HR Business Partner (Temporary)

Purpose (Objective): The Human Resources Business Partner (HRBP) is responsible for aligning business objectives with employees and management in designated business units. The HRBP serves as a consultant to management on human resources-related issues. The successful HRBP will act as an employee champion and change agent. The HRBP assesses and anticipates HR-related needs. Communicating needs proactively with the human resources department and business management, the HRBP seeks to develop integrated solutions. The HRBP formulates partnerships across the HR function to deliver value-added service to management and employees that reflect the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit’s financial position, its midrange plans, its culture, and its competition. Main activities: ● Conducts frequent meetings with respective business units and travels to assigned labs as needed by the business. ● Works closely with leaders of people and employees to improve work relationships, build morale, increase productivity and promote retention. ● Provides guidance and input on business unit restructures, workforce planning and succession planning. ● Analyzes trends and metrics in partnership with the other HR sub departments to develop solutions, programs and policies. ● Identifies training needs for business units and individual executive coaching needs. ● Consults with line management, providing HR guidance when appropriate. ● Manages and resolves escalated complex employee relations issues. Conducts effective, thorough and objective investigations. ● Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. ● Provides day-to-day performance management guidance to line management (coaching, counseling, career development, disciplinary actions). ● Provides HR policy guidance and interpretation. ● Gives input on contract terms for new hires, promotions, and transfers. ● Participates in the evaluation and monitoring of the success of training programs. Follow-ups to ensure training objectives are met. ● Other duties as assigned. At any time, the incumbent must behave and operate in an ethical and Code of Conduct compliant manner.