Job Description:

Are you ready to be part of a team that powers the nation? Join The Doe Run Company

Based in St. Louis, Missouri, The Doe Run Company is a privately held natural resources company and one of the largest lead producers in the Western Hemisphere. Dedicated to environmentally responsible mineral and metal production, Doe Run has facilities in Missouri, Washington, and Arizona and operates one of the world's largest, single-site lead recycling facilities, located in Boss, MO.  Using innovative mining techniques, Doe Run skillfully taps one of the largest lead deposits in the world. As stewards of the mineral resources in our care, we strive to provide premium services and products to people who share our belief in enhancing the quality of life. You may view our sustainability report located at http://sustainability.doerun.com/.   

This position offers a competitive base pay and is eligible for the Company variable pay (bonus) plan.  Benefits start first day and include insurance, paid time off, and various customer discount programs. 

The Doe Run Company is currently seeking a Human Resouces Business Partner to complete people initiatives to support business objectives for the organization. Complete staffing, training & development, employee relations, performance management and retention to support diverse workforce needs. This position is located at our Sweetwater Mine in Ellington, MO.

Education & Experience: 

• Minimum high school diploma or equivalent.


• Minimum 3 years of experience in Human Resources.


• Valid driver’s license.

Knowledge, Skills & Abilities: 

• Proficient computer skills with the use of Microsoft Office and HR systems.


• Basic employment law & labor relations knowledge.


• Basic planning and organizing skills.


• Basic information monitoring skills.


• Basic facilitation skills supporting training and coaching.


• Proficient problem-solving, data analytics, and decision-making skills.

Job Responsibilities: 

• Talent Acquisition: Support and influence the hiring process from screening internal and external applicants to the selection of candidates. Partner with leadership to ensure the knowledge, skills, and abilities required for positions are accurate.


• Training and Development: Partner with leaders to identify skills and performance gaps and implement recommended development activities to close gaps and enhance the performance of employees. Schedule and facilitate training events for employees and leaders.


• Performance Management: Support leaders with performance management actions including reviews, coaching sessions, corrective counseling, performance improvement plans, and development for performance success.


• Communications & Employee Relations: Maintain an active presence in work areas to support employees and leaders. Provide information and guidance regarding topics, such as policy administration, hiring processes, benefits, leaves of absence, corrective action, performance coaching, and compliance. Conduct investigations regarding various performance or policy issues under the direct supervision of the HR Manager.


• Complete tasks in a safe and environmentally compliant manner by following EHS (environmental, health, and safety) policies, procedures, and best practices; support and assist peers in working in a safe, compliant manner; report unsafe acts or conditions, incidents, and deviations; and provide feedback to support continuous improvement in EHS performance.


• Other duties as assigned.

Environmental Conditions, Physical & Lifting Requirements: 

• Regularly use a computer and phone


• Regularly works in an office environment


• Regularly required to sit, talk, hear, and use repetitive motion with fingers, hands, and wrists. Occasionally required to stand and walk


• Rarely required to lift up to 5 pounds

An Equal Opportunity Employer, including disability and veterans.

 

 

Licenses & Certifications

Required

• Personal Driver's License

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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