Human Resources Business Partner jobs in Wisconsin

About: 4Front Engineered Solutions is a global leader in entrance solutions, providing one of the world’s most comprehensive lines of entrance automation products and warehouse solutions. With over 60 years of knowledge and expertise, 4Front is home to industry-leading brands: Kelley, Serco, TKO Dock Doors, APS Resource, 4SIGHT, Epic Fans, Albany, and Dynaco.

Position Summary: The Human Resources Business Partner is responsible for planning, coordinating, and leading the strategic and tactical Human Resources activities and aligning business objectives with employees and leadership across single-site or multiple sites and union/union-free settings. The HR Business Partner maintains an effective level of business literacy about the plant/facility/complex financial position, midrange plans, culture, and competition. Serves as a link between management, corporate staff, and plant/facility employees by handling HR-related questions and matters; interpreting and administering policies, procedures, practices, programs, and any related contracts; assisting with work-related problem resolution; and conducts investigations where applicable.

Description of Essential Job Functions:

• Collaborate with General Manager/Business Unit Leader to translate current and future business goals and develop/implement initiatives and tactics to meet business objectives in alignment with overall human resources strategies and processes. Partner with the General Manager/Business Unit Leader, Corporate HR, and Finance to manage all labor costs and head count to profit plan targets.
• Work closely with leadership and employees to improve work relationships, build morale, and increase productivity and retention.
• Works directly with department managers to assist them in carrying out their responsibilities on personnel matters and provide day-to-day performance management guidance (coaching, counseling, career development, and disciplinary actions).
• Develop, define, and/or enhance policies, procedures, practices, and programs. Included in this area but not limited only to the following would be policies and programs for employee/labor relations, employee handbook, wage and salary structure, pay policies, performance appraisal programs, sexual harassment, employee benefit programs and services, employee communications, employee involvement, and recognition.
• Manage enforcement and administration of appropriate policies, procedures, practices, and programs to ensure fairness and consistency, operational improvement, and cost containment for effective management of people resources in compliance with company policies and applicable legislation.
• Acts as primary contact with labor counsel and outside government agencies. Represents the Company in personnel-related hearings and investigations (e.g., unemployment), and worker compensation lawsuits or mediations.
• Lead administration of collective bargaining agreement including grievance handling and negotiations in union settings.
• Coordinate collaboration with Corporate HR staff for advice and support on general human resource issues, implementation of human resource activities, policies, and programs, and assistance for HR day-to-day operations to ensure positive employee relations and good management practices. Work with Corporate HR staff to standardize workflow, processes, and best practices and administer HR processes and projects concerning: benefits, new hire orientation, recruiting, and support of company initiatives and HR strategy.
• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship, promote a high level of employee morale and engagement, provide 2-way communications and feedback systems, and maintain union-free status.
• Establishes credibility throughout the organization with management and the employees in order to be an effective listener and problem solver of people issues. Resolves conflicts and provides coaching and counseling on human resources matters for functional or organizational leadership. Manages and resolves complex employee relations issues by conducting effective, thorough and objective investigations. Perform difficult staffing duties, including resolution of staffing issues, investigation of disputes, employee termination, and administering corrective action procedures.
• Responsible for managing and coordinating talent acquisition and placement activities including hiring, EEO, and employment practices for both hourly and salaried employment. Establishes strategies with business leaders to select and retain the diverse talent required to maintain a competitive advantage and to align with recruiting strategies. Identify staff vacancies within the plant/facility and recruit, interview, and select applicants.
• Provides guidance and input on staffing strategy and restructures, workforce planning, employee promotion, transfer, and succession planning systems and processes, to achieve efficient resource allocation, flexible staffing, and labor cost optimization.
• Manage the design, development, implementation, and completion of numerous programs, projects, and activities to ensure employees are educated, trained, and developed. Areas of responsibility include employee training and development curriculum, tuition assistance, external training and seminars, management education, skilled trades development programs, performance management, etc. Provides employee development expertise, support systems and processes focused on continuous learning, and knowledge sharing. Maintain positive liaison with educational organizations, associations, and agencies.
• Plan and conduct new employee onboarding, orientation, and assimilation for both hourly and salaried employees.
• Establish and maintain HRIS information and reporting, HR KPI/Measurement systems, and reports for critical analysis of the HR function and the people resources of the assigned plant/facility/complex. Measures and analyzes key performance indicators and compensation and benefits programs to deliver functional and business performance improvements and labor cost optimization related to human resource investments. Analyzes trends and metrics in partnership with HR leadership to develop solutions, programs, and policies.
• Continually assess the competitiveness of all hourly employee programs and practices against the relevant comparable companies, industries, and markets. Benchmark and gauge the competitiveness of policies, compensation, and benefits through periodic hourly wage and benefit surveys.
• Direct or assist with the management and administration of other human resources support functions including payroll, organizational development and succession planning, compensation and benefits, job evaluation/descriptions, performance management, 2-way communications, awards and recognition, company clothing, social activities, and public/community relations.
• Ensure compliance and accurate record management on personnel-related documents, such as Form 1-9, Leave/Attendance notifications, employee files, benefits, and workers compensation files.

Qualification Requirements: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

Education and Experience:

• Bachelor’s degree with an emphasis in Human Resources, Business Administration, or a related field.
• Master's degree in a related field and/or Professional certification is a plus.
• Minimum of 5-10 years in either a generalist role or in a succession of assignments in various HR disciplines.
• 5 years of human resources management or business partner experience within a manufacturing environment. 
• Experience managing employee/labor relations for single/multi-site business including demonstrated positive employee relations programs and activities.
• Experience with talent management, including recruitment, performance management, and employee training and development.
• Experience in project management, change management, and conflict management/resolution.

Certificates, Certifications, Licenses, Registrations:

· PHR/SPHR or SHRM-CP/SHRM-SCP preferred.

Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. The phrases “occasionally,” “regularly,” and “frequently” correspond to the following definitions: “occasionally” means up to 1/3 of working time, “regularly” means between 1/3 and 2/3 of working time, and “frequently” means 2/3 and more of working time. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

• The employee must occasionally lift and/or move up to 10 pounds while performing duties such as moving files or manuals. Specific vision requirements of this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.

Quality:

4Front requires all employees to perform employment responsibilities consistent with the highest quality standards. Quality encompasses all aspects of 4Front’s business, and every employee shares the responsibility to prevent the occurrence of any nonconformity relating to product, process, and the quality system. All employees have an obligation to identify and record any such nonconformity, and, through designated channels, initiate and recommend solutions.

We Make it Easy

Founded in 1901, MRA is a nonprofit employer association that serves more than 4,000 employers, covering more than one million employees.

As one of the largest employer associations in the nation, MRA helps its member organizations thrive by offering the most comprehensive assortment of HR services, information, education, and resources to help build successful workplaces and a powerful workforce.

We partner with these companies working directly with their HR department and leadership to hire their talent. We are a direct line to the company, not an agency recruiter.