People Operations (HR) Business Partner

People Operations (HR) Business Partner

Who we are

We are a group of scientists, engineers, designers, technicians, and many others who are dedicated to changing the world by developing medical isotopes to treat and eradicate cancer. We also enjoy darts, cornhole, ping-pong, take-out for group lunches, chili cook-offs, and other fun events that make our company a community where we make a life, not just a living.

Who you are

You are an open minded, committed team player who is able to meet people where they are and utilize communication and tools to masterfully guide them to the goal. It is second nature for you to approach interactions with others utilizing the concepts from Chapter Six of Rising Strong by Brene Brown. You embrace the idea and role of the Chief Energy Officer, modeling the energy, communication, journey, and results that create the ideal employee experience for each staff member, each team, each department and the organization as a whole.

How you'll make an impact

The People Operations Business Partner (POBP) maintains a high level of business literacy as it relates to the assigned business unit's culture and engagement, business objectives and goals, and relevant People Operations metrics to partner with managers and business units developing practical solutions that are responsive to the needs, responsibilities, and objectives of assigned business areas. A successful POBP serves as both an advocate for employees and a catalyst for organizational change. In this role, you will evaluate and forecast People Operations requirements, effectively communicating these needs while actively pursuing holistic solutions. Collaborating across the People Operations spectrum, you will cultivate partnerships to provide management and employees with services that align with the organization's business goals, fostering mutual growth and success.

What you will work on

• Collaborate with HRIS vendor to ensure business continuity for People Operations day to day functions.
• In collaboration with the Talent Engagement Specialist, provide cross coverage for recruitment and onboarding activities.
• Assess and guide alignment between people management strategies and the existing business's policies and procedures.
• Assist department supervisors/managers on progressive corrective action steps with employees as well as employment decisions.
• Facilitate employee disciplinary meetings, terminations, and investigations.
• Coach the department level managers/supervisors in performance management processes, compensation and remuneration programs, and management decision making.
• Analyze trends in compensation and benefits; research and propose competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
• Maintain compliance with federal, state, and local employment laws and regulations, and recommend best practices; review policies and practices to maintain compliance.
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

Supervisory Responsibility

• None. Functionality authority as assigned.

What you need to succeed

• Business Acumen; Analytical Skills.
• HR body of knowledge.
• Consultation; Critical Evaluation.
• Global & Cultural Awareness.
• Relationship Management.
• Ethical Practice.
• Excellent interpersonal, written, and oral communication skills.
• Able to prioritize and execute tasks in a high-pressure environment.
• Expertly performs in a team-oriented, collaborative environment.
• Highly values integrity, professionalism, and confidentiality.
• Embraces and models the Niowave Values of Teamwork, Courage, Integrity, and Upright Zeal.
• Understands how to integrate into a new team/organization – appreciates the history of current state, knows how and when to make suggestions, as well as using just the right pace to reach the improved future state.
• Understands their own communication and learning styles, can assess others' styles, and is able to find the right path to connect the two.

Required education and experience

• Bachelor's degree in Human Resources, Psychology, Business, or any other related field or equivalent experience.
• Minimum of 5 years of working experience in a HR Business Partner or Senior HR Generalist position.

Great to have

Preferred education and experience

• Master's degree in Human Resources, Psychology, Business, or any other related field or equivalent experience.
• Minimum of 8 years of working experience in a HR Business Partner or Senior HR Generalist position.
• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential.
• Change Management certification.

Other things to note

Position Type/Expected Hours of Work

• Full-time position.
• Company's standard operating hours are Monday thru Friday 6a – 6p with production related activities requiring 24/7/365 shifts. This position will have regular working hours during M – F with an expectation of adjusting to meet with managers and employees working outside of the standards operating hours as needed.
• Niowave has multiple locations within the Lansing area. Travel between locations is expected in the role.