Human Resources Business Partner

The HR Business Partner supports leaders and coworkers in achieving company objectives by advancing NESL's people strategy. This includes collaborating with the Human Resources team and the broader workforce to drive continuous improvement, administering HR plans and procedures, contributing to the development and implementation of personnel policies, and upholding NESL's values.

Core Responsibilities Recruitment and Selection:

• Develop and execute staffing strategies for hourly and salaried positions.
• Ensure open positions have clearly defined roles, updated job descriptions, and follow internal compliance controls for open positions.
• Post positions and source candidates. Facilitate thorough and comprehensive screening processes in collaboration with Hiring Managers and the HR recruiting team. This includes conducting screenings, interviews, and reference checks.
• Represent NESL at job fairs and public events.
• Manage headcount plans through turnover and new hire reporting.
• Outreach to reservists, veterans, and national guards for recruitment.
• Maintain the Applicant Tracking System as a system record for requisition and candidate data.

Communication and Coworker Engagement:

• Act as a resource for coworker understanding of benefit and HR policies.
• Coordinate coworker recognition programs, service awards, and retirement recognition.
• Design and provide content for NESL marketing material and general communications.
• Manage new coworker and organizational announcements.
• Responsible for organization and layout of company communication boards.

Training and Orientation:

• Deliver ad hoc and recurring trainings and ensure up-to-date training records.
• Support new hire orientations and facilitate overall integration of new coworkers.

Performance Management & Compensation:

• Monitor performance appraisal process including assisting with the preparation of performance review forms, tracking completion of appraisals, and summarizing progress.
• Update Payroll on wage increases and merit increases.
• Assist the VP of Human Resources in the development and upkeep of hourly and salaried wage systems including the development of job descriptions.
• Implement compensation plans bases local market data.

Evaluate job levels to ensure compensation programs remain competitive.

Coworker Relations and Advocacy:

• Answer routine questions on all HR related policies, programs, and procedures.
• Facilitate and improve the off-boarding process. This includes exit interviews, termination checklist procedures, return of company property, and termination of access and benefits.
• Conduct harassment and discrimination investigations, prepare analyses, and provide disciplinary recommendations to the VP of Human Resources and legal counsel.
• Drive focuses on coworker satisfaction and engagement, implementing annual coworker surveys, rep.

..