Human Resources Business Partner

 

 

Summary

As an HRBP, you will partner closely with client senior leadership and line managers to deliver HR services that support the company exceeding business goals, driving employee engagement, and enabling talent development within a multi-site, multi-state, dynamic, fast-growing company.

 

Essential Duties and Responsibilities

 

HR Partner & Trusted Advisor

• Proactively builds relationships with assigned clients, through regular engagement to identify areas of improvement in support of business objectives.
• Annual HR Rhythm of the business deliverables achieved on-time: annual performance review, goal setting, people review, mid-year review and employee engagement survey action plans.
• Own the resolution of complex employee relations cases, ensuring compliance with the law, our company values and corporate policy.
• Guide leadership through change management and organizational design efforts tied to program expansions, reorgs, and contract transitions.
• Advises employees and managers on a broad array of employment topics.
• Proactively identifies areas for improvement in all aspects of GTI’s employee experience.
• Collaborate with colleagues in compensation, benefits, talent acquisition, and training & development to implement programs.

      

Employee Relations

• Proactively addresses employee relations issues and advises managers on best practices to encourage maximum productivity and workplace cohesiveness.
• Provides subject matter expertise for all local, state, and federal employment laws and company employee policies. Accurately and thoroughly answers questions about how to interpret and apply laws and policies.  Knows when to seek further assistance from superiors or legal counsel. Is attentive to legal risks and appropriately addresses those risks through escalation, training, or other methods.
• Conducts investigations, keeps records, recommends solutions for approval and implements action plans.
• Facilitates worker off-boarding by completing appropriate paperwork and providing guidance to the departing employee and their manager.
• Conducts exit interviews to analyze any trends and works with management on any identified opportunities for improvement.

 

Employee Development

• Helps identify development opportunities for employees and works with managers to create progression paths for employees to learn, grow and increase their knowledge.
• Coach managers on effective performance feedback and employee development initiatives.

Leaves & Accommodations

• Owns employee leaves of absence with employees, manager and third parties like WA State, Metlife, etc..
• Owns the accommodations process including providing guidance and following procedures for employees seeking medical or other legally defined accommodations. Ensures that applicable laws, policies, and procedures are being followed while empathy for the employee is demonstrated.
• Acts as a subject matter expert on employee medical issues and laws (FMLA, PFML, ADA, etc.)
• Helps employees navigate the various leave options and ensures that policies and procedures are followed. Examine state/federal/policy requirements as well as payroll and benefit impact, retain and track leave request forms and medical paperwork, and monitor situation ongoing for any action required.

 

Other Contributions

• Create and update Statements of Process (SOPs).
• Works with the Talent Acquisition team as needed on issues related to hiring new employees or transferring internal employees.
• Identifies legal risks and recommends or takes actions to mitigate such risk.
• Partners with HSE (Health Safety Environment) colleagues to support site safety compliance and implementation of safety processes and procedures.
• Supports Affirmative Action Plan.
• Leads or contributes to special projects and initiatives as requested.
• Maintains regular attendance including being at work, being on time to work and working until tasks are completed.
• Completes other duties as assigned.

 

Competencies

To perform the job successfully, an individual should demonstrate the following competencies:

 

Greenpoint Core Competencies

• Adaptability - Adapts to changes in the work environment, manages competing demands, and accepts constructive criticism/feedback, and changes approach or method to best fit the situation.
• Communications - Expresses ideas and thoughts effectively in verbal and written form, exhibits good listening and comprehension, keeps others informed, and uses appropriate communication methods.
• Dependability - Responds to requests for service and assistance, follows instruction and responds to management direction, takes responsibility for own actions and doing the best job possible, keeps commitments, and maintains reliable attendance.
• Initiative - Sets and achieves challenging goals, demonstrates persistence and overcomes obstacles, measures self against standard of excellence, recognizes and acts on opportunities, and takes calculated risks to accomplish goals.
• Teamwork - Balances team and individual responsibilities, exhibits objectivity and openness to others' views, gives and welcomes feedback, contributes to building a positive team spirit, and puts success of team above own interests.
• Work Quality - Demonstrates accuracy and thoroughness, displays commitment to excellence, looks for ways to improve and promote quality, applies feedback to improve performance, and monitors own work to ensure quality.

 

Job Core Competencies

• Performance Coaching – You define responsibilities and expectations, you set goals and objectives, you give performance feedback, you motivate for increased results, you recognize contributions, and you encourage training and development.
• Judgment – Displays willingness to make decisions, exhibits sound and accurate judgment, supports and explains reasoning for decisions, includes appropriate people in decision-making process, and makes timely decisions.
• Planning/Organization – Prioritizes and plans work activities, uses time efficiently, plans for additional resources, integrates changes smoothly, sets goals and objectives, and works in an organized manner.
• Problem Solving-Identifies problems in a timely manner, gathers and analyzes information skillfully, develops alternative solutions, resolves problems in early stages, and works well in group problem solving situations.

 

Summary of Education, Experience & Certification

Bachelor’s degree in Human Resources, Business Administration, Psychology, or related field; and six+ years progressive HR experience, including at least 3 years in an HRBP role; or equivalent combination of education and experience. HRBP experience supporting aerospace, defense, engineering or manufacturing workforces a plus. SPHR or SHRM – SCP preferred.

 

Due to government regulations and contract specifications, we are required to fill this position only with an individual who qualifies as a U.S. Citizen.

 

Required Knowledge, Skills & Abilities

• Expert level knowledge of U.S. employment law, employee relations, policy, procedures and HR compliance.
• Demonstrated success in change management and performance coaching.
• Strong analytical, interpersonal, and project management skills.
• Familiarity or demonstrated ability to quickly learn Department of Transportation (DOT) and other aerospace compliance frameworks.
• Experience with Lean, Six Sigma, or continuous improvement initiatives.
• Build relationships and gain trust with all levels of the organization.
• Advise on policy, procedures and HR related topics.
• Sound judgment, problem-solving skills and ability to function independently.
• Advanced verbal, written, analytical and interpersonal skills.
• Organize effectively and prioritize work to meet deadlines.
• Timely and effective follow-up and follow-through.
• Attention to detail and first-time quality.
• Expert understanding of Wage & Hour Laws, the Fair Labor Standards Act, FMLA, WPFML, ADA, ERISA and COBRA compliance.
• Proficient with Microsoft Office 365 and Human Resource Information System (HRIS) – SAP SuccessFactors and ADP Vantage preferred.
• Effectively research and integrate information from SHRM, legal and AI sources.
• Solve problems independently across a wide range of situations with limited to no documented process.
• Interpret, assess gaps and carry out a variety of instructions furnished orally, in writing, via diagram, or other method.
• Ability to sit for extended periods of time, use hands to lift and/or move up to 10 pounds, occasionally lift and/or move up to 25 pounds, and have close/color vision ability to adjust focus.
• Ability to travel as required averaging 20%
• Ability to work outside core business hours as required.

 

This is a limited-term employee role with an anticipated end date of 06/30/2027.

About Greenpoint Technologies 
Greenpoint delivers nose-to-tail VIP Jet aircraft interiors for private clients and Heads-of-State.  We are proud to be known in the aerospace industry for our design and engineering innovation, award-winning company culture, and on-time delivery of our beautiful products. We use leading-edge tools and employee-built processes to deliver extraordinary, one-of-a-kind custom aircraft interiors.  It’s complex work, but we work smart.  In return for hard work, collaboration, and creativity, our people experience a culture custom built for high achievers:

• Big jobs and stretch assignments.
• High accountability environment, with transparent decisions aligned to values, open communication, and engaged leadership.
• Ability to make a big, visible impact on the end product. 

We welcome diverse contributions and provide equal employment opportunities to all individuals without regard to race, color, religion, national origin, gender, sexual orientation, gender identity, age, physical or mental disability, genetic factors, military/veteran status or other characteristics protected by law.