Human Resources Business Partner

Role OverviewThe Corporate Human Resources Business Partner serves as the primary HR contact for corporate leaders and teammates providing guidance support and consistent execution of HR processes policies and role is focused on operational excellence ensuring day-to-day HR execution is handled consistently and effectively across the teammate lifecycle. The HR Business Partner works closely with Compensation Benefits Talent and HRIS to support the delivery and adoption of HR programs while enabling HR leadership to focus on strategic addition this role plays a key part in driving awareness and adoption of HR policies and initiatives through structured communication and engagement across the Responsibilities Partner with site leadership to strengthen work relationships improve morale increase productivity and retention Provide guidance on teammate relation matters (performance management investigations conflict resolution disciplinary actions) Execute termination and offboarding processes including consistent exit interviews Ensure consistent application of HR policies and practices across the organization Support HR data reporting and analytics by ensuring data quality and identifying actionable trends Maintain active visibility and accessibility to teammatesMaintain working knowledge of employment laws and regulatory changes impacting HR practices. Partner with HR leaders and the Legal team to mitigate risk. Partner with hiring managers on workforce planning job descriptions and recruiting efforts. Serve as the primary point of contact for all leave matters including coordination with the Standard Serve as the primary point of contact for teammate benefits questions and issue resolutionReview process and reconcile benefits billings; identify discrepancies and coordinate resolution with vendors Support compensation processes included merit increases (GWI) survey participation job evaluations and variably pay administrationSupport audits filings and reporting requirements Provide HR data support across data entry reporting and process improvement ensuring accuracy integrity and actionable insight Educate teammates about benefits options and updates through materials workshops and/or one-on-one communication strategies to maximize teammate engagement with available programs supporting rollout and implementation of HR polices. Implement initiatives to foster a positive work environment enhance teammate engagement such as Health and Wellness initiatives Support organizational change initiatives by providing guidance on change management strategies and communication duties as assigned. QualificationsEducation & Experience:Bachelors Degree in Human Resources Business Administration or a related field. Proficiency with HRIS 5 years in Human Resources preferred Strong understanding of HR best practices employment laws and ability to work effectively in a fast-paced dynamic communication and interpersonal skillsCertifications:Professional certification (e.g. PHR or Certified Employee Benefits Specialist - CEBS) is a & BenefitsCompetitivepay($70000 - $90000)annualbonus401(k)with6%companymatchPaidparentalleavegenerousPTO&&GymReimbursementEmployerContribution-HealthDentalAbout UsOil-Dri Corporation of America is a leading manufacturer and supplier of specialty sorbent products for consumer and business-to-business markets that has been voted as a Top 100 workplaces in the Chicago Tribune. Oil-Dris products are sold in the pet care animal health fluids purification agricultural sports field industrial and automotive markets. Oil-Dri controls millions of tons of specialty mineral reserves including calcium bentonite attapulgite and diatomaceous shale. The companys mines and manufacturing facilities are located in Georgia Mississippi Illinois and California. Oil-Dri is a family-controlled and operated organization that emphasizes honesty integrity and accountability. The company is dedicated to fulfilling its mission to Create Value From Sorbent -Dri is committed to providing equal opportunity for all teammates and qualified candidates without regard to race color creed religion sex age sexual orientation national origin ancestry citizenship marital status mental or physical disability veteran status or any other characteristic protected by federal state or local laws. Accordingly all employment decisions and personnel actions or programs such as hiring promotion discipline compensation benefits transfers reductions in workforce and training etc. will be consistent with the principle of equal employment opportunity.