Job Description

With minimal guidance and supervision, the HR Business Partner will be responsible for providing Human Resources support to the management and employees of assigned Reliance companies (FOCs). The HR Business Partner will provide leadership, guidance, and counsel to the Company's management on issues which affect the workforce and the employer/employee relationship, including HR compliance and employee relations. The role is also responsible for managing the relationship between HR and the business to enhance adoption of any Reliance policies, processes, and user self-service to ensure compliance with changes impacting the business. ESSENTIAL FUNCTIONS Support assigned business groups by advising and counseling employees and managers regarding HR related matters to arrive at resolutions in an acceptable timeframe based on each matter. Interpret and apply HR policies, procedures and programs, ensuring consistent application while working with FOC management to provide solutions that balance business and employee needs in compliance with company policy and applicable laws. Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Work closely with the Reliance Employee Experience (REX) Center to address escalated inquiries, issues and employee concerns within the scope of the HRBP role for supported groups. Participate in the FOC talent acquisition process as appropriate and support the new hire on-boarding process. Similarly, advise during the constructive/progressive discipline and termination processes (voluntary and involuntary). Execute corporate procedures to ensure key activities are in compliance with all state and federal employment laws and regulations (e.g., FMLA, ADA, EEO and FLSA). Oversee background checks and terminations, as necessary. Monitor and analyze FOC turnover (including exit interview data) to develop, recommend and implement strategies to improve retention and mitigate undesirable turnover. Work with Director, HR Operations, and FOC management to manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations, make recommendations for resolutions. Proactively communicate status to direct manager and all involved parties to ensure continued alignment and progress. Conduct trend analysis, track and report case metrics for HR activities, including those provided by the REX Center, summarizing results for internal reporting purposes. Facilitate assigned activities in support of organizational change management initiatives; for example, training, coaching and communications for assigned business groups. Coordinates with LOA Administrator(s) as needed. OTHER DUTIES & RESPONSIBILITIES All other duties and responsibilities as assigned by management. ANNUAL SALARY: $90,000.00 - $105,000.00 / Depending on Experience LOCATION: Los Angeles/Pasadena area and Houston - Working a minimum of three days per week in-office Required Skills Bachelor’s degree in Human Resource Management, Business Administration, etc. or equivalent work experience in a related field required. Minimum of five (5) years of Human Resources experience in supervisory or management capacity required. Proficient knowledge of federal, state and local employment laws/regulations (e.g., EEO, FLSA, FMLA, ADA, etc.). Track record of quickly forming trusted advisor partnerships with business leaders in order to provide day to day support on all employee management concerns, situations, and questions. Expert verbal and written communication skills in English — bilingual English-Spanish skills desirable. Proficient organizational and project-management skills, including the ability to meet demanding, evolving, and overlapping deadlines. Proficiency in use of Windows-based business tools; specifically, Excel, Outlook, PowerPoint, and Word; Dayforce; proficiency in ServiceNow is desirable. Experience in a manufacturing or other environment with a large hourly (blue-collar) employee population and multiple locations preferred. Union experience helpful. Demonstrated success in conducting employee investigations on highly sensitive matters such as sexual harassment, age discrimination, etc. Demonstrated experience working with inside/outside counsel and company management to identify proper course of action and resolve issues. Ability to develop, plan and implement short and long-term goals. Ability to produce, analyze and interpret technical documentation such as HR policies, HR compliance reports, HR metrics, etc. #J-18808-Ljbffr LCEC

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