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Overview:
The Human Resources Business Partner administers human resources policies and programs for NFI across multiple sites in a region or support a Corporate business entity. The Human Resources Business Partner will administer and oversee programs for talent management, organizational planning and development, retention, training, employee relations, compensation, and benefits. The role is expected to provide ongoing Human Resources expertise and counsel to local leadership. The role ensures excellent HR service to all levels of employees as an individual contributor. In some cases, the role may lead or provide guidance to lower level staff. The Human Resources Business Partner reports to a Human Resources Director or Manager, while maintaining a strong dotted line to the leaders they support.

Responsibilities:
Organizational Development & Training Understand business goals and recommend approaches to effect continual improvements in business objectives, productivity and within the company.Integrate the talent management process to include detailed analysis of potential talent gaps and development of career plans.Ensure the review process is administered fairly and effectively.Assist managers and employees in preparing Individual Development Plans.Conducts training for employees, new hires and onboarding, when appropriate.May conduct training for employees and leadership regarding HR issues (State law, union awareness, sexual harassment, policy updates and NFI specific HR related processes and procedures.Actively support company-wide Diversity & Inclusion programs and initiatives, assisting site management and collaboration with HR colleagues to manage, communicate, and administer various D&I policies and programs. This includes the support of employee resource groups.Recruitment and Retention Collaborate with hiring leaders and Talent Acquisition during the initial intake meeting to discuss key skills requirements, internal talent, sourcing strategy, & compensation for FT and Peak staffing seasons. Recommends internal candidates for further considerations. Works with hiring managers and recruiting to help determine compensation and total package.Leads and partners with Talent Acquisition for onsite/offsite recruiting events including job fairs and college recruiting initiatives.Leverage employee survey and retention data to provide recommendations to local management on site on how to improve the employee experience and reduce turnover.Participates in cross-functional work teams and committees to execute People facing strategies and other HR initiatives for NFI.Employee Relations Work with managers to facilitate the positive and legal handling of employee relations and communication matters. Enter case notes and data into the NFI Case management system.Investigate and liaise with Legal department to respond to complaints of harassment, discrimination, employee grievances and other sensitive issues. Coordinate with the legal department in response to EEOC statements.Policy Interpretation and AdministrationAssist managers in required personnel functions such as disciplinary procedures, and appropriate corresponding paperwork and documentation.Maintain the confidential nature of all employee and company proprietary and privileged information used or observed in the course of performing job duties.Ensure current knowledge of commonly used concepts, practices and procedures with the HR field.Performs other incidental and related duties as required and assigned.Compensation Partner with the compensation department on wage recommendations and regional studies and FLSA job assessment advice as needed.Metrics and KPIs Understand NFI human capital metrics to analyze data to identify trends.Partner with leaders to effectively address workforce trends and close existing gaps based on data.

Qualifications:
Bachelor Degree preferred in Human Resources or general business area.3-5 years experience in a Generalist background with broad knowledge of employment law, recruiting, compensation, organizational planning, workforce planning, employee relations, training and development.The ability to be comfortable with high volume workload and not be afraid to "roll up your sleeves".Strong principles, people and management skills.Strong knowledge of federal and state employment lawComputer applications experience using MS Office, Google Suite, Social Media platforms.Understanding of key HR analytics, metrics and HR systems experience required.Strong verbal, written communication and organizational skills.Strong internal and external customer focus.Excellence in organizational and interpersonal skillsDomestic travel may be required up to 50%.Bilingual in Spanish is a plus. Required in some locations. 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 contractors legal duty to furnish information. 41 CFR 60-1.35(c)
LA County Applicants: The Company will consider qualified applicants, including those with criminal histories, in a manner consistent with applicable state and local laws.