Your Role:

At Ports America, the Human Resources Business Partner will support assigned operation site(s) leadership and employees on key employee engagement topics, deploy and guide Human Resource programs and processes locally. The HRBP will have responsibility for the broader employee lifecycle for local employee base to include: Onboarding, Employee Relations/Engagement, Performance Management, Compliance, and Training across the area of responsibility. The HRBP will have a direct report to the VP of HR with a dotted line to the local operations leader.

• Act as the first line of contact for all HR related matters for assigned operation site(s).
• Provide onsite support of all company HR policies, processes, and programs.
• Ensure all policies, processes and programs align with company standards at the local level.
• Ensure all local legal matters are escalated in a timely matter to HR VP or SVP.
• Provide, prepare, and maintain documentation on all employee matters at the local level and report to VP, HR / SVP as escalation.
• Responsible for all HR data integrity in the HR systems.
• Assist local managers in employee relations matters and adherence to company policies, procedures, and programs.
• Support performance management process, training and coaching for managers and employees on goal planning, annual reviews, and workforce assessment and planning.
• Support diversity and inclusivity engagement at all levels and in the local communities within the assigned operation site(s).
• Assist in the leave of absence management process with employees and leave administrators.
• Ensure legal compliance on people matters at the local level escalating matters to VP or SVP of HR as appropriate.
• Engage the Talent Acquisition team in recruiting needs for operational and/or support roles for the assigned operation site(s), participating in recruiting related events and activities as needed.
• Manage new hire transitions to include onboarding and/or internal transitions.
• Investigate employee complaints and escalate matters with recommendations to VP HR and/or SVP
• Manage the separation processes to include exit interviews.
• Perform analysis of turnover to proactively develop plans to address and minimize controllable turnover.
• Maintain organizational charts for assigned groups.
• Create presentation materials as requested.
• Work on site at a Ports America location within the assigned operation site(s).
• Attend all leadership meetings for assigned operational region.
• Travel: up to 50% within assigned operational region.
• Region(s) May Include: Chandler, AZ; Jersey City, NJ; Houston, TX; Tacoma, WA

Who You Are:

Minimum Qualifications:

• Bachelor’s Degree in a Human Resources discipline with 6+ years of experience in experience in human resources, talent acquisition principles, employee relations, workforce management planning, and/or human resources field leadership

• OR High School Diploma or GED with 10+ years of experience in experience in human resources, talent acquisition principles, employee relations, workforce management planning, and/or human resources field leadership

Preferred Qualifications:

• PHR, SPHR, or other human resources certification
• Working knowledge of collective bargaining agreements (CBA) and or Union labor relations
• Solution- and future-oriented thinking.
• Strong interpersonal skills and the ability to engage in focused dialogue, demonstrate sound listening skills and communication both verbally and in writing.
• Ability to present to small and large groups at all levels of the organization and deal with unexpected questions and challenges while presenting. Ability to lead live or web-based presentations sessions.
• Strong understanding of employee relations principles, practices, methods, and programs.
• Strong knowledge and understanding of federal and state employment and labor laws, regulations, procedures, and standards.
• Ability to utilize knowledge to make or influence critical decisions while ensuring legally sound solutions that protect the company against risk.
• Excellent Word, Excel, and PowerPoint skills.

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 contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)