Operations HR Business Partner

About the role

About JLG, an Oshkosh company JLG began in 1969, when our founder, John L. Grove set out to resolve growing safety concerns in the construction industry. Since then we have been committed to understanding the challenges and delivering innovative solutions to the access market. We partner with customers to provide quality equipment, training opportunities and trusted support within the access industry.

We are a global company, and our products-including mobile elevating work platforms, telehandlers, utility vehicles and accessories-can be found all over the world.

The Human Resources Business Partner (HRBP) will provide support to the manager or director of Human Resources through involvement in all functional areas of the HR department with emphasis being in recruitment, employment documentation, job evaluation, compensation and benefits.

The HRBP will play a key role in the success of the organization by implantation of HR best practices while facilitating a positive relationship between personnel and senior management. YOUR IMPACT These duties are not meant to be all-inclusive and other duties may be assigned. Provide HR support a business unit/functional area which may include recruitment, employment documentation, job evaluation, compensation and benefits.

Act as a liaison between departments/divisions. Support a small function under guidance of a higher level HRBP. Provide support to other HRBPs with accountability for the largest functions. Administer HR policies and procedures that cover two or more functional areas. Collect and analyze HR data and make recommendations to management. Prepare internal employee communications regarding compensation, benefits, or company policies.

Provide presentations to explain the purpose and goal to seek compliance and understanding HR policies. Develop and propose improvement to policies, programs, and procedures to improve the effectiveness of HR and operations. Assist in resolving employee relations issues and administering disciplinary actions. MINIMUM QUALIFICATIONS Bachelor's degree in Human Resources Management, Business Administration, or a related field.

Three (3) or more years of relevant HR experience. STANDOUT QUALIFICATIONS Certified Professional HR (PHR) or Senior Professional HR (SPHR). Understanding of HR best practices and current regulations. Ability to establish strong partnerships with functional and business leaders to develop and execute on long and short-term HR strategies that directly support the business.

Innovative, future-oriented and open to new thoughts and ideas. Willing to challenge the status quo and be a strong influencer. Ability to build team morale and promote corporate culture. WORKING CONDITIONS The following represents general working conditions for this office-based role. Specific conditions may vary depending on business needs and individual circumstances.

This role is primarily performed in a professional office environment with standard lighting, ventilation, and temperature-controlled settings. Duties are largely sedentary, requiring extended periods of sitting and using a computer and telephone. Visual acuity to operate a computer and read documents is required, along with auditory ability to participate in virtual and in-person meetings.

Occasional movement within the office environment is necessary, including walking short distances, standing, or reaching for files. Pay Range: $64,500.00 - $103,500.00 The above pay range reflects the minimum and maximum target pay for the position across all U.S. locations.

Within this range, individual pay is determined by various factors, including the scope and responsibilities of the role, the candidate's experience, education and skills, as well as the equity of pay among team members in similar positions. Beyond offering a competitive total rewards package, we prioritize a people-first culture and offer various opportunities to support team member growth and success.

If you need assistance or an accommodation due to disability for any part of the employment process, please contact us at. To the extent that information is provided or collected regarding categories as provided by law it will in no way affect the decision regarding an employment application.

Oshkosh Corporation will not discharge or in any 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 Oshkosh Corporation's legal duty to furnish information.

Certain positions with Oshkosh Corporation require access to controlled goods and technologies subject to the International Traffic in Arms Regulations or the Export Administration Regulations. Applicants for these positions may need to be "U.S. Persons," as defined in these regulations. Generally, a "U.S. Person" is a U.S. citizen, lawful permanent resident, or an individual who has been admitted as a refugee or granted asylum.