Senior Human Resources Business Partner

At Delta Star, growth meets innovation as we supply one of life's most basic needs - electricity! From being part of the first and largest electrification projects, to now being core to our nation's grid and infrastructure, we are the largest American-owned manufacturer of medium power transformers in North America and the premier manufacturer of mobile transformer substations.

Company Info

Delta Star provides power solutions for utilities across North America. This includes the manufacturing of medium-power transformers, mobile transformers, mobile electrical substations, trailers, and unitized substations. We offer power transformers for utility applications including power and distribution, transmission voltages, system ties, and automatic voltage regulations, as well as industrial applications. Delta Star also provides comprehensive engineering, testing, maintenance services, and parts for any transformer manufacturer through our Field Service business unit, ensuring our customer's transformers and mobiles maintain peak performance.

Full-Time, On-site, Salary position

Purpose

As a critical member of the HR Team, the Senior HR Business Partner (SrHRBP) is a trusted advisor and strategic partner that formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The successful SrHRBP acts as a champion for the business and the employees and is considered a change agent. Communicating needs proactively with Corporate HR and business management, the SrHRBP will seek to develop integrated solutions.

The SrHRBP maintains an effective level of business acumen about the business unit's financial position, its midrange plans, its culture, and its competition. This position will be responsible for overall administration, coordination and evaluation of Human Resources services and support to a designated business unit.

Main Responsibilities

Strategic HR Leadership:

• Identifies strategic talent needs, risks, and gaps, and leads the efforts to create plans to develop employees and leaders using talent management tools and resources.
• Drives the integration of the performance management philosophy into strategic business goals/plans that set expectations for business results; leverages corporate system and philosophy to align performance with rewards to engage and retain employees within the business. Develops retention plans and initiatives targeting high potential and critical roles.
• Assists leadership in understanding and applying all aspects of the performance management process to include employee development programs. Works with client managers to address performance issues, using the Corrective Action process when needed, and follows up on resolution/improvement.
• Guides managers through continual performance conversations throughout the year, promoting a coaching and feedback culture.
• Facilitates a strong leadership and coaching culture; enabling managers to assume increasing responsibility and accountability for managing the performance and development of employees.
• Facilitates effective workforce planning activities to deliver business objectives. In partnership with Corporate HR, analyzes trends and metrics to develop solutions, programs, and policies.
• Leads Talent Acquisition for the business unit and partners with Corporate Talent Acquisition Manager and site leaders to create qualified candidate slates for all exempt, nonexempt and hourly open positions. Supports and participates in the Interview/Selection Process and Onboarding Process.

Specific Duties

• Manages and resolves 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 Corporate HR Director and legal counsel as needed/required.
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides HR policy guidance and interpretation.
• Provides guidance and input on business unit restructuring, workforce planning and succession planning.
• Collaborates with the Corporate Training Manager and participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
• Plans, organizes, and controls all activities for Human Resources at the site location. Participates in developing HR department goals, objectives, and systems.
• Works with site leaders to revise position descriptions, as necessary.
• Collaborates with the Corporate HR Business Partner to develop, recommend, and implement HR policies and procedures; prepares and maintains handbook on policies and procedures.
• Performs benefits administration to include claims resolution, as needed.
• Assists the Corporate Talent Acquisition Manager in maintaining affirmative action program; maintains other records, reports, and logs to conform to AAP/EEO regulations.
• Manages immigration/sponsorship responsibilities for the business unit.
• Evaluates reports, decisions, and results of department initiatives in relation to established goals. Recommends innovative approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed.
• Supervises the front desk receptionist, HR Generalist and Talent Acquisition Specialist and all related duties.

Education & Experience

• Bachelor's degree (Human Resources Management or related HR filed) required, master's degree a plus.
• Minimum 7 - 10 years of related HR experience preferred.
• PHR, SPHR, SHRM-CP, SHRM-SCP certification a plus.
• Demonstrated success in HR leadership with a proven history in creating a high-performance culture.
• Experience with a unionized workforce preferred.
• HR experience in an industrial or manufacturing environment desired.

*Must be authorized to work in the United States for any employer. Must live or be willing to relocate to within a reasonable safe commute to the San Carlos, CA plant.

Knowledge, Skills & Abilities

• Progressive knowledge of best practices in multiple human resource disciplines, including compensation practices, organizational development, employee and union relations, diversity, performance management, talent management, workforce planning, training, affirmative action, policy design and enforcement, and federal and state respective employment laws.
• Excellent written and oral communication skills.
• High level of people skills to build relationships with all levels of the organization.
• High sense of responsibility, persistence, and confidentiality with strong organizational and detail skills.
• Strong analytical and critical thinking skills.
• Ability to read, write and speak Spanish, a plus but not required.

Travel Requirements

Travel is required at times but minimal and can include out of state and out of country.

Work Environment & Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is required to frequently walk; talk or hear; and use hands to finger, handle or feel. The employee is required some of the time to stand and sit. The employee is required to occasionally climb or balance; stoop, kneel, crouch or crawl; reach with hands and arms. The employee must some of the time lift and/or move up to 10 pounds. There is no special vision requirement for this job.

Other Duties

• Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.

AAP/EEO Statement

• Delta Star is an EEO/Affirmative Action Employer and does not discriminate on the basis of age, race, color, religion, gender, sexual orientation, gender identity, gender expression, national origin, protected veteran status, disability or any other legally protected status.