*** This is where your organization can create a consistent intro to all of your jobs, creating consistency in voice and messaging across all job posts
*** C'est ici que votre organisation peut créer une introduction cohérente à tous vos emplois, en créant une cohérence dans la voix et la messagerie dans tous les postes.
Full job description
POSITION SUMMARY The Senior HR Business Partner will focus on Employee Relations, Corporate Recruiting, Performance Management, and HR Compliance for a privately owned family business. This is a key leadership role that will partner with business leaders to drive employee performance and engagement, ensure compliance with labor laws, and support strategic recruiting efforts to meet the organization's talent needs. The Senior HR Business Partner will have a balanced approach to handling employee relations issues, improving performance management practices, and ensuring the organization attracts top talent while remaining compliant with all HR regulations.
The Senior HR Business Partner demonstrates and adheres to the Company values of safety, honesty, ownership, respect, and teamwork to ensure a successful partnership with customers and employees that result in OmniTRAX’ s continued success.
ESSENTIAL RESPONSIBILITIES Employee Relations: 35%
Serve as a trusted advisor to leadership and employees on employee relations issues, including conflict resolution, workplace behavior, and grievance management
Lead investigations into complaints of misconduct, harassment, or discrimination, ensuring fairness, compliance, and confidentiality
Coach and support managers on effective handling of employee relations matters, including conflict resolution, performance issues, and employee engagement
Partner with leaders to develop proactive strategies to improve employee engagement, retention and promote a positive work culture
Identify and address trends in employee relations data, making recommendations for improvements in policies and practices
Use data-driven insights to develop strategies to enhance employee satisfaction, reduce turnover, and improve overall organizational performance
Conduct exit interviews to gather feedback on employee experience and provide recommendations for improvements
Corporate Recruiting: 35%
Lead and collaborate with hiring managers to understand talent needs, providing strategic guidance on sourcing, recruitment, and selection of top talent for key positions
Oversee and participate in the full recruitment lifecycle for corporate roles, including posting jobs, interviewing candidates, and making hiring recommendations
Build and maintain strong relationships with external recruiting agencies, job boards, and professional networks to source high-quality candidates
Drive employer branding initiatives to attract diverse, high-performing talent to the organization
Ensure a positive candidate experience throughout the recruitment process, from initial contact to onboarding
Performance Management: 15%
Support and advise managers on performance management processes, including goal setting, performance reviews, feedback delivery, and addressing performance concerns
Collaborate with leaders to identify opportunities to drive a high-performance culture and foster talent development within teams
Assist in the design and execution of performance improvement plans (PIPs) for underperforming employees, ensuring consistency and fairness in the process
HR Compliance: 15%
Ensure compliance with all federal, state, and local labor laws and regulations, including FMLA, ADA, FLSA, EEOC, and wage & hour laws
Audit HR policies, processes, and documentation to ensure adherence to legal requirements and best practices. Identify recommendations and changes and update policies as needed
Work closely with senior leadership and department heads to align HR practices and policies with organizational goals and business strategies
Partners with HR and Legal teams on complex compliance matters, ensuring policies and practices are in alignment with regulatory changes
Keep abreast of legislative updates and advise senior leadership on necessary policy or procedural changes
OTHER DUTIES
Leverage technology to deliver value; provide HR measurements and analyses; recommend and implement techniques to improve productivity and increase efficiencies across employee relations processes
Assist with mergers and acquisitions
Stay current in knowledge of applicable employment laws, and best HR practices; recommend and implement improvements and/or compliance measures, as necessary
Perform other duties and projects as assigned
SUPERVISORY RESPONSIBILITIES
None
REQUIRED QUALIFICATIONS, KNOWLEDGE, SKILLS, AND ABILITIES
Bachelor’s degree in human resources, Business Administration, or related field. HR certifications (e.g., SHRM-SCP, PHR) preferred
10+ years of experience in HR, with a strong focus on employee relations, performance management, HR compliance, and corporate recruiting
Strong experience in recruiting for corporate roles, including executive, technical, and other key positions
Extensive knowledge of federal, state, and local employment laws, regulations, and HR best practices
Proven ability to manage and resolve complex employee relations issues, working effectively with all levels of the organization
Excellent communication, interpersonal, and coaching skills, with the ability to influence and build strong relationships with stakeholders at all levels
High level of organizational skills, attention to detail, and ability to handle multiple projects in a fast-paced environment
Experience working in a family office setting
Strong analytical and problem-solving skills, with the ability to leverage data to drive decisions and improvements
Intermediate computer skills in Microsoft Office Suite
Professional integrity and accountability
Ability to be agile and adapt to change & ambiguity well
Work in fast-paced, collaborative environment
PREFERRED QUALIFICATIONS, KNOWLEDGE, SKILLS, AND ABILITIES
Previous experience in Rail Transportation, Supply Chain Logistics, Manufacturing and/or industries
Union experience and working with collective bargaining agreements
Experience managing difficult employee relations issues
PREFERRED CERTIFICATIONS AND LICENSES
SPHR, PHR, SHRM-SCP or SHRM-CP
WORK ENVIRONMENT
Onsite at the Corporate Office four days per week (Monday – Thursday). Onsite requirements are subject to change at any time
Work in a climate-controlled office and routinely use standard office equipment
COMPENSATION
Estimated Starting Annual Salary: $119,267
Exact starting salary is determined by merit; seniority; geographic location; education, training, and/or experience related to job duties and responsibilities
FLSA Status: Exempt, Not Eligible for Overtime
Eligible for Participation - Annual Discretionary Bonus
BENEFITS
401(k)
401(k) matching
AD&D insurance
Dental insurance
Disability insurance
Employee assistance program
Health insurance
Health savings account
Life insurance
Mental wellbeing resources
Paid Maternity leave
Paid Parental leave
Referral program
Relocation assistance
Sick time
Vacation time
Vision insurance
TRAVEL
Up to 25%, as the business requires
PHYSICAL REQUIREMENTS Physical Requirements % of Work Time Remain in a seated position 80% Speak and hear clearly 100% Lift office products and supplies, up to 20lbs. 20% Stoop, kneel, bend and reach 10% Dexterity to write and manipulate keyboard and mouse 100%
We are proud to be an EEO/Veteran/Disability Employer
Job Type: Full-time
Pay: $119,267.00 per year
Example corp has taken great measures to make sure that every employee is compensated fairly and therefore, pay transparency even before we receive your application is important to us. We've consulted 3 different data sources to triangulate a range commiserate with location and experience. New York pay band $1 — $200,000 USD *** Similar to the introduction that can precede all job descriptions, an outro can also be formatted for consistency on all posts
*** Semblable à l'introduction qui peut précéder toutes les descriptions de poste, une outro peut également être formatée pour la cohérence sur tous les messages