Pavion
HR Business Partner
Pavion, Syosset, NY
Position Summary
The successful candidate is a dynamic and results driven leader who will bring proven, demonstrable skills, high energy, creative problem-solving & fresh ideas. The organization's values are in clear alignment with our business strategy and the HR Business Partner will be an integral part of driving on-going sustainable growth of the business in partnership with our business leaders.
As a leader in our industry the ideal candidate will partner with the existing HR Team to ensure the development, implementation and execution of human resources strategies to support the business. You will help us continue to secure and maintain a productive, diverse and engaged workforce comprised of the best talent available. Main focus will be to drive continuous improvement in HR programs, proactively making recommendations for improvements in a manner consistent with the company's culture.
Reporting to a Director of HRand acting as a business partner within our organization you are adept at providing counsel and identifying creative solutions that impact organizational effectiveness.
Essential duties and responsibilities include, but are not limited to the following:
Basic Qualifications:
Preferred Qualifications:
Disclaimer: This job description should not be construed to imply that these requirements are the exclusive standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as may be required. The employer has the right to revise this job description at any time. The job description is not be construed as a contract for employment.
Pavion is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected veteran status, age, or any other characteristic protected by law.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
The successful candidate is a dynamic and results driven leader who will bring proven, demonstrable skills, high energy, creative problem-solving & fresh ideas. The organization's values are in clear alignment with our business strategy and the HR Business Partner will be an integral part of driving on-going sustainable growth of the business in partnership with our business leaders.
As a leader in our industry the ideal candidate will partner with the existing HR Team to ensure the development, implementation and execution of human resources strategies to support the business. You will help us continue to secure and maintain a productive, diverse and engaged workforce comprised of the best talent available. Main focus will be to drive continuous improvement in HR programs, proactively making recommendations for improvements in a manner consistent with the company's culture.
Reporting to a Director of HRand acting as a business partner within our organization you are adept at providing counsel and identifying creative solutions that impact organizational effectiveness.
Essential duties and responsibilities include, but are not limited to the following:
- Partners with business leaders and HR team members on variety of strategic human resource processes, including: talent identification and hiring, on-boarding/off-boarding, workforce planning, talent management (performance/succession planning), compensation planning, organizational structure changes, etc.
- Partnering with and guiding business leaders through solving complex employee relations matters
- Analyzes HR related data, identifying trends, making recommendations relative to actions that will improve employee retention and enhance employee engagement and the overall employment experience
- Assumes lead role in integrating newly acquired organizations including but not limited to the adoption of common HR systems, processes, and HR policies - the HR Delivery model.
- Demonstrated experience managing large scale projects including the implementation of company-wide HR systems/processes
- Strong process management skills required including the analysis of processes, integrating proven methodologies into program and process design, identifying opportunities for the elimination of non-value added activities and overall streamlining of key HR processes
- Must be a systems thinker and have a results orientation with the drive to think and act strategically, to be proactive and creative, to make decisions, and to strive to execute flawlessly while at the same time having the ability to function tactically to deliver timely results
- Prepares and/or delivers reports and presentations for HR team members and managers
- Serves as system owner/administrator of HRIS system and ensures integrity of all data
- Leads/manages the administration of the annual salary increase and variable pay/bonus payment process
Basic Qualifications:
- BA/BS degree in Human Resources or business-related field
- 10+ years of demonstrated experience in all areas of human resources including: HRIS, compensation, recruitment and selection, on-boarding/off-boarding, employee relations/employee engagement, performance management, succession planning, organizational effectiveness/change management
Preferred Qualifications:
- 2-5 years of experience in Labor Relations, negotiations preparations, bargaining implementation, and administration of Collective Bargaining Agreements
- Ability to provide guidance and coaching to managers and staff on a variety of issues including employee relations and performance management
- Solid knowledge of US Federal and State labor laws and government requirements
- Experience in mergers and acquisitions a plus
Disclaimer: This job description should not be construed to imply that these requirements are the exclusive standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as may be required. The employer has the right to revise this job description at any time. The job description is not be construed as a contract for employment.
Pavion is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected veteran status, age, or any other characteristic protected by law.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)