Sr Human Resources Business Partner

Albany Engineered Composites (AEC) designs, develops, and manufactures advancedcomposite components in order to help our customers push the frontiers of innovation. Ourcore strength is our ability to produce highly tailored, complex composite components. Withour unique blend of products - including 3D woven structures, traditional and non-traditional 2D composite structures, and discrete through thickness reinforcementtechnologies, to name a few - AEC is able to produce composite components and productswhich meet performance and cost specifications often beyond the reach of metallic or
conventional laminated composites.

The purpose of a Human Resources Business Partner (HRBP) is to align human resources strategies with organizational goals, serving as a strategic advisor and partner to business leaders. This role involves developing and implementing HR initiatives that support business objectives, enhancing employee engagement, and driving organizational performance. Key responsibilities include advising on talent management, workforce planning, employee relations, and performance management. The HRBP collaborates with leadership to address HR challenges, implement effective policies and practices, and foster a positive work environment. The goal is to ensure that HR practices contribute to the organization's overall success while addressing the workforce's needs and aspirations.

Job Responsibilities:

In performing their respective tasks and duties, all employees are expected to adhere to Albany's current values: Albany Wins Together, Count on Each Other, Own Your Actions, Care About Each Other, and Share Your Enthusiasm. Safety must always come first; we never compromise on safety for the sake of achieving another objective. Employees are also responsible for the health and safety of themselves and each other.

Primary Responsibilities:

• Utilize knowledge of various human resources functions to provide tactical support to line managers.
  *Act as liaison with other HR functions.
  *Provide change management leadership as needed.
  *Employee support of specific client groups providing HRGeneralist services
  *Provides guidance and coaches leaders on how to drive engagement and output throughout the organization
  *Assesses compensation and provides recommendations for client groups-focus on continued progression and capability of employees
  *Review and follow up with managers on time related issues for payroll completion-run reports and solve issues
  *Manage employee relations issues and provide good outcomes for the employee and the company
  *Communicates companyinitiatives and trainingprogramsto drive enhanced relationships with employees and managers
  *Bring an atmosphere of fun to the workplace.

Supervisory Responsibility: No

Supervisors are responsible for overseeing their work group, including but not limited to formal evaluations/performance management as set out by the organization, recruitment, and development.