HUMAN RESOURCE BUSINESS PARTNER (HRBP) – LRTP/CDH

Opening Date:                       December 21, 2021

Closing Date:                         Until Filled

Location:                                Hays or Billings, MT (ON-SITE)

Reporting Relationships:      Sr. Human Resources Business Partner (Chain of Command)

Employment Status:             Full Time, Salaried, Exempt

Preference:                            Native American Preference, FBIC Veteran Preference

 

POSITION SUMMARY:

The Human Resource Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business verticals. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit’s financial position, its midrange plans, its culture, and its competition.

This job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee.  Duties, responsibilities, and activities may change, or new ones may be assigned at any time.

 

SUPERVISORY RESPONSIBILITIES:

  • None.

DUTIES AND RESPONSIBILITIES:

  • Conducts weekly meetings with respective managers.
  • Partners with leadership to align HR strategy to business strategy.
  • Acts as change agent to business through process design and approaches that support change and transformation – striving to lead mutual processes to best practice status.
  • Analyzes trends and metrics in partnership with HR peers to develop solutions, programs and policies.
  • Provides day-to-day coaching to leadership on a variety of actions to include employee relations issues, policy interpretation and application; talent management and development; employee benefits and organizational design consultation.
  • Conducts ongoing supply and demand analysis for the Little River Trading Post and Classic Design Homes leadership team on current and future state staffing and skill needs and designs talent acquisition strategies to meet those needs.
  • Actively participates in annual budget planning/labor forecasting process with the Little River Trading Post and Classic Design Homes leadership team.
  • Follows the talent acquisition process to ensure we are following policies and procedures. Ensures candidate applications and resumes are evaluated to ensure they are prescreened for required skills; experience and knowledge to fit position requirements. Reviews the referrals being sent to the hiring manager(s)s and ensures efficient turn-around activity.
  • Actively evaluates all recruitment campaigns; job fairs; college relations programs, general networking: etc. to ensure we have a robust candidate pipeline.
  • Grows and conserves a network of contacts to help identify and source qualified candidates. Leverages on-line recruiting resources; employee referrals; network referrals; etc. to identify and recruit “best in class” talent.
  • Ensures all processes are completed in a timely and efficient manner – candidate selection; interviewing; job offer; background checks.
  • Review, create, and monitor the processing for training, talent acquisition, performance management, people management, and benefits across the Little River Trading Post and Classic Design Homes verticals.
  • Continually champions Employee Referral Bonus program to include proactive identification of internal talent matching and advancement.
  • Remains current on trends and innovative recruiting techniques in order to compete in market and within industry.
  • Supports annual HR cycle deliverables to include performance management; merit and bonus awards; benefits enrollment; etc.
  • Evaluates issues, patterns, and trends to provide proactive insights for HR solution and program designs i.e., training, recruitment, benefits, employee relations to address certain needs.
  • Partners with Corporate Payroll; HRIS; and Compensation and Benefits functions as needed to provide solutions for leadership.
  • Partners with the Corporate HR Director and appropriate leadership to grow the capacity of the organization’s key talent development.
  • All other duties assigned.

REQUIRED SKILLS/ABILITIES:

  • Excellent verbal and written communication skills.
  • Excellent interpersonal and customer service skills.
  • Excellent organizational skills and attention to detail.
  • Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
  • Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
  • Excellent time management skills with a proven ability to meet deadlines.
  • Strong analytical and problem-solving skills.
  • Proficient with Microsoft Office Suite or related software.

REQUIRED EDUCATION AND EXPERIENCE:

  • Minimum of 5 years of experience in Human Resources (HR Specialist III, HR Generalist, HR Manager) required.
  • Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, benefits, talent acquisition and federal and state respective employment laws.
  • Bachelor’s degree in Human Resources, required.
  • SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment

TRAVEL REQUIREMENTS:

  • Travel will be required for Professional Development, conferences, trainings, and meetings as a representative of IMDG.
  • Travel to/from IMDG locations required.
  • A valid Driver’s License required.
  • A U.S. Passport may be required for travel.

PHYSICAL REQUIREMENTS:

  • Prolonged periods sitting at a desk and working on a computer.
  • Must be able to lift-up to 45 pounds at times.
  • Must be able to access various departments of a given location.

BENEFITS:

  • Health, Vision, and Dental Insurance
  • Company Paid Life, Accidental Death and Dismemberment Insurance
  • Aflac Large Group Options
  • 401(k)
  • Employee Assistance Program
  • Employee Hardship Assistance
  • Education Assistance
  • Paid Time Off
  • Paid Holidays
  • Employee Transit (Hays Location Only)
  • Fitness Center (Hays Location Only)
  • Referral Program  

 

EQUAL OPPORTUNITY EMPLOYER

 

IMDG is an Equal Opportunity Employer, and except to the extent required by Native American Preference and Veteran Preference, IMDG prohibits discrimination on the basis of race, color, creed, religion, sex, pregnancy, age, national origin, marital status, physical or mental disability, or any other basis protected by applicable law. This applies to all decisions, including hiring, promotion, termination, and other matters affecting terms and conditions of employment.

Island Mountain Development Group is a drug-free work environment. Pre-employment drug testing may be required. Applicants must consent to a background check.

 

Applications may be completed online at www.islandmtn.com.

or to request application material and submit an application, please contact:

Island Mountain Development Group, Human Resources Department

P.O. Box 470 Hays, Montana 59527 Phone: 406-673-3031 or Fax to: 406-673-3023

E-Mail:  HR@islandmtn.com

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