HR Business Partner

Position Summary: The Human Resources Business Partner is responsible for planning, coordinating, and leading the
strategic and tactical Human Resources activities and aligning business objectives with employees and leadership across
single-site or multiple sites and union/union-free settings. The HR Business Partner maintains an effective level of
business literacy about the plant/facility/complex financial position, midrange plans, the culture, and competition. Serves
as a link between management, corporate staff, and plant/facility employees by handling HR-related questions and
matters; interpreting and administering policies, procedures, practices, programs, and any related contracts; assisting with
work-related problem resolution; and conducts investigations where applicable. The Human Resources Business Partner
also evaluates and executes standard HR initiatives and program roll outs and is involved with compensation, benefits,
and payroll; employee/labor relations; employee communications, engagement, and recognition; employment; health and
wellness; HRIS, legal compliance; policy adherence; recruitment and onboarding; training and development, and
workforce planning and staffing administration, etc.

I. Description of Essential Job Functions:
• Collaborate with General Manager/Business Unit Leader to translate current and future business goals and
develop/implement initiatives and tactics to meet business objectives in alignment with overall human resources
strategies and processes. Partner with General Manager/Business Unit Leader, Corporate HR, and Finance to
manage all labor cost and head count to profit plan targets.
• Advise General Manager/Business Unit Leader and Corporate HR on organizational and employee issues and
recommend needed changes.
• Work closely with leadership and employees to improve work relationships, build morale, and increase productivity
and retention.
• Works directly with department managers to assist them in carrying out their responsibilities on personnel matters
and provide day-to-day performance management guidance (coaching, counseling, career development and
disciplinary actions).
• Develop, define, and/or enhance policies, procedures, practices, and programs. Included in this area but not limited
only to the following would be policies and programs for employee/labor relations, employee handbook, wage and
salary structure, pay policies, performance appraisal programs, sexual harassment, employee benefit programs and
services, employee communications, employee involvement and recognition.
• Manage enforcement and administration of appropriate policies, procedures, practices, and programs to ensure
fairness and consistency, operational improvement, and cost containment for effective management of people
resources in compliance with company policies and applicable legislation.
• Maintain current knowledge and understanding of regulations, industry trends, current practices, new developments,
and applicable laws regarding human resources. Identifies legal requirements and government reporting regulations
affecting Human Resources function while reducing legal risks and ensuring regulatory compliance.

• Acts as primary contact with labor counsel and outside government agencies. Represents the Company in personnel related
hearings and investigations (e.g., unemployment), and worker compensation lawsuits or mediations.
• Lead administration of collective bargaining agreement including grievance handling and negotiations in union
settings.
• Coordinate collaboration with Corporate HR staff for advice and support on general human resource issues,
implementation of human resource activities, policies, and programs, and assistance for HR day-to-day operations
to ensure positive employee relations and good management practices. Work with Corporate HR staff to standardize
workflow, processes, and best practices and administer HR processes and projects concerning: benefits, new hire
orientation, recruiting, and support of company initiatives and HR strategy.
• Determines and recommends employee relations practices necessary to establish a positive employer-employee
relationship, promote a high level of employee morale and engagement, provide 2-way communications and
feedback systems, and maintain union-free status.
• Establishes credibility throughout the organization with management and the employees in order to be an effective
listener and problem solver of people issues. Resolves conflicts and provides coaching and counseling on human
resources matters for functional or organizational leadership. Manages and resolves complex employee relations
issues by conducting effective, thorough and objective investigations. Perform difficult staffing duties, including
resolution of staffing issues, investigation of disputes, employee termination, and administering corrective action
procedures.
• Assist with coordinating and conducting periodic employee meetings to ensure communication on all shifts occur
throughout the Company.
• Responsible for managing and coordinating talent acquisition and placement activities including hiring, EEO, and
employment practices for both hourly and salaried employment. Establishes strategies with business leaders to
select and retain the diverse talent required to maintain a competitive advantage and to align with recruiting
strategies. Identify staff vacancies within the plant/facility and recruit, interview, and select applicants.
• Provides guidance and input on staffing strategy and restructures, workforce planning, employee promotion,
transfer, and succession planning systems and processes, to achieve efficient resource allocation, flexible staffing,
and labor cost optimization.
• Manage the design, development, implementation, and completion of numerous programs, projects, and activities
to ensure employees are educated, trained, and developed. Areas of responsibility include employee training and
development curriculum, tuition assistance, external training and seminars, management education, skilled trades
development programs, performance management, etc. Provides employee development expertise, support systems
and processes focused on continuous learning, and knowledge sharing. Maintain positive liaison with educational
organizations, associations, and agencies.
• Plan and conduct new employee onboarding, orientation, and assimilation for both hourly and salaried employees.
• Establish and maintain HRIS information and reporting, HR KPI/Measurement systems, and reports for critical
analysis of the HR function and the people resources of the assigned plant/facility/complex. Measures and analyzes
key performance indicators and compensation and benefit programs to deliver functional and business performance
improvements and labor cost optimization related to human resource investments. Analyzes trends and metrics in
partnership with HR leadership to develop solutions, programs, and policies.
• Continually assess the competitiveness of all hourly employee programs and practices against the relevant
comparable companies, industries, and markets. Benchmark and gauge competitiveness of policies,
compensation, and benefits through periodic hourly wage and benefit surveys.
• Direct or assist with the management and administration of other human resources support functions including
payroll, organizational development and succession planning, compensation and benefits, job evaluation/ descriptions, performance management, 2-way communications, awards and recognition, company
clothing, social activities, and public/community relations.
• Ensure compliance and accurate record management on personnel related documents, such as Form 1-9,
Leave/Attendance notifications, employee files, benefits, and workers compensation files.
• Works in collaboration with Regional EHS Manager to ensures each responsible location is in compliance with
federal, provincial, and/or state regulations regarding environmental, health, safety, and security. Provides support
assistance with all policies, programs, procedures, and activities related to environmental, industrial health and
employee wellness, and safety including workers’ compensation. Assists with EHS audits, training, programs,
activities, and incident/accident investigations to ensure the principles of 4Front’s Environmental, Health, and
Safety policy is sustained.

II. Supervisory Responsibilities:
• This job has no supervisory responsibilities.
III. Qualification Requirements: To perform this job successfully, an individual must be able to perform each essential
duty 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.

Education and Experience:
• Bachelor’s degree with emphasis in Human Resources, Business Administration, or related field.
• Master's degree in related field and/or Professional certification is a plus.
• Minimum of 5-10 years in either a generalist role or in a succession of assignments in various HR disciplines.
• 5+ years of human resources management or business partner experience within a manufacturing environment. .
• Experience managing employee/labor relations for single/multi-site business including demonstrated positive
employee relations programs and activities.
• Experience with talent management, including recruitment, performance management, and employee training and
development.
• Experience in project management, change management, and conflict management/resolution.

Other Qualifications, Experience, or Requirements:

• Must be able to speak, read, write, and understand the primary language (English) used in the workplace.
• Bilingual in English/Spanish is a plus. Good technical and conversational Spanish is required for Carrollton & Mexico
locations.
• Requires a valid motor vehicle operator’s license and the ability to operate a motor vehicle while carefully
observing all traffic rules and regulations.
• Work beyond the traditional 40 hours per week may be required as workload or projects dictate, including
weekends and holidays.