Senior HR Business Partner

At GAF, we cover more than buildings. We cover each other. No matter what role, tenure, or track, under this roof you are empowered to be there for your teammates, your customers, and especially your community. Under this roof, we don’t back down from hard work– we support one another in pursuit of something bigger. We define the future while leading the present. And under this roof, we own our opportunities. Becoming the market leader only happens when everyone feels they have the opportunity, and the support, to thrive. We are GAF. And under this roof, we protect what matters most. Job Summary The Sr HR Business Partner (Sr HRBP) will influence and lead the development and implementation of HR programs and processes for multi-site plant locations (one union and one non union site)  and/or shared services groups.  You will partner with leaders to identify and drive innovative solutions for Organizational and HR initiatives across the network, including but not limited to organizational design, talent management, change management, and workforce planning. The Sr HRBP will drive developmental processes internal/external to the function, act as a change agent, and execute talent initiatives consistent with long-term business objectives. As the Sr. HRBP, you will be responsible for ensuring the consistent and equitable application of organizational policies and procedures across a functional area or location(s). In this role, you will champion the employee experience by ensuring positive employee/labor relations and communications and maintaining compliance with all legal, regulatory, and corporate requirements within the function. Utilize HR Acumen to make decisions and recommendations regarding employees and the application of processes, policies, and practices. A successful candidate in this space will demonstrate the ability to navigate ambiguity within a complex, dynamic, and rapidly changing business environment. Essential Duties Strategic Business Partner: Contribute to the business objectives by helping business leaders identify, prioritize, and build organizational capabilities, behaviours, structures, and processes. Act as a liaison between the operations and HR to ensure HR services are aligned with the needs of the business and identify new opportunities where HR can add value to the business. Manage specific projects as determined in the annual HR plan and participate in functional and cross-functional initiatives. Participate in corporate HR project teams and programs. Execution and understanding of business goals to facilitate the design & implementation of new approaches, policies, and procedures that affect continual improvements in business objectives, productivity, and development of the HR function within the company. Responsible for continued development of HR professionals throughout the HR Operations organization. Ensure consistent application of all corporate and plant policies, collective bargaining agreements, and/or plant practices. Communicate HR programs and policies to plant staff and address all related questions. Conduct investigations of potential violations of company policies. Provide expert advice and coaching where appropriate. Ensure that strong leadership and coaching culture permeates the organization. Identify and resolve employee issues through regular interaction with all employees. Partner with the business leader(s) to provide employees with development opportunities and ensure current and future performance standards are met. Champion the Talent Management Process and ensure timely, accurate, and fair assessments of employee performance are conducted per the corporate guidelines. Support managers in forecasting and planning their talent pipeline requirements in line with the business objectives. Leverage HR analytics (i.e. turnover, overtime trends, absenteeism) to surface and recommend actionable, data-backed solutions to leadership. Ability to build strong relationships with key stakeholders internally and externally, communicate effectively and influence key-decision makers.   Perform other duties as assigned. Qualifications Required Bachelor’s Degree in Arts/Sciences (BA/BS) in Human Resources, Business Management, or a related discipline 5+ years of progressive leadership responsibility in exempt level Human Resources positions in a unionized industrial environment  Ability to travel up to 25% General Knowledge, Skills and Abilities Excellent interpersonal skills Strong attention to detail and time management Ability to partner cross-functionally and foster a team environment Advanced communication and facilitation skills Ability to prioritize and lead multiple projects simultaneously Ability to lead and manage change initiatives across the organization Able to develop, analyze HR metrics to identify trends and opportunities Technical Knowledge, Skills and Abilities Advanced Training & Development skills Advanced HR and Business Acumen Advanced Employee Relations/Labor Relations skills Advanced understanding of employment laws and regulatory compliance Knowledgeable in Workers' Compensation and OSHA reporting, regulations, and compliance Qualifications Preferred SHRM-CP and/or PHR certification Experience in manufacturing or safety sensitive work environment Base salary and/or rate of pay ranges listed are exclusive of fringe benefits and potential bonuses. Individual compensation offers will be determined based on a variety of factors, including but not limited to geographic location, relevant candidate experience and skill, education, and/or qualifications. Base Salary Range: $120,000-$165,000 How We Protect What Matters Most: 1. We offer a wide range of health insurance options that include medical, dental, and vision for you and your family. 2. Our Family-Building benefits support the many different journeys to fertility and parenthoo