Medline Industries Inc. Looking for HR Business Partner (Northfield, IL) at Illinois Full Time

The ultimate goal is to help division business leaders maximize employee engagement, retention, and alignment between the company and the employees. This role provides guidance to management and staff regarding HR guidelines and employment matters consistent with Medline’s company philosophy and policies. This role focuses on addressing employee relations concerns, employment law compliance, and will investigate employee concerns, charges, or reports and provide guidance for resolution. This role will execute additional activities such as: strategic staffing, talent management and organizational development initiatives, compensation planning and administration, change management, conflict management, equal opportunity / affirmative action and inclusion and diversity initiatives. In addition, assess and anticipate HR related needs to ensure compliance and mitigate risk and liability, learning and development and performance management.

MAJOR RESPONSIBILITIES

CONSULTING

• Serve as primary point of contact to business leadership for all HR-related needs and initiatives.
• Provide strategic HR consulting and coaching with the goal to influence business leadership action.
• Maintain an effective level of business literacy about the business unit’s financial position, strategic plans, culture and competition.
• Helps drive productivity and performance, using HR systems and analytics to understand business issues, trends and recommended course correction. Includes disposition of key metrics, projected outlook, employee relations issues, reasons for labor turnover, etc.

STRATEGY

• Collaborate with business leadership on organizational strategy, talent acquisition, learning and development, performance management, compensation, benefits, and employee and labor relations.
• Translate organizational needs into plans of action to achieve organizational goals and strategies.
• Ensure human resource policy and procedure throughout the organization fit the needs, goals, and aims of the organization and its top leadership.

EMPLOYEE & LABOR RELATIONS

• Investigate employee concerns, charges, or reports and provide guidance for resolution.
• Provide guidance to management and staff regarding HR guidelines and employment matters consistent with company policies.
• Bring compliance issues to the attention of management.
• Identify and effectively resolve personnel issues.
• Address employee relations concerns and provide input to management.

TALENT MANAGEMENT

• Develop and execute strategic talent management initiatives – addressing Workforce Planning, Talent Acquisition, Retention, Performance Management, Employee Engagement, Training & Development, and Succession Planning – to ensure alignment with overall business goals.
• Help to deepen cross cultural competence in Leaders and their groups through support of training efforts and diversity councils, as well as through the consideration of cross cultural impact to business decisions.
• Provide guidance and input on business unit restructures, workforce planning and succession planning. Establish strategies to develop leadership and management bench-strength and succession readiness.
• Identify and facilitate the delivery of individual executive coaching needs.

CHANGE MANAGEMENT

• Enable business change through education and influence of business leadership while considering impacts on business goals and objectives.
• Provide thought leadership related to strategic delivery of HR initiatives; reinforce value of HR initiatives.
• Manage HR program implementation to minimize disruption; partner with leaders to communicate and execute.

FACILITATE

• Partner with COEs (Compensation, Benefits, HR Technology, Talent Acquisition, Talent Management & Development and Inclusion & Diversity) to ensure cohesive delivery of HR programs and services.
• Foster partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization and Medline.
• Apply a broad understanding of all HR programs; oversee execution of all annual and ad-hoc HR initiatives (ex. Annual Pay Review Cycles, Performance Planning Process, Talent Management Review, Promotion Process and Review, Employee Engagement Review, Workforce Planning Initiatives).

This position has no direct supervisory responsibilities. Applies depth and/or breadth of HR expertise as a coach or mentor for other positions in the department or in the development of company-wide HR initiatives and strategies.