HR Service Partner - Operations - Plymouth, MN

June 10, 2022

QUALIFICATIONS: 

The job requires a four-year degree in business or human resources or equivalent with at least five-seven years of relevant experience in the HR field. Must have strong project management skills and be process oriented. Must be proficient in utilizing technology, specifically the Microsoft Office Suite and HRIS, preferably ADP. Must have good business acumen and strong verbal and written communication skills. Must have ability to manage multiple conflicting priorities. Must be self-directed and self-motivated and take initiative to identify and anticipate client needs and make recommendations for solutions and implementation. Must demonstrate patience, compassion, strong listening skills, approachability, flexibility, and adaptability to change. Must utilize good time and priority management skills and demonstrate a high sense of urgency to meet or exceed customer (employee and management) needs. Must be a team player, who works well with others.  PHR/SHRM-CP preferred.

JOB SUMMARY:

The HR Service Partner - Operations leads the HR Service Center and provides service and support to employees and formulates partnerships across the human resource (HR) function to deliver value added service to leadership and employees. Leads the administrative support in the implementation of enhancements and expansions of HR processes and procedures. Manages and maintains day-to-day HR processes and makes recommendations for improvement. Maintains multiple information systems, ensuring accurate data.  

Serve as a HR Business Partner to identified leaders in production and warehouse by providing HR guidance and consulting focused on aligning business objectives with employees and leadership.

SCOPE OF RESPONSIBILITY:

Responsible for implementing enhancements and managing the day-to-day operations of the HR Service Center (service, process, and data & system administration), HRIS, training, and onboarding, all in coordination with the HR Manager, and in addition to serving as a HR Business Partner to leaders within the production and warehouse business units.  

Requires the ability to properly handle strictly confidential material, to work independently and to use considerable judgment to recognize and react to situations involving deviations from company policies and procedures, as well as legal regulations.

ESSENTIAL DUTIES AND RESPONSIBILITIES: 

HR Service Partner: Implements enhancements and manages the day-to-day operations of HR Service Center in coordination with the HR Manager - Operations to maximize HR operational efficiencies and effectively support our employees.

1.    Service Partner

         a.    Lead the HR Service Center process to ensure efficiency and effectiveness in supporting employees. 

         b.    Communicate, answer questions, resolve issues/concerns and follow up on suggestions related to Human Resources policies, procedures, benefits, payroll           and well-being initiatives with employees and leaders.  

         c.    Provide HR policy guidance and interpretation to employees and leaders, keeping the HR team and related leaders involved as needed. 

         d.    Manage, execute, and maintain day-to-day HR needs and processes for employees and leaders. 

         e.    Act as a back-up to other HR areas of expertise including but not limited to benefits and staffing. 

          f.    Manage, execute, and maintain the day-to-day needs within the following functional areas: internal communications, healthcare cost management,                          compliance, safety and employee recognition events or initiatives.

2.    Process Administrator

         a.    Leads and coordinates the HR team to develop, enhance and maintain HR Business Processes ensuring they are up to date with accurate vendors, steps,                   and resources.  

         b.    Suggests process improvements, tools, and resources where appropriate.

3.    Data, Systems, and HRIS Administrator

         a.    Leads and manages the administration of the HRIS, ensuring that all employee, company, or job information in maintained.

         b.    Partners with HRIS vendor to resolve system issues and implement updates.

         c.    Communicates processes and trains HR Business Partners, employees, and leaders on effective use of HRIS and other HR-related systems and                                    databases. 

         d.    Leads and coordinates the HR Service Center to organize, gather, maintain and update all employee information and personnel files in all necessary                              databases including but not limited to HRIS, Turck Connect, Outlook, Training Dashboard, compensation software, Microsoft Teams, SharePoint and                              OneNote. 

         e.    Creates and updates reports to support HR team, employees, and leaders as needed. 

         f.    Performs, supports, and communicates annual, monthly, and weekly HR Metrics reporting. Analyzes and make recommendations as needed for sustainable                 HR operations.

HR Business Partner Serve as a consultant, advisor, and coach to identified leaders in production and the warehouse on HR-related topics and act as an employee champion and strategic business change agent.

4.    Strategic Partner

         a.    Design, develop and implement innovative, value-add human resources solutions that align with business strategy 

         b.    Assist business leaders with anticipating and driving organization, people and change related issues 

         c.    Support leaders in their talent management strategies, inclusive of performance management, compensation management, retention & development, and                      succession planning

         d.    Strategically manage workforce planning including attracting, managing, developing, and retaining talent 

         e.    Partner with leaders to manage and improve performance or employee relations issues. Advise leaders as necessary to mitigate risk.

         f.    Serve as a Coach to leaders to facilitate their best thinking and provide thought leadership on human resources related topics.                    

5.    Change Agent

         g.    Drive alignment within and across teams with the organization’s culture and values, striving for organizational cohesion.

         h.    Lead by example and institutionalize company values and beliefs and champion well-being, diversity, and inclusion 

         i.    Assess, manage, and lead organizational change with business leaders

6.    Employee Engagement & Well-being Advocate

         j.    Support leaders in their employee engagement strategies by representing the perspective of employees, human behavior, and thought leadership on                             engagement and motivation 

         k.    Provide a listening ear to employees and leaders using a mindset of seeking to understand

         l.    Support leaders in identifying and implementing solutions that balance of the needs of individual and organizational outcomes 

HR Administration: Leads and manages the day-to-day needs of identified initiatives, projects, and processes in alignment with HR strategy, objectives, and goals.

7.    Assimilation/On-boarding: In coordination with HR Manager – OE, Dev, TR develop and execute a cohesive on-boarding approach, to provide new hires with an effective and efficient experience that assimilates them to Turck’s culture, from the time they accept the offer through to their one-year anniversary. Act as a backup for Benefits Orientation.

8.    Training: In coordination with Quality and the Training Specialist, act as a lead for the Training Dashboard to maintain a process and system to organize and maintain training content, assignment of trainings, and training records in accordance with applicable ISO and legal standards.  Partner with them to ensure the Training Dashboard is utilized to its capacity and capabilities. Support development of employees by identifying and assessing the training needs for our population and perform research, develop, and/or facilitate various training programs for leaders and employees company wide.   Support the evaluation of our trainings to be on-demand for efficient and timely delivery and completion.  

Maximize Turck’s Success: As a member of the Turck HR team, work collectively and collaboratively in the following areas of focus:

9.    Organizational Well-being: Support the design, implementation and evaluation of strategies and interventions to improve, embody and sustain a culture of employee and organizational well-being. 

10.    HR Team Support: To support flexibility and teamwork, must be knowledgeable on all core HR processes and policies to troubleshoot problems that arise when other team members are unavailable. Including, but not limited to employee relations, staffing, benefits administration, compliance, and HRIS administration. 

Perform other related duties as assigned.