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Human Resources
Kavo Kerr
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General Nature & Scope: 
The Human Resources Business Partner will work closely with designated client groups to recommend, implement, and support strategies, solutions, and programs to enhance the effectiveness of managers and the productivity and engagement of associates.  The incumbent will help optimize working relationships among teams and leaders; link human resources strategies to business objectives; ensure compliance with all labor laws and code of conduct policies; counsel and advise management on a variety of topics related to human resources and performance management; involved in the design and implement training, and organizational design and communication support.

To perform this job successfully, an individual must be able to perform the essential duties and responsibilities satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Essential Duties & Responsibilities:
  • Talent Acquisition – Works with the leaderships team to balance headcount in order to meet production needs. Works with external firms as required, for sourcing and selection of temporary and permanent workforce. Collaborates with direct supervisors / managers for onboarding of new hires.  
  • Organizational Changes- Partner with departmental supervisors in evaluating organizational changes within their teams, to improve efficiency and delivery, developing business cases, and communication planning and delivery. Advise and lead change management efforts aligned to client group business objectives.
  • Metrics and Reporting – As a member of the team, completes monthly HR reports and metrics assigned, using the information to make recommendations for action / improvement.
  • Performance Management - Support the annual performance review processes including communication, systems knowledge and support, training new managers on tools and process.  Guide managers through the performance improvement process, providing counsel to administer corrective action and conducting lawful terminations as needed. Proactively engaging with leaders on evaluating, coaching and enhancing development plans of associates, evaluating broader development needs within the organization and recommending solutions.
  • Engagement and Retention– Partner with leaders to improve associate engagement, tracking progress on engagement and action planning; track and monitor associate turnover.
  • Training – Deliver effective training and communications on people processes, leadership development programs, etc. Facilitate team enhancement and intervention methods and tools as needed to support client groups.
  • Associate Relations –Respond to employee concerns, conducts investigations, and guides managers in improving issues or concerns. 
  • Payroll Related Responsibilities – Support Supervisors and Managers on payroll and Kronos issues. Collaborate with the payroll office to ensure site changes are captured.  Train new Supervisors / Managers on Kronos and site payroll standard work.
  • Compensation & Benefits – Supports base and variable pay processes for client groups; provides guidance to managers on compensation policies and practices.  Provides guidance to managers on job description, job leveling and pay recommendations at the time of hire, promotion/enhancement, and annual cycles. Administer the benefits, capturing employee changes, leading annual enrollment, and managing employee premiums and billing online.
  • Wellness – Champion wellness initiatives in relation to the National Standards and the site goals employee health and wellness.

Education and/or Experience:
  • Bachelor’s degree required, CHRP designation strongly recommended
  • 3+ years of professional level HR experience required. May accept less experience with an advanced degree.  
  • Working knowledge of employment law and experience in investigations, compensation, and employee relations practices. 
  • Previous experience leading processes or projects with demonstrated success in managing multiple deadlines and competing priorities.
  • Solid systems experience required including intermediate Excel and MS office skills.  HRIS experience such as Workday is beneficial.
  • Canadian payroll and/or benefit experience is an asset.
  • Continuous Improvement mindset and experience is essential.
Skills & Abilities:
  • Ability to consult, mediate, negotiate, and influence.
  • Strong collaboration, communication and team work skills.
  • Strong analytical skillset, with the ability to see beyond the numbers to drive sound decision-making.
  • Comfortable presenting/training in front of groups as well as via phone.
  • Excellent written and verbal communications skills
  • Strong attention to detail/accuracy, meeting deadlines, and organizational skills to manage multiple prioritizes.

Envista and all Envista Companies are equal opportunity employers that evaluate qualified applicants without regard to race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender identity, or other characteristics protected by law. The “EEO is the Law” poster is available at: http://www.dol.gov/ofccp/regs/compliance/posters/pdf/eeopost.pdf.


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