The HR Business Partner supports leaders and coworkers in achieving company objectives by advancing NESL’s people strategy. This includes collaborating with the Human Resources team and the broader workforce to drive continuous improvement, administering HR plans and procedures, contributing to the development and implementation of personnel policies, and upholding NESL’s values.

Core Responsibilities

Recruitment and Selection:

• Develop and execute staffing strategies for hourly and salaried positions.

• Ensure open positions have clearly defined roles, updated job descriptions, and follow internal compliance controls for open positions.

• Post positions and source candidates. Facilitate thorough and comprehensive screening processes in collaboration with Hiring Managers and the HR recruiting team. This includes conducting screenings, interviews, and reference checks.

• Represent NESL at job fairs and public events.

• Manage headcount plans through turnover and new hire reporting.

• Outreach to reservists, veterans, and national guards for recruitment.

• Maintain the Applicant Tracking System as a system record for requisition and candidate data.

Communication and Coworker Engagement:

• Act as a resource for coworker understanding of benefit and HR policies.

• Coordinate coworker recognition programs, service awards, and retirement recognition.

• Design and provide content for NESL marketing material and general communications.

• Manage new coworker and organizational announcements.

• Responsible for organization and layout of company communication boards.

Training and Orientation:

• Deliver ad hoc and recurring trainings and ensure up-to-date training records.

• Support new hire orientations and facilitate overall integration of new coworkers.

Performance Management & Compensation:

• Monitor performance appraisal process including assisting with the preparation of performance review forms, tracking completion of appraisals, and summarizing progress.

• Update Payroll on wage increases and merit increases.

• Assist the VP of Human Resources in the development and upkeep of hourly and salaried wage systems including the development of job descriptions.

• Implement compensation plans bases local market data. Evaluate job levels to ensure compensation programs remain competitive.

Coworker Relations and Advocacy:

• Answer routine questions on all HR related policies, programs, and procedures.

• Facilitate and improve the off-boarding process. This includes exit interviews, termination checklist procedures, return of company property, and termination of access and benefits.

• Conduct harassment and discrimination investigations, prepare analyses, and provide disciplinary recommendations to the VP of Human Resources and legal counsel.

• Drive focuses on coworker satisfaction and engagement, implementing annual coworker surveys, reporting results and building improvement plans.

• Build and maintain positive relationships with coworkers and collaborate with coworkers and management to help solve coworker issues.

• Creatively design and implement effective methods to educate, enhance performance, and recognize performance.

• Communicate directives advising department managers of company policy regarding equal employment opportunities, compensation, and coworker benefits.

• Assist in annual open enrollment process and communicate benefit plans to coworkers.

Labor Relations:

• Administer collective bargaining agreements and grievance process.

• Prepare and participate in negotiations and arbitration cases.

• Assist and coach all levels of management on labor matters.

• Recommend decisions on policies impacting bargained-for coworkers.

General:

• Notify HR Administration Team on coworker life cycle changes and ensure accurate coworker data in the HRIS. This includes processing of unemployment claims.

• Assist supervisors and liaise with the HR Department on processes including leave management, reasonable accommodation, and return to work.

• Coach and mentor supervisors to enhance their leadership skills and people management abilities, ensuring adherence to NESL-approved work instructions and procedures.

• Provide process and policy improvement recommendations to the HR Department.

• Maintain visibility and engagement across all workforce levels to build credible relationships.

• Perform other duties as assigned.

Knowledge & Experience

• Experience with recruitment and selection is required.

• Strong computer skills: advanced user of Word, Excel, and PowerPoint.

• Must possess good written, verbal and presentation communication skills.

• Professional attitude and ability to respond to changing priorities of the business.

• Ability to work independently, to organize, take initiative and exercise sound judgment.

• Maintains knowledge of legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting comply.

• Human Resources certifications such as SHRM, SPHR, PHR, SHRM-CP, SHRM-SCP, ATD, or GPHR are preferred.

• Experience supporting a unionized workforce is preferred.

• Experience working with HR Technology. Experience in Taleo and JD Edwards is preferred.

Personal Characteristics and Competencies

• Entrepreneurial spirit combined with prudence. (i.e., consideration of long-term risks and opportunities). Highly developed organizational influence and negotiation skills.

• A self-confident, proactive professional who can successfully lead in a fast-changing business environment.

• Tough minded with the courage of convictions to drive critical strategies and programs through to completion.

• A change agent willing to take measured risk and who is committed to deliver on commitments to the organization.

• Resourcefulness – Maintains a “can do” and “will do” attitude.

• Continuing Education – Stays informed on HR trends, labor laws, software, etc.

• Adaptability and Learning Agility – Able to “change gears” as necessary to meet the needs of the situation and to learn on the fly.

• Process Orientation – Manages and ensures the systematic flow of paperwork to its proper place.

• Achievement oriented, strong work ethic, tenacious, impeccable attention to detail.

• Personal and professional alignment to NESL’s Cultural Goals:

  • Focus & Integrity to Do What’s Right

  • Know the Numbers / Know the Business

  • Embrace Change

  • Intentionally Collaborative

Required Qualifications

• Bachelor's degree in Human Resources or a related field is required.

• 3 to 5 years of Human Resources experience in a manufacturing or mining environment.

• Ability to travel throughout the assigned area of responsibility with some overnight travel required. This position involves 50% or more travel as well as a non-standard or changing schedule to meet dynamic business needs.

• Valid driver’s license and compliant with NESL Driving Standards.