SR HR Business Partner

　　This position reports to the Human Resources Director.  This individual will provide human resources support for specific client groups and disciplines within the ATS Ohio Industrial Automation Division.

　　The Sr HR Business Partner will be the go-to resource for People Managers and their teams for all human resources related matters. This individual will be a trusted resource for HR expertise as well as a coach and mentor to our employees. 

　　MAJOR DUTIES:Provides Human Resources expertise, support, and guidance to assigned departmental leaders and their teams in the areas of workforce planning, recruitment, talent management, employee relations, organization design and restructuring, performance management, employee engagement, retention, and employee/leader development.  Proactively partner with the business to understand critical business priorities and HR implications.   

　　With support from the global Industrial Automation HR team, recommend, develop, and administer human resources policies, procedures, and programs in support of business initiatives ensuring compliance with governing regulations, internal policies, and best practices.Maintain an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.

　　SPECIFIC RESPONSIBILITIES:This role encompasses a variety of responsibilities, including but not limited to the following:Business Partnership:

　　Understand the critical objectives of the business and partner with the greater HR network to help influence the culture, create a positive employee experience, and champion relevant organizational changes and initiatives. Support complex employee mattersRecruitment and Onboarding:

　　Actively involved in developing hiring plans in collaboration with business leaders.Supporting the recruitment and onboarding activities of top talent including co-ops, interns, apprentices, full-time employees and contractors.Partner with leaders to ensure new hires are properly onboarded. Performance Management and Employee Relations:

　　Manage and facilitate the annual performance management cycle including supporting leaders in the development/establishment of annual goals, training new hires and leaders and facilitating calibration sessionsIdentify, evaluate and resolve employee relations issues that foster collaboration and improved performance.Participate in and/or lead any progressive disciplinary actions, terminations, restructuring and change management activities.*Talent Management and Employee Development: *

　　Coach and advise leaders on talent management best practices related to attracting, developing and retaining employees.Partner with the business and employees to define and develop career development plans, establish and maintain succession plans and foster and promote internal mobility.Compensation and Benefits:

　　Administer the annual compensation review process within the guidelines of the annual performance review cycle.  Recommend and develop the business case for compensation adjustments as required.Partner with the business leaders and HR leadership to establish pay scale guidelines.Assist employees with benefits enrollment, obtaining clarification on complex benefits claims and supporting and facilitating any claims management and return to work activities.Functional Enhancements:

　　Contribute to continuous improvement ideas