Sr HR Business Partner Role Summary

With responsibility for HR Operations within our Liberty, MO manufacturing facility (about 200 employees), this Senior Generalist role focuses primarily on employee relations, talent management and organizational development/effectiveness, with some additional responsibilities in compensation, benefits, HRIS/payroll reporting, talent acquisition, etc. In addition, the HR Business Partner develops and leverages relationships with stakeholders across the organization (employees, teams and leaders) to develop and drive corporate/site HR initiatives aligned with business needs and increase the HR team’s effectiveness. This position reports directly to the Vice President, Manufacturing with a dotted line reporting relationship to the Vice President, Global Human Resources.

What you'll be doing:

Manages plant employee relations, including relationship building, employee advocacy, policy compliance, disciplinary actions, etc. Anticipates and addresses employee concerns. Understands, from an employee perspective, what is and is not working; solicits feedback, ensures issues are addressed and facilitates changes and improvements, as appropriate, to drive employee engagement and shape organizational culture.
Understands overall business strategies and partners with leadership to deliver HR programs, policies and practices in support of business objectives. Assesses implications of HR initiatives on business strategies and recommends actions and/or improvements.
Oversees full cycle of talent management activities, including participation in recruiting and managing onboarding, performance management, training and development, and participating in local and corporate succession planning.
Drives strategic workforce planning in partnership with management to ensure the right people in the right roles at the right time, to achieve business goals and growth strategies.

Manages HRIS/payroll reporting and serves as Benefits Administration backup within the HR team; responsible for accurate employee data and record keeping through systems management as well as relative corporate metrics reporting, partnering with accounting on payroll related requirements as needed.

Through daily practice, ongoing management and audit, ensures compliance with company policies, best practices and federal, state and local employment laws and regulations.
Develops, coaches and mentor’s colleagues at all organizational levels through analyzing situations, identifying appropriate action steps and providing appropriate support for decision making.
Anticipates human resource issues, concerns, and needs based on business strategies and internal and external environmental and competitive factors.
Challenges the status quo and “pushes back” when appropriate.
Mitigates risk and enhances culture through effective management of employee relations and administration of policies.
Assists with corporate compensation programs and benefits administration to include salary and bonus structures, health and welfare benefits, vendor management and reporting, 401k, workers compensation, FMLA/LOA programs, affirmative action planning and related internal/external reporting and audits.
Leads and participates in other projects as needed, including cross functional and corporate/global HR initiatives.

What you’ll bring to the table:

Education & General Work Experience Qualifications

Bachelor’s degree in Human Resources or business-related discipline, advanced degree or HRCI/SHRM certification a plus.
At least 5 years’ experience supporting ambitious organizations in an HR generalist role or in multiple HR disciplines including employee relations, compliance, compensation & benefits and HRIS management.
Minimum of 3 years HR experience in a manufacturing or industrial environment.
Experience working in multi-site operations preferred.
Proficiency in Microsoft Office applications and intermediate proficiency with HRIS/data management tools.

Technical/Functional Skills & Experience

In-depth working knowledge of HR fundamentals, best practices, and applicable legal compliance topics.
A passion for supporting people on their journey, at all levels of the organization, to being fully engaged at work to ensure maximum productivity and, ultimately, the success of the business.

Demonstrated ability to cultivate company culture and ability to enhance existing and develop new HR strategies and programs that support and impact the company’s goals.

Excellent business judgment and demonstrated proficiency in organizational, analytical, conceptual, problem solving and facilitation skills.

Exceptional interpersonal skills and verbal and written communication skills, including the ability to sift through complicated business issues and communicate the audience-appropriate aspects in a clear and concise manner.

Demonstrated ability and experience advising and influencing employees and stakeholders at all organizational levels, providing insights that lead to key decision making within the business.

Exposure to process improvement methodologies such as Lean, Six Sigma, Kaizen, etc. preferred.

Demonstrated Behavioral Skills

Sincere dedication to the best interests of the company, its customers, employees and stakeholders.

Comfortable interfacing and communicating in a shop environment, when necessary, to better understand issues related to shop floor team members.

Willingness and ability to champion and enforce company procedures, standards and policies and to maintain utmost confidentiality in handling sensitive company and employee information.

Demonstrated ability to lead and develop and mentor/coach colleagues.

Strong bias for action, a sense of urgency and the ability to drive results in a matrix organization.

Concern for quality, accuracy, and safety and ability to foster those traits among employees.

Ability to work autonomously in a fast-paced, flexible environment.

Superior service responsiveness and rapid follow-up ability.

Willingness to get the job done, which to us means flexibility that sometimes requires working extended hours (we are a multi-shift organization) or very occasional business travel.

What’s In It For You…

The total rewards that you receive as a CDC employee go way beyond a paycheck. From competitive health and wellness insurance plans, twice yearly bonus opportunities, a robust retirement benefits that include company-matching contributions, a generous vacation and holiday policy, to making sure you never stop learning, we believe investing in you is investing in our success. Working for a global organization, you’ll have a chance to grow professionally and personally, expand your network and build a rewarding and dynamic career.

About Us

Continental Disc Corporation has 50+ years’ experience engineering and manufacturing rupture discs, valves and flame control products that protect the lives of our customers and our environment. We attribute our success to our commitment to growth, quality and innovation. We encourage members of the CDC team to support our efforts toward continuous improvement. We value and celebrate the team’s efforts to move our company forward through incremental advances and breakthrough achievements.

The Fine Print

Relocation

We are currently only accepting local candidates for this position.

Work Authorization

CDC is proud to be a drug free workplace. No calls or agencies, please. CDC is an ITAR employer, and therefore we can only consider candidates who are legally authorized to work in the United States without sponsorship. Individuals with temporary visas or who need sponsorship for work authorization, now or in the future, are not eligible for hire.

Medical, Dental, Vision, FSA and 401K with Match eligible day one. Employee Assistance Program, Short Term Disability, Long Term Disability, Basic Life, Voluntary Life, Voluntary Accident, Voluntary Hospital Indemnity, Voluntary Cancer Plan, Fitness Room, Safety Shoe Reimbursement, Prescription Eye Glass Allowance, 12 Holidays* (one floating) , Paid time off, Tuition Reimbursement and so much more.

Equal Opportunity Employer

As an Equal Opportunity Employer, CDC does not discriminate in its employment decisions on the basis of race, religion, color, national origin, sexual orientation, gender identity, pregnancy, familial status, age, disability, veteran or military status, genetic information, or any other basis that would be in violation of any applicable federal, state, or local law.

Continental Disc Corporation

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Sr Human Resources Business Partner