Job Purpose/Summary: Partners with business leaders to identify and develop strategic HR solutions which align with business objectives. The HR Business Partner (HRBP) is involved in a variety of business activities that focus on enhancing organizational performance, developing a competent and committed workforce, lead cultural change, build internal business partnerships, provide developmental coaching, and offer solutions to building organizational capabilities that directly impact business strategies. This position works in close collaboration with employees, management, senior leaders and the HR Team.
Essential Functions:
Business
Serves as the primary HR contact for the businesses they support.
Manages, facilitates and implements solutions using a consultative approach.
Coaches and counsels leadership on human resources concerns to manage business, labor, and legal risk, and supports employee engagement and performance management.
Maintains a strong understanding of business objectives and aligns and adjusts HR strategies to meet changing needs.
Formulates partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives.
Provides HR leadership for acquisitions, business line closures, divestures, mergers, layoffs or growth opportunities.
Serves as a consultant to management on HR related issues.
Establishes strong relationships and collaborates well with HR colleagues and business clients.
Champions and advocates for the value of HR initiatives to the business, as well as advocating the business’s challenges and perspectives to the HR team.
Attends leadership meetings, retreats, and business planning sessions with the businesses they support.
Ensures execution of established human resources policies and procedures throughout the assigned business unit.
Recruiting & Development
Understands the talent needs of the business and responds accordingly. Identifies talent issues before they affect the business.
Ensures acquisition, development and retention of talent for the present and future by encouraging use of coaching, mentoring, on-the-job learning and training.
Participates in recruiting efforts as needed.
Participates in new-employee orientation and indoctrination programs.
Partners with business units to identify staffing needs and recruit talented contributors.
Partners with business leaders regarding training and development needs, coordinates with training specialist for available resources.
May develop and/or conduct training sessions.
Employee/Labor Relations
Partners with respective business units at all levels to improve work relationships, build morale, increase productivity and retention.
Ensures high morale within employee groups they serve.
Responds to union grievances and participates in arbitrations and other legal proceedings as required.
Serves as a consultant to leaders on employee engagement activities and supports and promotes the employee survey process. Strategizes with leaders to develop action plans.
Assesses employee attitudes, track trends in employee behavior and align strategies to positively impact the employee population.
Partners with leaders regarding organizational changes that may involve staff reassignments, staff reductions and resource pool assignments and the services related to the termination of employment including outplacement as needed for assigned areas.
Coaches, counsels, and advises management on employee and labor relations issues, performance management, and employee development plans.
Provides day-to-day performance management guidance to line management (coaching, counseling, career development, disciplinary actions).
Acts as employee champion and change agent.
Manages and resolves complex employee and labor relations issues.
Responds to and investigate employee relations issues such as employee concerns, harassment allegations and ethics violations by conducting effective, thorough, and objective investigations and documentation.
Supervisory
Responsible for training, development and oversight of regional Marine Personnel Managers and equivalent.
Marine Personnel Manager and equivalent report to the HR Business Partner.
Minimum Qualifications: Ten years of experience at an exempt level as an HR Business Partner or Senior HR Generalist. Experience with and high degree of comfort with California State laws. Bachelor’s degree in human resources, business or related field. SPHR certification required. Maritime experience helpful, but not required. Labor experience preferred.
To apply: Send resume and cover letter to – email or fax. Resume should include a cover letter and salary requirements. Location: Worldwide
Essential Functions:
Business
Serves as the primary HR contact for the businesses they support.
Manages, facilitates and implements solutions using a consultative approach.
Coaches and counsels leadership on human resources concerns to manage business, labor, and legal risk, and supports employee engagement and performance management.
Maintains a strong understanding of business objectives and aligns and adjusts HR strategies to meet changing needs.
Formulates partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives.
Provides HR leadership for acquisitions, business line closures, divestures, mergers, layoffs or growth opportunities.
Serves as a consultant to management on HR related issues.
Establishes strong relationships and collaborates well with HR colleagues and business clients.
Champions and advocates for the value of HR initiatives to the business, as well as advocating the business’s challenges and perspectives to the HR team.
Attends leadership meetings, retreats, and business planning sessions with the businesses they support.
Ensures execution of established human resources policies and procedures throughout the assigned business unit.
Recruiting & Development
Understands the talent needs of the business and responds accordingly. Identifies talent issues before they affect the business.
Ensures acquisition, development and retention of talent for the present and future by encouraging use of coaching, mentoring, on-the-job learning and training.
Participates in recruiting efforts as needed.
Participates in new-employee orientation and indoctrination programs.
Partners with business units to identify staffing needs and recruit talented contributors.
Partners with business leaders regarding training and development needs, coordinates with training specialist for available resources.
May develop and/or conduct training sessions.
Employee/Labor Relations
Partners with respective business units at all levels to improve work relationships, build morale, increase productivity and retention.
Ensures high morale within employee groups they serve.
Responds to union grievances and participates in arbitrations and other legal proceedings as required.
Serves as a consultant to leaders on employee engagement activities and supports and promotes the employee survey process. Strategizes with leaders to develop action plans.
Assesses employee attitudes, track trends in employee behavior and align strategies to positively impact the employee population.
Partners with leaders regarding organizational changes that may involve staff reassignments, staff reductions and resource pool assignments and the services related to the termination of employment including outplacement as needed for assigned areas.
Coaches, counsels, and advises management on employee and labor relations issues, performance management, and employee development plans.
Provides day-to-day performance management guidance to line management (coaching, counseling, career development, disciplinary actions).
Acts as employee champion and change agent.
Manages and resolves complex employee and labor relations issues.
Responds to and investigate employee relations issues such as employee concerns, harassment allegations and ethics violations by conducting effective, thorough, and objective investigations and documentation.
Supervisory
Responsible for training, development and oversight of regional Marine Personnel Managers and equivalent.
Marine Personnel Manager and equivalent report to the HR Business Partner.
Minimum Qualifications: Ten years of experience at an exempt level as an HR Business Partner or Senior HR Generalist. Experience with and high degree of comfort with California State laws. Bachelor’s degree in human resources, business or related field. SPHR certification required. Maritime experience helpful, but not required. Labor experience preferred.
To apply: Send resume and cover letter to – email or fax. Resume should include a cover letter and salary requirements. Location: Worldwide
Job added by Foss Maritime
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About Foss Maritime
Based in Seattle, Washington, Foss offers a complete range of maritime transportation and logistics services. Whether it’s solving transportation challenges in remote parts of the world or efficiently handling everyday harbor jobs, Foss prides itself on always offering customers safe and innovativ Read more
