective level of business literacy about the business unit’s financial position, its mid-range plans, its culture and its competition in the marketplace.

What do we look for?

• Bachelor’s Degree in HR or related field
• Generally has 5-7 years of HR experience in a business-facing role
• Minimum of 3-5 years of experience with labor relations at a site covered by a collective bargaining agreement.
• The person will demonstrate fundamental cross-functional collaboration skills with the ability to guide or direct others through action or influence.
• A successful candidate must also have the ability to understand issues impacting the business unit and company
• Other required skills include a strong business understanding, basic organizational consulting skills and strong analytical and communication skills (oral and written).
• Experience coaching managers on pay planning, performance management, and employee relations.
• Fundamental knowledge of US employment law and how to mitigate risk.
• Strong working knowledge of labor relations and contract management.
• Comfort in providing constructive feedback to managers about their people manager skills.