Sr Human Resources Business Partner

May be assigned as an HR Business Partner to a specific Business or Sector to align business objectives with employees and management in designated business units.

 
May supervise Human Resources Representatives/Coordinator and/or give HR direction to administrative contacts at ancillary offices and worksites in assigned area of responsibility.

Acts as liaison between HR subject matter specialists and employees and managers at assigned locations to ensure proper communication, administration and implementation of company benefits and policies.

Oversees a significant HR function(s), process(es), and/or system(s), with cross-company responsibility, and administers all related and supporting programs for area(s) of responsibility.

Manages and resolves complex employee relations issues.

Conducts effective, thorough and objective investigations.

Works closely with management and employees to improve work relationships, build morale, and increase productivity, engagement and retention.

Assists in the administration of insurance benefits by explaining basic plan coverage and directing personnel to available resources for claims problems.

Coordinates Open Enrollment activities at assigned offices.

Leads and supports the New Hire Orientation process at assigned locations.

Sends Checklist to Hiring Manager prior to employee’s first day of employment.

Meets with new hire following Orientation and verifies all forms have been completed and signed; provides local office information.

Submits paperwork required for Oracle input to HRMS staff, for timely processing of personnel information.

Provides counsel and advice to employees and managers on company policies and procedures and applicable local, state and federal laws.

Takes preventive measures to minimize potential problems, ensuring that progressive discipline steps are taken and written documentation exists when necessary.

Consults with RHRM and HR subject matter specialists, and acts as liaison between employee and supervisor to achieve satisfactory conflict resolution.

Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and insuring regulatory compliance.

Partners with legal and other departments as needed/required.

Provides guidance and input on business unit restructures, workforce planning and succession planning.

Researches state of the art approaches for area(s) of responsibility and makes recommendations for improved processes, procedures and/or systems.

Counsels managers regarding the appropriate job and salary classification when preparing offer letters and/or Notice of Personnel Action forms (NPAs) for new hires, considering employee's qualifications and company's minimum requirements and salary ranges.

Consults with RHRM when necessary.

Mails Welcome Letter/Packet to new hires.

Responds to inquiries from new hires regarding completion of paperwork or routine benefits questions.

May supervise and/or provide work direction to HR or administrative support staff.

Monitors EEO compliance at assigned locations.

Ensures that required postings are in place and mandated guidelines are followed.

Assists managers in understanding EEO policies with regard to hiring and other personnel practices to ensure that employees are treated equally and fairly.

Coaches and counsels managers and employees in the Performance Management process.

Works with employees and Payroll to resolve any timesheet or paycheck issues.

Explains paycheck stub to employees to provide understanding of deductions and other items.

Assists with leave of absence process by ensuring Leave of Absence Request form is completed.

Submits paperwork to HRMS staff for processing ensuring compliance with FMLA regulations.

Responds to employee/manager questions related to leaves of absence.

Acts as liaison between employees and the Human Resources Administrator concerning immigration issues.

Follows up with employees and managers as necessary to ensure compliance with company-wide processes and initiatives (e.g., Open Enrollment; Performance Management; ethics training; Environment, Health and Safety; Manager Essentials).

Assists Learning and Development with local training, including scheduling Lunch-and-Learn sessions and webinars.

May gather documentation, or participate in conference calls, to respond to Unemployment Claims.

Conducts termination interviews.

Sets up and maintains personnel and medical benefits folders.

Maintains I-9, EEO, and Vehicle Use documentation.

Provides information for employment verification.

Updates local office bulletin boards to include Labor Law posters, Labor Law digest, forms and others.

Handles a variety of special projects.

May perform such other duties as the Supervisor may from time to time deem necessary.

Decisions are otherwise generally based on established guidelines and policies.

Recommendations for personnel action are frequent and are often accepted by management.

WORK DIRECTION GIVEN TO OTHERS (Titles and number of personnel; type of direction given).

May supervise, train and review performance of HR representatives/HR coordinator.

May give HR-related guidance and work direction to administrative support personnel at ancillary offices and worksites.

 

INTERNAL CONTACTS (Required interaction/relationship with others within the organization).

All levels of management and employees at local office.

Also contacts HR subject matter specialists, Payroll and other personnel as needed.

EXTERNAL CONTACTS (Required interaction/relationship with others outside the organization).

Employment agencies, public employment services, and other vendors.

General Competencies expected of all Professionals and Managers are as follows: Client Service, Commitment, Communication, Innovation & Continuous Improvement, Professionalism, Quality and Teamwork.
Ability to operate computer keyboard.

Ability to work under the pressure of frequent deadlines.

Occasional travel is required.

If local travel is required and no company vehicle is available, the use of a personal vehicle may be required.

The incumbent must have a valid driver's license and a driving record that meets company policy.

Education/Experience:

Bachelor's degree in Human Resources or related field and a minimum of five years of hands-on HR experience. Without a degree a minimum of ten years of hands-on HR experience. Experience with labor unions is preferred.

SPECIAL SKILLS:

Excellent communication skills. Good judgment, tact, and problem-solving skills.

Ability to work under the stress of multiple tasks, deadlines, and frequent interruptions.

Must be able to maintain confidentiality and effectively deal with all levels of employees and managers.

Proficiency in MS Office Suite.

 

PROFESSIONAL REGISTRATIONS:

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



We work together across an international network of offices. This means that wherever in the world a project is being delivered, our clients benefit from industry-leading expertise, as well as a dedicated local contact. We understand the importance of having deep roots in the community; knowing and understanding local requirements, practices and culture. This allows us to be true collaborative partners with our clients, so that together, we can tackle complex projects and enhance communities throughout the U.S. and around the world.

Making a positive impact on the built and natural environment takes more than just skill - it takes heart. If you put your heart into everything you do, come join our team.

Atkins offers its employees a robust rewards package which includes: a competitive salary; a broad benefits package including medical/RX, dental, vision, life, disability, legal, hospitalization and other valuable voluntary options; generous time-off programs; flexible work schedules; 401(k) with employer match; professional and career development opportunities through our corporate university, as well as a highly-regarded tuition reimbursement program; and an unmatched culture focused on client-service, quality, and tireless pursuit of excellence in all we do. Atkins is an equal opportunity, drug-free employer committed to diversity in the workplace. EOE/Minorities/Females/Vet/Disability.

Please view Atkins Equal Opportunity Statement here: http://axis.na.atkinsglobal.com/na/aboutus/CorporateAdministration/Documents/EEO_Statement.pdf