Position Summary: Our vision is to be the backdrop where memories are made and beginnings are born.  HGC builds complex projects quickly and accurately.  We achieve this through accelerated, risk averse, custom engineered solutions that breathe life into our client’s dreams.  As Human Resources Business Partner (HRBP) you will work with a team of HR and professionals and be the point person for two companies for HR related matters.  You are a key factor to ensuring the quality of our work product, the satisfaction of our team members and their growth while ensuring an unbiased, objective and inclusive culture.  

Position Commitments:

Safety – “Adheres to all Safety Protocol”

• Follow all OSHA, EPA and ODH policies and procedures.
• Follow all company and site specific safety and health program policies.
• Actively participate in accident/incident investigations if applicable.
• Immediately notify the Safety Department and Senior Management of all accidents, injuries, and near misses.

Job Knowledge – “Understands and has experience with the work performed.”

•  Work according to and ensure others work according to the Project Blueprint specifications when applicable. 
• In depth understanding of employment law, compensation and benefit strategies, and performance management processes.
• Ability to know when a situation is an HR matter and needs intervention as it relates to employment law, and internal processes and procedures.
• Successfully recruit various positions at all levels within the organization. 
• Process improvement strategies to develop standardized operating procedures.
• Report writing and presentation preparation in various Microsoft office products as well as internal databases and programs.

Work Product – “Amount and Quality of work produced.”

• Work according to set standards and produce quality outcomes.

• Ensure each new hire is given the proper perks associated with their position.
• Respond to and defend unemployment claims.
• Manage all aspects of recruiting including: posting, sourcing, screening resumes, conducting interviews, executing pre-screening requirements, offer preparation, hiring, and on-boarding employees.
• Conduct orientations for new hires.
• Oversee and manage the H1B Visa application and employment process.
• Manage and oversee the FMLA and General leave process and return to work.
• Partner and lead HR projects focused on process improvement, such as building code revision, process documentation, and other projects as needed to create structured processes that support the HGC Group of Companies.
• Perform pre-employment background investigations and physicals and make hiring decisions based on results.
• Work with company leaders to procure temporary help as needed.
• Screen candidates, set-up interviews and conduct interviews as necessary.
• Attend career fairs and recruiting events to recruit applicants and co-ops.
• Track and maintain the Employee Requisition/Termination log for specific company(s) of responsibility.
• Ensure each employee receives timely 90 day and bi-annual appraisals.
• Manage new hire engagement and satisfaction surveys.
• Create engagement and satisfaction reports and presentations to identify patterns or opportunities for operational improvement.
• Ensure managers and leaders are adhering to the WTF (Where’s that Form) document.
• On an on-going basis ensure that each employee in Viewpoint has a supervisor listed. Consult with company leaders to ensure the correct leader corresponds with the employee.
• Work with leaders to ensure job descriptions are current. With each employee requisition, ensure a job description review occurs.
• Constantly look for opportunities to make improvements within the HGC Group of Companies.
• Conduct Exit Interviews with out-going employees, compile and prepare synopsis quarterly. Seek to understand trends and implement improvements.
• Resolve conflicts within partner companies, divisions, leaders and employees as necessary.
• Administer corrective action according to law, precedent and company culture.
• Ensure terminations, lay-offs and all employment decisions are legal, fair, and handled in a non-biased manner. Consult VP of HR and Leadership Development on all terminations not related to attendance.
• Perform investigations as necessary across partner companies and divisions.
• Investigate employee complaints and issues. Bring resolution and communicate to interested parties.

Communication – “Ability to communicate clearly, concisely and with respect.”

• Communicate in a positive, proactive and assertive manner.
• Actively listen to peers, co-workers and all those in contact with.
• Provide constant and steady communication to hiring managers regarding their new hires/orientation/on-boarding.
• Conduct new hire orientation meetings for HR.
• Remain confidential when appropriate with employee information.

Initiative – “Demonstrates ability to develop and carry out new ideas or methods”

• Take proactive measures and look ahead and plan for next steps and tasks. 
• Search for opportunities to improve processes and create efficiencies.
• Take proactive steps to head off any foreseen issues. 

Cooperation – “Works well with others.”

• Seek to understand other points of view first, then respond. 
• Work collaboratively with Safety to provide an exceptional on-boarding/orientation experience.
• Seek to find mutually beneficial solutions within the HGC Group of Companies’ standards and operating procedures whenever possible.

Adaptability – “Adapts to change and new ideas.”

• Able to adapt to new construction methods, tools, processes and procedures. 
• Understand and adapt to diverse employees, backgrounds and experiences.
• Ability to overcome change and integrate changes into new processes.
• Remain flexible and open to ideas and alternatives until there are no other options.

Judgment – “Ability to assess situations and make proper decisions.”

• Treat employees/co-workers and peers fairly, consistently and according to HGC Group expectations outlined in the Blueprint for our Culture below.
• Appraise, manage and ensure employees are treated without bias and fairly assessed in all aspects of employment.
• Provide insight and opinions on the viability of candidate interviews.
• Ensure all job offers fall within the prescribed parameters set forth in the HGC Group of Companies compensation structure and strategy. 
• Refer employees to the Employee Assistance Program (EAP) when necessary and initiate management referrals to the EAP when necessary.

Leadership – “Develops trust and instills confidence in people around them.”

• Provides direction and inspiration to co-workers.
• Seek opportunities to demonstrate and practice pro-active leadership.
• Demonstrate exceptional leadership ability and skills to continue to grow trust and develop positive working relationships with leaders across companies.
• Work with leaders to ensure job descriptions are current. With each employee requisition, ensure a job description check occurs.
• Coach organizational leaders on positive and proper approaches to working with employees.
• Consult VP of HR and Leadership Development when course of action is not clear and uncertain. 

Cultural Fit – “Exhibits an awareness of the importance of the HGC Group Cultural Blueprint”

• Comply with employee manual, building codes and project blueprint.  Set the example by referring others to correct protocol in existing documents.
• Emulate the below behaviors and expectations of HGC Group employees as outlined by Blueprint for our Culture.
• Consistently hold employees to the same standards.

Minimum Requirements

• B.A. in Human Resources or related field such as Business Management, Psychology or Communication
• 6 years’ of progressive HR experience
• Work according to the Blueprint for our Culture
• PHR or SPHR certification is required
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“HGC is an Equal Employment Opportunity employer and will not discriminate due to race, color, creed, age, national origin, ancestry, sex, disability, veteran status or military status as defined in section 4112.01 of the Revised Code.  This includes the areas of hiring, promotion, demotion or transfer, recruitment, discipline, layoff or termination, rate of compensation and company sponsored training.”