The HR Business Partner (HRBP) will join with business leaders to develop Human Resources strategies that enable the business to achieve its goals. The HRBP will have a deep understanding of operations on both a regional and individual location level and will assist managers with critically assessing talent strategies and implications of people-related decisions. The HRBP will engage with leaders on those items that are strategic in nature and have broad impact and multi-dimensional implications such as staffing plans, employee engagement and recognition programs, succession planning, performance management, compensation planning, etc. The HRBP, although part of the NDSC Legal Entity, is intended to be embedded within the business units to assist with planning and implementing people-related strategies aligned with goals and challenges. The HR Business Partner's responsibilities include, but are not limited, to the following:

• Conduct regular meetings with respective business units to stay abreast of issues, trends, and climate.
• Work closely with management and employees to improve relationships, build morale and engagement, increase productivity, and improve retention.
• Encourage positive changes in the people management (e.g. actively identifies talent gaps and implements solutions to reduce risk; designs succession plans for key talents and key job positions).
• Perform analysis of key human resources metrics such as attrition and employee engagement survey results to identify trends and work with management to develop appropriate actions plans.
• Provide HR Policy guidance and interpretation.
• Provide guidance to business leadership on staffing plan development, organizational design, performance management, compensation, retention strategies, training and development needs, and workforce planning.
• Partner with Operations to develop creative and flexible staffing solutions to respond to highly cyclical business volumes.
• Conduct effective, thorough, and objective investigations; and manage and resolve complex employee relations issues.
• Maintain in-depth knowledge of multi-state legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partner with legal department as needed/required.
• Partner with Leadership Development for both general leadership courses and specific HR sessions.
• Primary point of contact for Affirmative Action reporting and action planning.
• Liaison with National Service Center on Leave, Benefit, and Payroll related items.
• Support and drive overall HR initiatives throughout the organization.
• Lead and manage projects as necessary
• Additional duties as assigned

This is a 1st shift, M-F position that is onsite in Lancaster, PA. Candidates will need to be willing and able to work onsite in Lancaster, PA at least 2-3 days a week. Other days may be able to be hybrid.