Nelson Labs
  • 21-Nov-2018 to 22-Dec-2018 (MST)
  • Human Resources
  • Salt Lake City, UT, USA
  • Salary
  • Full Time

At Nelson Laboratories, a Sotera Health Company, our employees are part of an industry-leading, global provider of laboratory testing and consulting services; dedicated to the mission of helping the best companies in the world improve the quality of life by providing the highest standard in laboratory testing.

Our employees receive competitive pay, growth and learning opportunities, insurance benefits, tuition reimbursement, paid holidays and PTO, and the opportunity to attend many company-sponsored employee and family events.

Safeguarding Global Health. It's what we do!

Summary

The HR Business Partner will work with Nelson Labs leaders to support the business imperatives of the company. This role will be a key player in helping leaders to build a strong strategy that drives business success while meeting employment law requirements, increasing employee engagement, and developing strong leadership competency. HR Business Partners work with the HR team and leaders to execute a variety of workforce planning decisions including staffing requests, acquisition of talent, pay assessments, promotions, department transfers, and others. They will act as the legal company representative in the resolution of employee issues, ADA accommodations, and medical or non-medical leaves.

Essential Job Duties

  • Work with the VP of Human Resources and the HR Manager to facilitate effective leader development that is based upon clear succession plans to meet future needs of the organization
  • Provide guidance and input on business unit restructures, workforce planning, and expansion to other national and global Nelson Labs sites
  • Lead the organization to make certain that job descriptions have clear competencies, are accurate, consistent, and match equivalent roles as benchmarked across the industry
  • Help leaders with talent management:
    • Assess the talent needs of their team
    • Identify retention risks
    • Guide talent development plans and follow up on progress
  • Partner with leaders in workforce planning:
    • Staffing requests
    • Promotions
    • Transfers
    • Voluntary and involuntary terminations
    • Contingent staff
    • Shift changes
  • Provide pay rates based on current compensation assessments and in line with maintaining pay equity in comparison of current roles and salaries
  • Partner with the Talent Acquisition Manager and recruiters to support managers in the following ways:
    • Promote timely talent acquisition of highly qualified candidates
    • Drive interviewing and hiring practices that are consistent and compliant with current employment laws
    • Support current hiring initiatives to meet the needs of the organization
  • Partner with the Professional Development Department (PDD) Manager to support leaders and employees:
    • Onboarding of new hires
    • Train on various HR related topics as needed
  • Drive initiatives to increase employee engagement by working closely with leadership and employees to improve work relationships, build morale, increase productivity and retention
  • Lead the performance management process through regular, meaningful 1:1s, midyear check in, and end of year performance reviews
  • Work with the HR Manager to manage and resolve complex employee issues; conduct effective, thorough, and objective investigations when necessary
  • Work with the corporate leave administrator to guide ADA accommodations and medical or non-medical leave requests
  • Collaborate with the corporate compensation and benefits team to communicate open enrollment, compensation initiatives, etc.

Competencies of this Position

  • Must be self-directed and motivated
  • Solid business acumen
  • Strategic mind set to effectively partner with leaders to implement new strategies
  • Strong conflict management skills
  • Good interpersonal and negotiation skills
  • Excellent leader development and coaching skill set
  • Ability to assess pay rates based upon internal and external equity
  • Ability to exhibit a high level of confidentiality
  • Strong ability to use employment law knowledge to guide leaders through employee relation issues, ADA accommodations, and leaves
  • Team-oriented and demonstrated ability to partner with other HR functions
  • Ability to organize and manage time
  • Excellent computer skills, including Microsoft Word, Excel, Outlook, HRIS, and others

Education

Bachelor's degree and 5 years' relevant HR Business Partner experience required. Candidates must also have experience with multiple Human Resource disciplines including employee relations, compensation practice, organizational development, performance management, federal and state employment laws.

Preferred Skills

Scientific knowledge and experience

Nelson Labs
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