Human Resources Business Partner
-Provide pro-active business partnership to field operations including HR program development/ execution, talent acquisition, employee relations and talent management. Develop and implement Human Resource strategies to support the organizations overall strategic aims and objectives. To ensure that the organization’s culture develops in accordance with the Company’s Vision and enables the organization to attract, retain and develop high performing talent.
Essential Duties & Responsibilities
Field Operations Partnership
Work closely with the Branch, Market and Regional management team, providing them with expert guidance, coaching and support on the full range of talent and employee related issues including effective talent acquisition, leadership and motivational approaches
Work with management to drive key HR related processes throughout branches including talent acquisition, onboarding, training, performance management, employee relations and offboarding
Guide, train, and direct managers on HR related federal, state, and local laws and Company policies, practices, and procedures
Guide and support Field Leadership in the long and short-term planning in human resources areas such as staffing, employee development, and succession planning. Establish effective business relationships with Regional and Market leaders, staying in close contact with all internal customers to understand their business needs
Participate in field-level business reviews/meetings, providing insightful input and proactive solutions to business issues
Manage regional recruiting, selection/screening, and on-boarding processes to ensure vacant and backfill positions are identified, and filled in a timely manner according to the KPI’s in place
Partner with Total Rewards team in determining appropriate pay rates
Ensure the execution of new Associate on-boarding programs
Engage with Field Leadership to identify development needs for Branch employees. Partner with the Talent Management team to identify appropriate training curriculum to engage Associates in skill development
Work with Field Leadership to ensure that assigned training is completed per Company requirements
Partner with and support the Talent Management team in the development of initiatives to support compliance training, ongoing Associate development, and special project programs.
Lead the annual Talent Review process, including talent assessment and succession planning (9-Box) initiative to identify high potential and promotable associates and implement development plans for those identified
Lead and support the performance appraisal process, ensuring high quality and timely completion of reviews and feedback
Benefits and Compensation
Partner with Total Rewards team on compensation requirements, including merit increase administration, ad hoc increase review/request, position benchmarking/slotting, bonus administration, etc.
Facilitate benefits education rollout and support to Field Leadership and Branch Associates
HR Metric Analysis and Action Planning
Analyze statistical data and reports to identify and determine areas of trends and opportunity (e.g., vacancy rates, turnover, and talent gaps); develop recommendations for improving procedures and practices.
Report monthly on HR KPI’s to Senior HR Leadership, including areas of concern and countermeasures
Monitor human resources KPIs, using as a tool to drive corrective actions when coaching and mentoring Field Leadership
In partnership with Field Leadership, drive the creation of an environment of positive and favorable employee relations where change and business decisions can be introduced constructively and consistently
Support Field Leadership in conflict resolution as necessary
Provide advice and guidance on individual employee relations cases, ensuring that these are well managed and meet the requirements of the Company’s policies, best practice and employment legislation
Support and lead, as necessary, the investigation process of Associate concerns and complaints brought forward various sources. Act as a consultant and advisor on recommended solutions and follow up
Educate managers on organizational policy matters such as equal employment opportunity and sexual harassment
Conduct harassment and EEO training as necessary to educate Associates regarding appropriate professional behavior
Conduct exit interviews to identify reasons why Associates leave as necessary and conduct stay interviews to proactively understand why Associates stay with the Company. Analyze data for trends, identifying areas of opportunity and developing countermeasures with Field Leadership
Required Skills & Experience
Bachelors' degree in Business, Human Resources, or related course of study.
PHR or SPHR certification preferred
Minimum 5 years’ experience in a Human Resources Generalist or Manager role with multi-site responsibility (>500 employees across all sites); previous experience in a Distribution environment is an asset
High level of initiative with a strong sense of urgency and the ability to work and drive results independently
Successfully demonstrate the ability to influence positive change through others, including driving Field Leadership to action
Must have strong interpersonal skills with the ability to positively relate to individuals at all levels or the organization
Demonstrated strong verbal and written communication skills; attention to detail and accuracy in work; and effective organizational skills and time management skills used to prioritize work
Strong problem-solving skills, with the demonstrated ability to formulate and constructively present solutions to varying levels of the organization
Must have demonstrated conflict management skills with a proven ability to guide others to constructive resolutions
Strong analytical skills, including ability to make actionable recommendations from relevant data
Demonstrated knowledge of Employment Legislation including Title VII, FLSA, ADA, ADEA, FMLA, EEO, etc.
Experience using HR Technology to manage HR reporting, recruiting, pre-screening, and online testing processes
Must have strong skills in Microsoft Word, Excel and Powerpoint. Must have previous experience working directly in an HRIS; experience with Workday is an asset
Must be able to travel by car and/or airplane a minimum of 50% of the time
Time TypeFull time
At MORSCO, our commitment to excellent customer service is just part of our story. We’re also dedicated to supporting our most valuable asset, our associates! One of the ways we do this is by offering a variety of high-quality benefits for our associates and their families.
All full-time associates are eligible for the following benefits:
- Medical and Dental Insurance
- Flexible Spending Accounts
- Company-paid Life Insurance
- Short Term Disability
- 401(k) Plan
- Paid Time Off (PTO) - plus paid holidays
- Additional Life Insurance
- Long Term Disability
- Cancer/Accident/Heart/Stroke Insurance
- Vision Insurance
MORSCO is a leading U.S. distributor of commercial and residential plumbing, waterworks and HVAC, with showrooms across the country. Since our inception in November 2011, we've grown rapidly through a series of acquisitions and store openings. MORSCO 's family of brands consists of Morrison Supply, DeVore & Johnson, Murray Supply, Wholesale Specialties, Express Pipe & Supply, Farnsworth Wholesale, and Fortiline Waterworks. In 2018, MORSCO was acquired by The Reece Group, Australia's leading provider of plumbing, HVAC and waterworks products.
MORSCO is an EEO/AA/Disability/Vets Employer