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Date: Feb 11, 2019

Location: Solon, US, 44139

Company: Swagelok Company

Human Resource Business Partner

Swagelok is a $2 billion company headquartered in Solon, Ohio, U.S.A., with global reach via 225 sales and service centers in 70 countries. We are a developer and provider of fluid system solutions, including products, assemblies, and services to global industries.


We have an exciting opportunity for an HR Professional with 3+ years of progressive HR experience.  Our Human Resource Business Partners work closely with our manufacturing management team in all facets of Human Resources, helping to drive strategic initiatives and change management.


An ideal candidate will have a foundation in Human Resources Business Partnership/HR Generalist experience and an interest in working with a broad HR Team to deliver results to a manufacturing site and have impact across the company. 

Position Summary:

The Human Resource Business Partner (HRBP) acts as a strategic partner to the leadership team at a manufacturing site through understanding the unique business conditions of the team and incorporating corporate HR strategy, is the subject matter expert on associate issues at the site.  The HRBP is the resource for associates and is relied upon as a subject matter expert on associate question at the site.  The HRBP will ensure proper communication and understanding of company benefits, compensation, training, and policy & procedure interpretation.  The HRBP will also be responsible for assisting in the development of the site leadership teams.


Essential Duties and Responsibilities:

 HR Excellence:

  • Ensure that all standard work is followed on a consistent and accurate basis throughout the year so customers have consistent support.  Research, ask questions and clarify processes to understand standard work and confirm items are being handled appropriately.  This will be measured by HR leadership team through feedback from coaching, from the administration team and from customers.
  • Work towards zero customer disappointment by meeting deadlines for all project work.  Provide timely communication responses to support business objectives


Business Partnership:

  • Know the business being served at a deep level; this requires constant engagement with the management team including attending and participating in all elements of staff meetings and leadership team meetings.  Respond quickly and with sound business acumen to shifting priorities based on business need.
  • Provide clear, well organized and accurate information to the business regarding all Corporate Human Resource initiatives (Merit Planning, Organizational Reviews, Promotional Processes, Year End Calibration, Open Enrollment etc.). 
  • Organize and scribe Brown Bag Lunches (BBL’S), organize themes from the BBL’s and present to leadership so the voice of the associate is understood through all levels of the leadership team. Coach Leaders in addressing associate concerns as appropriate after each BBL.  Goal is 1 BBL per associate per year.
  • Conduct Exit Interviews for each departing associate; report back on the individual feedback, and build themes for collective feedback we are receiving from departing associates.  Utilize this as one tool in understanding the VOA.
  • Collaborate with business leaders on the creation and implementation of HR strategies and solutions that support the short- and long-term business objectives.
  • Investigate associate issues and complaints in a timely, professional manner; respond to and resolve issues as appropriate. Provide the management team with appropriate advice and counsel on associate issues.
  • Actively manage the Performance Management and Merit planning process by understanding the standard work, deadlines and communication pieces from the corporate team.  Deliver the expectations in a clear and concise manner to the management teams and follow up on all relevant deadlines.  Assist in rating calibration discussions.  Challenge the leadership team where appropriate.
  • Drive performance management, not just on an annual basis but throughout the year by coaching management team on appropriate goal setting, coaching, and feedback
  • Participate in the annual Affirmative Action Planning compensation and position analysis.  Understand and explain outliers to the leadership team and recommend corrections as appropriate.


Recruiting and Onboarding:

  • Monitor the labor needs from the labor planning meetings and execute the recruitment processes for the service group.  Communicate the recruiting and staffing updates to the business.  Participate in the interview process for key positions.
  • Facilitate new leaders in “New Leader Assimilation/On-Boarding” so their new roles are off to a successful start.  Follow standard work to make sure all steps are completed including the On Boarding Competency orientation process for office associates.
  • Partner with site leadership to create relevant onboarding plans for associates and ensure associates are aware of required onboarding courses.


Workforce and Leadership Development:


  • Actively manage the Talent Review process by understanding the standard work, deadlines and communication pieces from the corporate team.  Deliver the expectations in a clear and concise manner to the management teams and follow up on all relevant deadlines.  Create value for the leadership team by strategically facilitating the annual Local Organizational Review.  Assist in challenging though processes, leadership development plans and exit strategies for associates.
  • Conduct regular follow up with line leadership to advance development plans and address any outstanding actions from local talent reviews. 
  • Support the development of an appropriate workforce plan that identifies and responds to gaps in the current workforce
  • Collaborate with Talent Acquisition and Training to hire and develop appropriate associates to achieve business objectives


Education and/or Work Experience Requirements:


  • A Bachelor’s degree is required
  • 3-5 years of professional experience



  • A Bachelor’s degree in HR, psychology or business
  • 3+ years of human resource experience.  


Skills:  Strong computer software skills (i.e. MS Office, Org Plus, etc.), interviewing, facilitation, and presentation skills.  Excellent oral and written communication.  Must be able to resolve conflict and manage relationships.  Exceptional customer service, sense of urgency, and detail orientation is required.  Broad organizational knowledge is preferred.




Working Conditions and/or Physical Requirements:

  • Physical requirements associated with normal office working environment.
  • Ability to operate standard office equipment.
  • Ability to safely and successfully perform the essential job functions consistent with the ADA, FMLA and other federal, state and local standards, including meeting qualitative and/or quantitative productivity standards.
  • Ability to maintain regular, punctual attendance consistent with the ADA, FMLA and other federal, state and local standards.

Swagelok is proud to be an Equal Opportunity and Affirmative Action Employer.  Applicants are selected without regard to race, ethnicity, creed, color, religion, sex (including pregnancy), age, national origin or ancestry, disability, genetic information, veteran/military status, sexual orientation, gender identity, or other protected characteristic under federal, state or local law


Swagelok will make reasonable accommodations in compliance with the Americans with Disabilities Act of 1990 and the Americans with Disabilities Act Amendments Act of 2008.


This job summary is intended to be brief and does not list all the duties for this position. Nothing in this job description should be construed as an express or implied contract of employment. Swagelok is an at-will employer, which means that either party is free to terminate the employment relationship at any time, without any advanced notice, for any reason or no reason.

Nearest Major Market: Cleveland