Human Resources Business Partner

The Human Resources Business Partner is accountable to assist in assessing, implementing, collaborating, monitoring and achieving a world class distribution and/ or manufacturing system. Provides secondary HR leadership & business partnership to a DC or MFG facility. Help to provide HR leadership & accountability across a full range of HR functions including ownership of comprehensive employee relations initiatives, supporting the company’s global code of conduct, and knowledge to drive workforce planning to achieve OPC initiatives and talent management (development, succession, planning, acquisition & retention). Aids in being accountable for positive facility cultures, diversity, effectiveness and business compliance. Helps to assures that accountable and consistent application of all HR policies, processes, and systems occurs within the facility. May become certified in Crucial Conversations, DDI, and/or any other organizational development and/or leadership training programs and will deliver such training in accordance with our talent development strategies.
Provides guidance to Dept. Managers, Supervisors, and associates on problems originating from individual work situations or work environment. Advises and assists associates, upon request, to resolve problems. Counsels management and associates on complaints. Takes appropriate steps to see that they are resolved or channeled to Open Door Procedures, if necessary. Interacts with facility leadership, HR leadership and other stakeholders to assure strategic initiatives are clearly articulated, understood and achieved.
Accountable to drive positive, best-in-class company culture and leads by example. Assures a safe, positive, experientially-diverse and achievement-focused workplace that is in full compliance with HBI Code of Conduct.
Advises management on the responsibility of the company under the Fair Labor Standards Act, Equal Employment Opportunity Act, Workers Compensation Act, and other government statues and programs affecting personnel administration or the health and safety of associates. Coordinate Affirmative Action Program record keeping assuring appropriate employment actions are maintained. Maintain Affirmative Action Program and EEO Reporting.
Ensures that all procedures are followed with the corporate office teams for compensation, benefits, payroll (including running and reporting payroll on a bi-weekly basis), talent acquisition, GEC week, etc.
Ensures that new associates receive proper orientation. Works with various supervisors, managers, on monitoring and continually upgrading on-the-job training, as needed. Assist with associate training activities, such as HbI University, classes, seminars, conferences and schools. Coordinates special meetings of associates and training classes, as requested by management, to ensure that each associate is kept current and informed of organizational issues, including annual Code of Conduct training.
Responsible for recruiting, screening, and interviewing potential associates. Coordinate all internal and external posting activities for both hourly and salaried employees, internally, through Gildan's talent acquisition department/system.
Identifies and leads and/or participates on employee committees, teams and planning processes to assure process improvement is integrated into the daily operations of assigned facilities.
Coordinate human resources activities in the absence of the HR Manager.
Requirements:
Associate's degree (or 6+ yrs of progressive HR accountability)
At least 4 years of progressive HR experience.
A subject-matter expert in many areas of HR administration including but not limited to any combination of policies and procedures, recruitment, compensation, benefits, labor relations, employee relations, organizational development, and/or talent management.
Experience with Dayforce a plus!