We are hiring an HR Business Partner at our Closter, NJ facility. The HR Business Partner provides overall human resource and benefit administrative support to assigned location. They are responsible for benefit administration, payroll, workers compensation, staffing, recruitment and general administration of human resource policies and practices and will actively analyze and recommend changes to moderately complex location practices, application of discipline, and ensures consistent application of HR laws, regulations and company policies.

This person should be bilingual - Spanish and English.

Responsibilities

• Benefit Administration (At an advanced level; communicates, explains and answers employees questions regarding the benefit plans, completes and files necessary forms, conducts new hire benefit and Deferred Profit Sharing Plan orientations, conducts employee exit process, conducts open enrollment sessions, informs employees and managers about Employee Assistance Program (EAP) services, explains and complies with HIPAA, assist with FMLA and assists supervisors administer the Salary Plan fairly and ensure timely filing of Short and Long Term Disability claim forms, etc.) Assists Corporate Benefits with promotional activities such as wellness program and new vendor programs by presenting materials. Prepares and presents promotional materials specific to plant needs. Educates employees on the importance of saving for retirement and promotes employee deposits to get company match. Counsels employees on benefit choices. Contacts EAP when plant-wide services such as grief counseling are need. Trains managers on proper use of EAP. Monitors and assesses employee use of benefits at plant and then prepares and implements plans to enhance proper use. Recommends benefit administration process improvements for plant or at corporate level. May be asked to assist Corporate Benefits with plan or program implementation design.
• Payroll Administration (Time and attendance, processing of payroll information)
• Recruitment and selection (Job postings, background screening, interviewing, employment eligibility verification, forms, selection process documentation, physical exams and drug testing, etc.) Recommends candidates for interview and for hire. Independently makes production and entry-level administrative employee hire decisions. Analyzes effectiveness of job criteria, recruitment and selection process and recommends changes. Develops interview guides and investigates use of selection tests or assessments.
• Workers compensation & Safety administration (Gathering information, ETRAX entry and maintenance, completing necessary forms for managers review prior to submission and filing, etc.) May be responsible for investigating accidents and determining reasonable suspicion for drug testing.
• Unemployment compensation administration (Gathering and investigation of disciplinary, earnings and employment information, completes and submits forms for most claims, reviews difficult claims with manager prior to submission, represents company at hearings, etc.)
• Miscellaneous program coordination (health fairs, wellness initiatives, banquets, picnics, attendance, service awards, recognition awards, boots, glasses and uniforms, etc.) Analyzes effectiveness of programs and recommends changes.
• Compensation Administration - Process HR/Payroll related changes, profit sharing and seasonal bonus review and submission, guides managers with respect to merit pay and proper job classification. Conducts job analysis and guides managers in preparation of roles and responsibilities and the critical skills, knowledge, abilities, education, and training required for selection. Explains profit sharing to candidates and employees.
• Human Resource Administration - works with managers to audit skills/competencies and recommends existing development/training plans, performance management, and/or discipline to address skill or role deficiencies. Investigates sexual harassment or EEO allegations. Recommends and conducts basic existing employee training, OSHA, Sexual Harassment, and other related HR training and documentation. Coaches employees and supervisors on issue/conflict resolution, discipline and performance management. Investigates issues raised by Employee Council and recommends resolution to management, prepares minutes for Operations Manager review and approval, etc.
• Investigates, analyzes and recommends changes/improvements to moderately complex processes and practices, discipline application and records, turnover, retention, employee satisfaction, workers compensation, EEO, FMLA, FLSA, wage and salary, performance evaluation consolidation and reporting. Application of intermediate level COGNOS reports, queries, reporting tools.
• Corporate HR or Business Assistance: called upon to investigate HR legal issues at locations without professional HR resources, my be assigned or assist in Corporate HR projects or initiatives; represent the company at community events or projects and customer or supplier tours
• Supervises 1-2 Administrative or HR Assistants, Interns or Reps

Desired Experience

• Advanced knowledge of company programs (benefits, payroll, compensation, workers compensation and human resource programs)
• Advanced knowledge of human resources administration practices
• Intermediate knowledge of human resources laws, regulations and HR theory
• Issue and conflict resolution skills
• Problem solving skills
• Assertiveness with employees and local management
• Analysis, critical thinking and investigation skills
• Customer service focused
• Organized and detail oriented
• Ability to maintain confidentiality
• Work independently and interact with all levels of employees (production and management)
• Basic understanding of company's business processes, financials and general business acumen
• Leadership and supervisory skills
• Advanced knowledge of human resource administration practices
• Intermediate knowledge of human resources laws, regulations and HR theory
• HR certification preferred (i.e., PHR, SPHR)