HR Business Partner II at L.B. Foster Company in Pittsburgh, Pennsylvania

Job Description:

Are you an HR professional who believes in being an integral partner to your business by delivering guidance, resources, and support?

If you are then STOP and look NO further!

LB Foster is looking for a HR Business Partner II located in Pittsburgh, PA. And we want to talk to YOU.

Who You Are...

As part of our human resources team, you will be in a hands-on role acting as a partner delivering value added service to leadership, as well as hourly and salaried employees, that reflect business objectives. 

This Position...

Is an integral part of the HR team at LB Foster, supporting our Rail business in all HR areas including recruiting, employee relations, performance management, benefits, compensation, and organizational development.

Some examples of the work you might do include...

• Collaborate strategically and tactically with leaders to achieve business goals while maximizing the organization's talent resources in operational areas such as quality, safety, and continuous improvement.


• Drive and support initiatives related to talent management, compensation, payroll and benefits, organizational effectiveness, change management, and employee engagement within local sites.


• Coach business leaders and management on HR best practices, including talent management planning, work-force planning, learning and development, compensation and benefits, and performance management to promote engagement and a culture of continuous growth and development.


• Engage with employees and management to offer assistance and direction on diverse HR-related subjects, including employee relations, compensation, and workforce engagement to improve work, build morale, and increase productivity and retention.


• Review and analyze HR data in partnership with other HR functions like Talent Management, HRIS, and Compensation to make recommendations to management to enable growth and influence organizational culture.


• Complete employee relations investigations with a focus on the facts of the situation, legal and policy compliance, and prompt resolution.


• Perform recruiting functions for a specified business unit(s) including requisitions, job postings, reviewing resumes, phone screens, scheduling interviews, conducting interviews, drug screens, candidate assessments, and making offers.


• In partnership with Talent Management, support or conduct training sessions for managers and employees on various HR topics.

What Do You Need?

• Bachelor’s degree in human resources, business administration or related field required or equivalent experience.


• 4+ years of human resources experience required.


• Experience working in a manufacturing environment a plus.


• Experience working a global matrix organization is a plus.


• Demonstrated knowledge and understanding of multi-state and federal HR related labor laws and regulations as well as best practices.


• Demonstrated experience and ability to balance business partnering skills with employee advocacy.


• Skilled at influencing and partnering with different levels of the organization.


• Ability to exercise tact and good judgment and maintain a professional demeanor while working in a busy environment.


• Ability to work with a sense of urgency and meet strict deadlines when working with internal customers.


• Thorough knowledge of Microsoft Office Suite and HR information systems experience.


• Proficiency with HRIS systems.


• Ability to listen with both empathy and examination.


• Ability to travel up to 25-30% of the time.

Benefits

• Medical, dental, vision benefits the first day of the month after hire


• Market-leading 401(k) program with company match


• 100% tuition reimbursement 


• Career development and advancement opportunities


• Flexible work environment

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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