Regional Human Resources Business Partner

Summary of Position

• Working with the Sr. HR Business Partner, responsible for aligning business objectives with employees and management in
  designated business units; work with Sr. HRBP to implement strategic priorities and critical projects for the HR Department.
• Act as a consultant to management on human resource and labor relations-related issues; act as an employee champion and
  change agent.
• Serve as liaison between LOBs/functional areas and HR; provide guidance to ensure compliance with applicable laws,
  regulations, policies, and procedures; serve as an agent to de-escalate actual and potential issues between employees and
  the company.
• Assess and anticipate HR-related needs; communicate needs proactively with HR department and business management; and
  develop integrated solutions.
• Formulate partnerships across the HR function to deliver value-added service to management and employees that reflects
  EH's business objectives.
• Maintain an understanding of business literacy about the LOB/functional area.
• Work with functional areas/departments to ensure implementation of policies, processes, and procedures.
• Provide support to ensure completion of projects: work with Sr. HRBPs and cross-functional project teams to: provide
  guidance, feedback and input; to minimize delays and "scope creep", to ensure appropriate resource allocation and
  delegation of tasks; to ensure timely completion of projects; and to monitor and report progress, risks and issues.

Principal Accountabilities

• Work with the Sr. HR Business Partner(s) to ensure that a LOB/functional area has the support and resources needed
  to perform effectively, while minimizing the potential for liability due to non-compliance with guidelines, laws, etc.
• Conduct meetings with respective business units; consult with line management, providing HR & LR guidance when
  appropriate.
• Provide guidance and input on business unit restructures, workforce planning and succession planning.
• Work closely with management and employees to improve work relationships, build morale, and increase productivity
  and retention.
• Provide HR policy guidance and interpretation.
• Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career
  development, disciplinary actions).
• Manage and resolve complex employee and labor relations issues; conduct or partner with Employee Relations on
  effective, thorough and objective investigations.
• Develop contract terms for new hires, promotions and transfers.
• Identify training needs for business units and individual executive coaching needs.
• Participate in evaluation and monitoring of training programs to ensure success; follow up to ensure training
  objectives are met.
• Address labor relations issues to ensure they are handled with the terms of the collective bargaining agreement.
• Responsible for attendance monitoring and meetings with employees covered under the collective bargaining
  agreement where applicable.
• Provide technical and subject matter expertise support for business presentations for both internal and external
  constituents
• Analyze trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal
  risks and ensuring regulatory compliance.
• Partner with the legal department as needed/required.
• Perform other duties as required or assigned.