Human Resources Business Partner
Axogen is committed to building and maintaining a strong and gratifying company culture that fosters a work-life balance and professional growth. Our hands-on and personal approach makes transitioning to a new job a seamless and enjoyable process. Most benefits are effective on day one! Axogen is the leading company revolutionizing the science of nerve repair. We are passionate about helping to restore function and quality of life to patients with physical damage or discontinuity to peripheral nerves. Contribute to positively impacting lives while working for a company that respects, recognizes, and values all team members! Axogen is an equal opportunity employer and does not discriminate against applicants on the basis of race, color, creed, religion, ancestry, age, sex, marital status, national origin, disability or veteran status. Why you'll love working at Axogen:
Friendly, open, and fun team culture that values unique perspectives Company-wide dedication to profoundly impacting patients' lives Comprehensive, high-quality benefits package effective on date of hire Educational assistance available for all employees Matching 401(k) retirement plan Flexible working hours Paid holidays, including floating holidays, to be used at your discretion Employee Stock Purchase Plan Referral incentive program If you want to see how you can impact lives at Axogen, take a look at these inspiring patient stories:
Axogen is hiring for a HR Business Partner in Dayton, OH! Job Summary of the HR Business Partner The Human Resources Business Partner is a generalist providing a spectrum of HR services to assigned client group(s) including employee relations, performance management, program implementation, project management and overall support of HR Services. The position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its mid-range plans, its culture, employee engagement, staffing needs, and its competition. Requirements of the HR Business Partner Bachelor's degree required Minimum of 5 years of experience resolving complex employee relations issues. Working knowledge of multiple human resources disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws. Strong communication, interpersonal, problem-solving and leadership skills Excellent working knowledge and proficiency in MS Office, HRIS and other HR-related applications. Ability to exercise the highest levels of confidentiality, privacy, problem solving, privacy, coaching & mentoring skills Able to travel 25-40% of the time Flexible to be available to employees on multiple shifts and/or rotate through shifts as needed Resposibilities of the HR Business Partner The specific duties of the Human Resources Business Partner include but are not limited to:
Works with the CHRO and HR leadership to build support within the organization for Human Resources strategies and plans. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Works closely with management and employees of the assigned business units to improve work relationships, build morale, and increase productivity and retention. Maintains current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA). Prepares or maintains employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software and partners within HR team with appropriate resources to ensure data integrity in all documentation obtained, retained and managed. Serves as a link between management and employees by handling questions, interpreting and administering policies and helping resolve work-related issues. Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines in partnership with broader HR teams; communicating and enforcing organization values. Ensures employee engagement survey participation and resulting actions are focused for assigned client groups, making recommendations to the leadership on changes to HR strategy or targeted tactics to address any issues; leads the development of action plans and ensures follow through on commitments. Conducts exit interviews and maintains trend data; makes recommendations for improvements. Consults with line management, providing HR guidance as appropriate. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. Ensures HR policies are followed consistently, and accident/incident reports are completed timely and accurately Manages and resolves employee relations issues which may range from simple to complex. Conducts effective, thorough and objective reviews and provides recommended solutions to ensure that work complaints, policy violations, or other employee concerns are fully investigated and resolved according to policy and/or legal requirements. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. Provides guidance and input on business unit restructures, workforce planning and succession planning. Works closely with compensation and benefits team to ensure benefits open enrollment periods run smoothly, market trends are monitored, and creative, proactive solutions to potential issues are fully addressed. Identifies training needs for business units and individual executive coaching needs and partners with appropriate resources on HR team to deliver companywide or department specific training and development solutions. Participates on broad HR initiatives as assigned which may extend beyond the assigned business unit. Performs other related duties as assigned. Location 913 Industrial Park Dr, Vandalia, OH
Salary Range:
$80K -- $100K
Minimum Qualification
HR Generalists & Business PartnersEstimated Salary: $20 to $28 per hour based on qualifications.
Friendly, open, and fun team culture that values unique perspectives Company-wide dedication to profoundly impacting patients' lives Comprehensive, high-quality benefits package effective on date of hire Educational assistance available for all employees Matching 401(k) retirement plan Flexible working hours Paid holidays, including floating holidays, to be used at your discretion Employee Stock Purchase Plan Referral incentive program If you want to see how you can impact lives at Axogen, take a look at these inspiring patient stories:
Axogen is hiring for a HR Business Partner in Dayton, OH! Job Summary of the HR Business Partner The Human Resources Business Partner is a generalist providing a spectrum of HR services to assigned client group(s) including employee relations, performance management, program implementation, project management and overall support of HR Services. The position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its mid-range plans, its culture, employee engagement, staffing needs, and its competition. Requirements of the HR Business Partner Bachelor's degree required Minimum of 5 years of experience resolving complex employee relations issues. Working knowledge of multiple human resources disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws. Strong communication, interpersonal, problem-solving and leadership skills Excellent working knowledge and proficiency in MS Office, HRIS and other HR-related applications. Ability to exercise the highest levels of confidentiality, privacy, problem solving, privacy, coaching & mentoring skills Able to travel 25-40% of the time Flexible to be available to employees on multiple shifts and/or rotate through shifts as needed Resposibilities of the HR Business Partner The specific duties of the Human Resources Business Partner include but are not limited to:
Works with the CHRO and HR leadership to build support within the organization for Human Resources strategies and plans. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Works closely with management and employees of the assigned business units to improve work relationships, build morale, and increase productivity and retention. Maintains current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA). Prepares or maintains employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software and partners within HR team with appropriate resources to ensure data integrity in all documentation obtained, retained and managed. Serves as a link between management and employees by handling questions, interpreting and administering policies and helping resolve work-related issues. Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines in partnership with broader HR teams; communicating and enforcing organization values. Ensures employee engagement survey participation and resulting actions are focused for assigned client groups, making recommendations to the leadership on changes to HR strategy or targeted tactics to address any issues; leads the development of action plans and ensures follow through on commitments. Conducts exit interviews and maintains trend data; makes recommendations for improvements. Consults with line management, providing HR guidance as appropriate. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. Ensures HR policies are followed consistently, and accident/incident reports are completed timely and accurately Manages and resolves employee relations issues which may range from simple to complex. Conducts effective, thorough and objective reviews and provides recommended solutions to ensure that work complaints, policy violations, or other employee concerns are fully investigated and resolved according to policy and/or legal requirements. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. Provides guidance and input on business unit restructures, workforce planning and succession planning. Works closely with compensation and benefits team to ensure benefits open enrollment periods run smoothly, market trends are monitored, and creative, proactive solutions to potential issues are fully addressed. Identifies training needs for business units and individual executive coaching needs and partners with appropriate resources on HR team to deliver companywide or department specific training and development solutions. Participates on broad HR initiatives as assigned which may extend beyond the assigned business unit. Performs other related duties as assigned. Location 913 Industrial Park Dr, Vandalia, OH
Salary Range:
$80K -- $100K
Minimum Qualification
HR Generalists & Business PartnersEstimated Salary: $20 to $28 per hour based on qualifications.
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