People & Culture Business Partner

Essential FunctionsEmployee Relations• Serve as the primary point of contact for employee relations matters, addressing workplace issues and providing support to employees and managers.•Conduct thorough, fair, and objective investigations into employee complaints, conflicts, and grievances, ensuring timely resolution and proper documentation.•Act as a mediator in conflict resolution, promoting constructive communication and problem-solving strategies.Performance Management•Advise managers on the application of disciplinary procedures, ensuring consistency, fairness, and compliance with company policies and employment laws.•Draft and review disciplinary documents, including warnings, performance improvement plans (PIPs), and termination documents.•Provide coaching to managers on handling difficult conversations related to performance or conduct issues. Policy Compliance and Legal Adherence: •Ensure all employee relations and disciplinary actions comply with federal, state, and local employment laws and regulations.•Partner with legal counsel when necessary to mitigate risks related to employment relation matters and decisions.•Maintain and update policies related to employee conduct, and disciplinary measures.Training and Development•Provide coaching to leaders on effective management techniques and the importance of maintaining a positive and compliant workplace.•Identifies training needs for business units and individual executive coaching needs.•Participates in evaluation and monitoring of training programs to ensure success.•Follows up to ensure training objectives are met. Performance & Talent Development•Guide managers in setting performance objectives, providing feedback, and conducting performance reviews.•Partner with leadership to identify skill gaps and implement training and development programs.•Support career development initiatives, fostering internal mobility and succession planning.•Collaborate with th talent acquisition to ensure effective recruitment and onboarding processes.Exit Process•Manage the employee exit process, including conducting separation procedures and exit interviews, ensuring compliance with company policies and procedures. Escalate critical matters to People & Culture Management as necessary.Recruiting•Collaborate with hiring managers to identify staffing needs and develop workforce plans aligned with business objectives.•Partner with the P&C Assistant to oversee the recruitment lifecycle, including job requisition approvals, candidate sourcing, and interviewing.•Participate in interviews, providing guidance to hiring managers on candidate selection.•Ensure adherence to diversity, equity, and inclusion (DEI) initiatives throughout the hiring process.•Manage communication with candidates, ensuring a positive candidate experience.Assist in the preparation, implementation, and monitoring of the company's Affirmative Action Plan (AAP) to meet regulatory requirements and organizational objectives.•Provide input and data to ensure recruitment activities align with AAP objectives, including tracking and reporting compliance metrics.Data Analysis and Reporting•Track and analyze employee relations trends, providing insights to leadership on root causes and areas for improvement.•Prepare reports on disciplinary actions, and resolutions to identify patterns and recommend proactive solutions.•Monitor and analyze HR data to identify trends and provide actionable insights to business leaders.•Prepare reports on workforce metrics, such as turnover, engagement, and productivity.Proactive Engagement•Collaborate with leadership to foster a workplace culture that prioritizes employee engagement, inclusivity, and respect.•Identify opportunities to address potential employee concerns before they escalate, enhancing overall workplace morale and productivity.Qualifications•Bachelor's degree in Human Resources, business, or related field required. Master’s degree desirable. PHR/SPHR certification desirable. •Five or more years of progressive Human Resources experience required.•Proven and effective leadership/managerial experience required with the ability to successfully drive business results and ensure continuous improvement. •Advanced knowledge of MS Office. Experience with Success Factors and UltiPro required. •Exceptional communication skills (both oral and written), interpersonal skills, ethics, and cultural awareness, with the ability to work with people at all levels of the organization. •Ability to create a culture of diversity, inclusivity, collaboration, and teamwork. •Resourceful, problem-solving aptitude with extensive knowledge of HR policies and systems. •Experience with analyzing data to guide strategic workforce planning. •Strong knowledge and application of local, state, and federal laws and regulations.•High level of skill in handling sensitive and confidential situations/information with the demonstrated ability to maintain strict confidentiality. •Ability to objectively coach employees and management through complex, difficult, and emotional issues, and make recommendations to effectively resolve problems or issues by using judgement that is consistent with company standards, practices, policies, regulations, and government laws. •Ability to demonstrate accuracy and thoroughness in all aspects of daily work. •Ability to deal with frequent change, delays, or unexpected events. •Excellent project management and organizational skills with the ability to meet deadlines. Physical Demands•Ability to sit or stand for 8 or more hours per day, view computer monitors, and move about effectively to fulfill the essential functions of the job.Ivoclar is committed to Equal Employment Opportunity and Affirmative Action and, as such, affirms in policy and practice to recruit, hire, train, and promote, in all job classifications, without regard to race, religion, color, national origin, citizenship, sex, age, veteran status, disability, genetic information, sexual orientation, gender identity or any other protected characteristic. Ivoclar will not discriminate against persons because of their disability and will make reasonable accommodations for known physical or mental limitations of qualified employees and applicants with disabilities. We will also make reasonable accommodations during the interview and selection process.Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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)