Human Resource Business Partner

Description This role is focused in supporting the Human Resources department. Key Responsibilities Assist in the recruitment process, including posting job openings, reviewing resumes, and scheduling interviews. Maintain and update employee records in the HR database. Support with the coordination of training programs and workshops. Prepare HR monthly reports. Organize company events. Organize and maintain HR files and records. Perform other administrative tasks as required by the HR team. Demonstrates CHRISTUS Core Values (Dignity, Integrity, Compassion, Excellence, and Stewardship) in relationships and work. Advanced Excel The ability to work on multiple projects/tasks simultaneously to meet project deadlines for self and others as required. Good oral and written communication skills in both English and Spanish. Requirements Education: Bachelor’s degree in Administration, Psychology, Human Resources or related area. (only student ) Experience 1-2 years experience is a plus. Please add your resume when apply. Thank you At PIA Automation Mexico, a global leader in industrial automation solutions, we are seeking a Human Resources Specialist (HRBP) to lead our HR operations and support the rapid growth of our Monterrey site. Core Requirements: Must have a solid understanding of local Mexican labor laws, regulations, and policies . Proficient in full-cycle recruitment . Experience with compensation & benefits and performance management modules is a strong plus . Able to support general HR and administrative operations . Provides HR support for site or regional client groups. Creates strategic and operational HR plans to address needs of client groups, including problem resolution, process and program execution. Supports global HR initiatives aligned to strategic and annual plans. May lead a team depending on size of site and/or region. Manage the development and implementation of plans to ensure effective recruitment, screening, selection and retention of employees using practices consistent with company policies and legal requirements. Partner with leaders on workforce planning and create plans with leaders to develop employees, manage talent, and meet succession planning needs. Partner with Talent Acquisition on candidate sourcing utilizing innovative and traditional techniques. Review market data and internal salaries to ensure internal equity and external market competitive compensation. Conduct interviews, recommend candidates and consult with hiring mangers. Track status of open requisitions and ensure roles are filled within established timelines. Recommend actions to address issues identified through exit interviews. Ensure HR departmental adherence to ICU quality standards and adherence to division/group policies/procedures. Counsel employees and leaders to resolve issues such as policy and procedure interpretation, performance expectations, absenteeism, discipline and workplace harassment. Ensure investigations are conducted when needed and recommend corrective actions. Remain current on employment and other laws related to HR. Collaborate with Legal on responses to external agencies (including government) as required. Analyze employee relations trends and metrics to implement programs to maintain a productive work environment. Advise leaders and functions to ensure employees receive timely and clear communications about business performance, key initiatives and changes in the organization Delivers site/functional communications in accordance with Group/divisional/functional communication strategies. Collect and analyze feedback from communications and develops recommended actions. Work with leaders and employees to communicate and implement compensation, benefits, talent development, succession, performance management. Educate managers about the philosophy, tactics and timing of the various programs and their related systems. Ensure programs are executed accurately, on time and achieve the goals set for the programs. Support employee development activities and drive a culture of development. Coach and mentor leaders on talent development tools and counsel on available programs. Develop succession plans and hold leaders accountable for implementing plans. Provide consultation, resources and training assistance to leaders to assess and address ongoing training and development needs. Manage projects/programs. #J-18808-Ljbffr