Human Resources Business Partner

Role OverviewThe Human Resources Business Partner (HRBP) serves as a strategic partner to leaders providing guidance and support in all areas of HR management. The HRBP collaborates closely with management to develop and implement HR strategies that foster teammate engagement drive performance and support the achievement of organizational position is based at an active mine site and requires daily onsite presence. Work conditions may include uneven terrain climbing ladders navigating steps and exposure to varying weather conditions such as heat rain or - Friday onsite ResponsibilitiesWork with site management including regularly scheduled 1:1s to understand organizational objectives and develop HR strategies to support closely with site leadership & teammates to improve work relationships build morale and increase productivity and with hiring managers to identify staffing needs develop job descriptions and lead recruitment efforts to attract top guidance and support on teammate relations matters including performance management disciplinary actions conflict resolution and conducting knowledge of legal requirements related to day-to-day management of teammates reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/ and oversee performance management processes including goal setting performance reviews and development with managers to identify training needs and develop programs to enhance teammate skills and in the development and implementation of compensation and benefits programs that are competitive and aligned with organizational with the entire HR Team in developing and implementing HR programs systems policies and and implement HR policies and procedures in compliance with applicable laws and HR data and metrics to identify trends assess effectiveness of HR programs and make data-driven recommendations for initiatives to foster a positive work environment enhance teammate organizational change initiatives by providing guidance on change management strategies and communication active support & visibility to in-person attendance consistent with the Companys established work schedule is an essential function for full-time positions to facilitate effective collaboration communication and business & Experience:Bachelors Degree and a minimum of 4 yrs. experience in Human Resources with a focus on business certification (e.g. SHRM-CP PHR) & Abilities:Strong understanding of HR best practices employment laws and communication interpersonal and problem-solving to build strong relationships with stakeholders at all levels of the ability to work effectively in a fast-paced dynamic in HRIS and other HR-related software & BenefitsCompetitive pay &annual bonus (CA applicants: $71000 - $91000)401(k) with 6% company matchPaid parental leave generous PTO & paid holidaysWork-life balanceCareer growth with exposure to senior Merit increase opportunityFitness & Gym ReimbursementEmployer Contribution - Health DentalAbout 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.