The RequirementsTo be a strong fit for the Human Resources Business Partner opportunity, you will have:
- A bachelor’s degree, preferably in Business, Human Resources or a related discipline; an advanced degree and/or SHRM certification are a plus
- A minimum of 5+ years of experience in progressively responsible Human Resources roles including:
- Various functional HR disciplines (e.g. talent management, employee engagement, retention, training, etc.)
- Experience driving HR initiatives in a manufacturing environment
- Demonstrated ability to effectively partner with and coach senior-level leaders, earning credibility and ensuring compliance with employment laws and regulations, policies and key initiatives
- Detailed knowledge of people practices, policies, programs and processes including compensation practices, organizational diagnosis, employee and union relations, talent management, and federal and state employment laws
- Demonstrated ability to acquire, retain and develop HR talent needed to support an evolving business
- Ability to develop appropriate human resource plans in support of key business needs in a dynamic environment
- Strong HRIS knowledge (ADP preferred, but not required) and the ability to analyze data and metrics within the system
- High proficiency in MS Office with the ability to effectively use internal report-writing applications and similar tools
- Ability to build effective relationships throughout the organization
- Exceptional interpersonal and communication skills to engage and influence others
- Collaborative leader who is confident and assertive, but also respectful and self-aware
- High-energy, hands-on leadership style
- Strong self-motivation and the ability to succeed independently and as part of the team
- The ability to establish trust and credibility
- Strong business acumen
The RoleRole Overview
Reporting directly to and working with the Vice President of Human Resources, as Human Resources Business Partner (HRBP), you will be seated at our Dallas facility and be responsible for developing strategic relationships with the business, including at plants across the U.S. You will be responsible for our manufacturing operations groups including Production, Supply Chain, R&D, etc., and act as a liaison between HR, management and employees regarding HR policies and procedures. Although your reach will be broad and will evolve with the needs of the business, your primary focus will be four key areas:
- Talent management and recruitment (i.e. driving the process and helping hiring managers be more effective)
- Employee engagement and retention
- Metrics / analytics
- Training development, including training events and gap analysis
You will support all 14 of our manufacturing plants, which have employee groups ranging from just a few employees to nearly 100. In addition to the facility in Dallas, you will spend the majority of your time on, and travel quarterly to, three other facilities located in Nevada, Arizona and Indiana. You will have regular interaction with the other facilities, and occasional travel may be required though most interactions will be remote.
Daily, you will serve as a trusted advisor to our manufacturing groups, providing advice on how to maximize the engagement of employees at all levels of the organization, and acting as an employee champion and change agent. While this role does not have any direct reports, you will formulate partnerships across the HR function and throughout the organization to deliver value-added service to management and employees that reflects Henry business objectives and HR initiatives, and aligns HR programs and activities with the overall organizational strategy. Your specific tasks will include:
- Developing and executing annual and long terms strategic plans for the HR function in alignment with the overall organization and plant strategies, including the development and/or implementation of:
- Required controls and programs to meet Employee Resource Group goals and objectives.
- Effective human resource policies and programs to assist in the maximization of productivity in achieving site goals and objectives.
- Providing a full range of day-to-day HR support for the plants including staffing, employee relations, performance management, organizational development, benefits, compensation, and training and development.
- Conducting annual reviews of organizational design and talent (Organization and People Review - OPR).
- Advising/working with leadership to:
- Align performance management and reward recommendations.
- Recommended programs, activities, goals, and procedural changes as needed.
- Provide comprehensive support and coaching in all human resources matters with an emphasis on mitigating risk for the company while ensuring employee's rights under applicable law.
- Provide direction and support on all performance management and improvement systems, including the annual review process and performance improvement plans.
- Partner on change management initiatives, performance management processes and succession planning.
- Working directly with employees to:
- Support new employees throughout the onboarding process: coordinate and conduct new employee orientation.
- Counsel, improve or correct performance issues and deficiencies.
- Conduct then analyze exit interviews as needed.
- Managing complex employee relations matters including ethics complaints, EEOC charges and disputes.
- Administering effective recruiting and staffing practices by supporting and leading efforts for the recruitment of hourly and salaried non-exempt level positions, including:
- Coordinating position planning.
- Identifying sources of applicants.
- Interviewing and coaching managers on candidate interviewing and selection.
- Analyzing job requirements and making salary recommendations.
- Managing employee changes/additions/terminations, and other HR program administration.
- Providing the appropriate staffing levels to meet manpower requirements, for both hourly and salaried personnel.
- Maintaining accurate staffing reports and metrics.
- Creatively addressing rapidly changing staffing needs, including retention strategies, while honoring the terms of the collective bargaining agreement and proactively assessing and providing guidance regarding the optimization of the organizational structure.
- Conducting effective, thorough, and objective investigations then recommending action plans.
- Assessing employee climate, morale and effectiveness and developing action steps for improvements.
Note: this description is intended to give you a general overview of the position and is not an exhaustive listing of duties and responsibilities.
Pictured: Henry products and systems manage the flow of water, air, vapor, and energy through the building envelope, from foundation to roof, improving the structure’s energy efficiency, livability, and sustainability for the benefit of the owner, occupant, and the environment.
More Good ReasonsRare, Best-of-both-Worlds Opportunity
We are a company with a long history of success, yet we are not content to rest on our laurels. In fact, we are committed to continuous improvement and ongoing innovation within the HR function. We are small enough that your successes will be noticed, appreciated and rewarded, and you'll enjoy a collaborative environment in which you can learn and continue to develop your skills.
Growth = opportunity, and while you could be happy and successful in this high impact role for years to come, once you prove yourself here, you could pursue additional opportunities within Henry.
Growing Industry Leader
Henry is an industry leader in multiple markets, holding a #1 or #2 position in many of the markets we serve. Our innovative, industry-leading products improve the livability and sustainability of all types of buildings, from the tallest commercial skyscrapers to residential homes all across the United States and Canada. Our track record of sustained success results from delivering innovative and high-performing products and solutions to our customers. Henry competes with some of the biggest building product companies in the world.
Privately Owned Business
We believe being privately owned is a competitive advantage. Ours is a people-centric culture of entrepreneurship, change, continuous improvement, and rewards.
Full-time employees enjoy a competitive compensation package, including position-specific bonus programs; medical, dental, and vision coverage; Company-paid life and disability insurance; a 401(k) retirement plan with matching and independent Company contributions; generous paid holiday, vacation and sick leave, and an employee assistance plan.
Pictured: Henry Company offers solutions for residential and commercial buildings.
Keys to SuccessTo excel in this role, you will need to build trust and earn credibility with the leaders of the organization. To do so, you will lead by example, taking a no-nonsense approach and acting as a supportive and constructive partner who will also push back when needed. Only when you have earned credibility with key leaders will you be fully effective in gaining buy-in and making an impact in critical areas such as culture, employee retention and engagement, and on programs that help plant personnel feel confident in their skills and recognized and rewarded for their efforts.
This is very much a hands-on role, but you'll also have the opportunity to share your knowledge and insights to influence and help drive HR strategy. Although your strong foundation of HR knowledge will be essential, to truly find success here you will be passionate about your role as a Business Partner and eager to learn our business and help drive it forward. In addition, to be an outstanding Human Resources Business Partner, you will:
- Work cohesively with all functional groups (at all levels) to consistently deliver expected results.
- Resolve and/or escalate issues in a timely fashion.
- Understand how to communicate difficult/sensitive information tactfully.
- Contribute to team efforts by accomplishing related results in a cooperative and supportive manner.
- Promote positive relations between the Company and the community to drive good corporate citizenship.
- Maintain open communication with associates and management.