HR Business Partner
Company: Rain for Rent
Posted on: January 27, 2023
DescriptionWhat we do: Rain for Rent moves water every day. We
are the leading provider of temporary liquid handling solutions and
are known for our systems engineering expertise, ability to tackle
complex jobs cost effectively, and providing high value to
organizations with critical liquid management issues. Our
experienced teams, backed by skilled engineers, are continually
working to redefine what is expected from a liquids handling
provider by developing new equipment and harnessing technology for
the most demanding environments. Our Rain for Rent solutions exceed
customers expectations for service and quality for their
water-handling, irrigation and temporary liquid-storage problems.
We strive to effectively and efficiently complete projects safely,
on time and right the first time.To learn more about us please
check out our website here.
(https://www.youtube.com/watch?v=IfacXlPz9a8) Rain for Rents
employees are proud to work for this family owned business which
has been in business for more than 80 years. We are committed to
providing consistent, quality products and services to customers
across the U.S., Canada and the UK from more than 65 locations.
Honesty and integrity are valued at Rain for Rent and employees are
committed to exceeding expectations for service and quality to our
customers. As a strategic partner, the HR Business Partner (level
1, 2, or 3) aligns business objectives with employees and
management in designated business units. The HR Business Partner
(HRBP) serves as a consultant to their designated
regions/departments on Human Resource related issues. The HRBP will
be responsible for assessing and anticipating local HR-related
needs and working with Corporate Human Resources to provide
solutions. The HRBP maintains an effective level of business
literacy about the business units financial position, its mid-range
plans, its culture, and its competition.Performs Human Resources
related duties at the professional level with minimal supervision
and extensive use of independent judgment. Responsible for taking
direction from all Corporate HR leadership in their functional
area: recruitment and training, benefits, and employee relations.
Recommend new approaches, policies, and procedures to effect
continual improvements in efficiency of business unit, assigned
department, and services performed.Duties Include:Overall: Region
SupportPartner with employees and management in an assigned
region/area to support their branch/department human capital needs
in support of their business objectives.
- Collaborate in various contexts with managers, demonstrating a
high level of self- sufficiency, knowledge of branch life, and
relevant local labor laws.Functional Area 1: Recruitment and
StaffingUnder the direction of the Director of Talent Acquisition,
- Utilizing appropriate recruiting methods to drive applicant
flow and develop a strong candidate pool for hiring managers.
- Facilitate employee hiring and status changes.
- Working with branch leaders to identify upcoming staff
vacancies and plan steps for internal promotion or external
- Provide advice and guidance to managers regarding performance
management, succession planning, and talent management.
- Facilitates training programs as needed.Functional Area 2:
Employee Benefits and Leaves of AbsenceUnder the direction of the
Director of Employee Relations, facilitate:
- Education to employees on benefits and leaves of absence (LOA)
- Oversee initial LOA information hand-off to Third Party
Administrator (TPA) in a timely and detail-oriented manner.
- Keep employees managers appraised of the employees overall LOA
- Work with each member of the HR team on their area of expertise
as needed for keeping any benefits or leaves concerns moving
forward.Functional Area 3: Employee RelationsUnder the direction of
the Director of Employee Relations, facilitate:
- Communicate and train managers on updates to policies,
procedures, or legal regulations.
- Partner with managers to develop corrective action, coaching,
and performance improvement plans for employees
- Conduct exit interviews and analyzes data and makes
recommendations for corrective action and continuous
- Responds to employee complaints and harassment allegations.
Develop individual, contextual responses to each. Conduct
investigations and provide recommended outcomes.
- Provide advice and counsel to managers, supervisors, and
employees as to terminations, disciplinary action and performance
issues in compliance with Company policies and procedures.
- Assist in evaluation of reports, decisions, and results of
department in relation to established goals.
- Analyze results of comparison and surveys and develops specific
recommendations for review by management.What we offer: Advancing
your career through company provided training and development A
competitive base salary Nine paid holidays and paid time off
program Tuition reimbursement Employees also participate in
excellent Benefits (http://www.rainforrent.com/) including:
Medical, dental, vision and a matching 401k planWhen you join the
Rain for Rent team, you will have the opportunity to make friends
in the course of doing good business and can contribute positively
to your community. The choice is easy. Join the Rain for Rent team
today!Rain for Rent is proud to be an Equal Opportunity and
Affirmative Action Employer. We evaluate qualified applicants
without regard to race, color, national origin, religion, sex,
disability, veteran status, gender identity, and sexual
orientation, and other statuses protected by law.Estimated Rate of
Pay: $85,000-$100,000 QualificationsEducationPreferred
- Bachelors or betterLicenses & CertificationsPreferred
- Two to 10 years of related experience and/or training; or
equivalent combination of education and experience. Equal
Opportunity Employer/Protected Veterans/Individuals with
DisabilitiesThe contractor will not discharge or in any other
manner discriminate against employees or applicants because they
have inquired about, discussed, or disclosed their own pay or the
pay of another employee or applicant. However, employees who have
access to the compensation information of other employees or
applicants as a part of their essential job functions cannot
disclose the pay of other employees or applicants to individuals
who do not otherwise have access to compensation information,
unless the disclosure is (a) in response to a formal complaint or
charge, (b) in furtherance of an investigation, proceeding,
hearing, or action, including an investigation conducted by the
employer, or (c) consistent with the contractors legal duty to
furnish information. 41 CFR 60-1.35(c)
Keywords: Rain for Rent, Charlotte , HR Business Partner, Human Resources , Charlotte, North Carolina
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