(e. g. coaching, counseling, career development, disciplinary actions). Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work backssments.
This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications. Implements new hire orientation and employee recognition programs. Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations;
performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development. Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.
Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Provides guidance and input on business unit restructures, workforce planning and succession planning. Performs other duties as assigned.
guidance covers the full range of HR issues including employee relations, compliance, worker classifications, HR policy, evaluating staffing requirements and training needs. The Human Resources Business Partner needs excellent communication and presentation skills to communicate policies, strategies, and changes across various levels of the company.
Being able to clearly express ideas, present complex information effectively, and engage in meaningful dialogues to ensure alignment and facilitation of effective decision-making within the organization. Responsibilities Act as Human Resources point of contact for employees and managers in the organization Resolve employee issues and grievances
and conduct unbiased, thorough investigations Ensure healthy employee relations Provide consultation to line managers on coaching and career development. Identify trends and needs regarding training programs and ensure compliance with the current training curriculum Maintain training programs to ensure learning objectives are met Maintain a thorough understanding and knowledge of legal requirements to ensure regulatory compliance and reduce legal risks Ensure compliance with local, state, and federal labor laws Analyze trends and relevant HR data metrics to assist in the development of solutions, HR programs, and policies Forecast staffing requirements Promoting diversity through hiring as an
equal opportunity employer (EEO) Performs other related HRBP duties as assigned Qualifications and Preferred Education Degree in human resources, psychology or law degree business-related field, with a minimum of five years of experience in an HR Business Partner or HR Generalist role; or relevant experience Demonstrated experience in the various HR functional areas, especially organization development, change management, and conducting workplace investigations Current, in-depth knowledge of legal requirements related to human resources and employee management, including employee relations, workers' compensation, and federal and state employment laws Ability to acquire a thorough understanding of the organization's positions, position qualifications, compensation practices, and the administrative practices related to those factors Ability to manage multiple, complex issues and prioritize projects concurrently Must work well in a fast-paced customer focused work environment Successful experience as an HR leader in a global company Proficient with Microsoft Office Suite software Preferred Bilingual (English/Portuguese) and/or (English/Spanish) Knowledge of SAP HRIS or comparable HR software SHRM, PHR or SPHR Certification Acer is an EEO employer that considers applicants for all positions without regard to race, color, creed, religion, gender, age, national origin, marital status, status with regard to public assistance, disability, veteran status or preferred orientation.
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