Global HR Analyst and Business Partner
Monument Chemical

Headquartered in Indianapolis, Indiana, Monument Chemical serves the specialty chemicals industry - and produces a variety of solvents, intermediates, specialty fuels, and other specialty products, as well as offers industry-leading Custom Manufacturing services. At Monument, you'll find careers in several engineering and skilled trades roles and disciplines. Working together like a family, our teams drive continual improvement in quality, cost, lead time, flexibility, and customer service. Whether you are a recent graduate or a seasoned professional, we offer a diverse range of opportunities where you will be challenged and encouraged to grow.

Job Description

This unique role has dual responsibility as Global Sr. HR Analyst and HR Business Partner for the Corporate functions (IT, Finance, Accounting and HR), located in our Indianapolis Corporate office. This position reports to the CHRO and is accountable for building and ensuring the Monument HR team operates on a global platform for reporting, metrics and analytics, total rewards programs (compensation, executive compensation programs and benefits/well-being), workforce planning and annual budget. Partners closely with Finance team at Monument in the execution of the role, as well as his/her counterparts at The Heritage Group (THG) including VP, Finance and VP, Total Rewards. This position is the 'right arm' of the CHRO and Business Line HR Managers to produce reports, presentations and other materials with excellence, and possesses high detail orientation and strong analytical approach.

Essential Functions

• HR Business Partner - Corporate:
• This role supports the Finance, HR, IT and Admin team as HR Business Partner.
• The Human Resources Business Partner (HRBP) is the primary resource to create alignment between Human Resource and Talent strategy and business strategy. The HRBP is aligned to business units, business leaders, and/or functions to provide HR expertise and consulting for building organizational capability to achieve current and future business objectives through the development of proactive Human Resources strategy and practices.
• The HRBP drives and influences key organizational health and engagement initiatives with the business and provides advice, counsel and executes key initiatives.
• The HRBP effectively manages and resolves complex employee relations issues, resolution and investigations, performance management, talent/succession planning, 360 feedback with a focus on leadership development and developing and implementing strategic and tactical
• initiatives that drive and support desired short and long-term business goals and objectives.
• Provides HR partnership, for both strategic and tactical initiatives, day to day HR support and execution of strategies for assigned business groups.
• Builds and maintains effective working relationships with leaders and employees to provide guidance and counsel on a variety of HR and business-related issues on both strategic and tactical levels
• Provides influence and guidance to client groups through developing partnerships to support achieving business objectives within the assigned populations.
• Provides HR policy guidance and interpretation.
• Coordinates recruiting for assigned groups, ensuring timely completion of hiring and onboarding activities including but not limited to issuing letters, completing new hire compliance activities and ensuring robust new hire onboarding.
• Provides counsel and drives execution on workforce planning and organizational design.
• Provides consultation/coaching/training to managers on performance, talent development, and employee relations
• Provides day-to-day talent and performance management guidance (coaching, mentoring, counseling, career development, disciplinary actions).
• Implements HR best practices for key HR processes including performance management, compensation planning, workforce/capability planning, and talent management.
• Accesses talent opportunities and performance gaps; oversee talent planning, talent reviews, talent development, and succession planning for assigned business groups.
• Identifies training/coaching/mentoring needs for departments, managers and employees
• Partners with other HR team members (International HR, Immigration, Payroll) acting as a point of contact and liaison with supported groups to deliver robust HR services.
• Participates in assigned business groups operational meetings, business reviews, and team building.
• Act as an advisor on HR issues to management of assigned business groups.
• Handle other projects, duties and responsibilities as assigned.
• Global HR Platform and Projects:
• Provides project management expertise through the initiation, management and driving of strategic projects and initiatives and change management.
• Builds and maintains dashboards (in Workday or otherwise) for tracking HR analytics including workforce plans, headcount, staffing updates, turnover, engagement. This is to include Global data.
• Partners closely with Finance and Accounting to build and maintain business performance dashboards and maintain global STI and sales incentive performance metrics.
• Works with HR Managers to maintain global talent information in Workday, including CVs, training, certifications, IDPs, skills, career interests, 9-box scores and other pertinent talent information.
• Works with HR teams in US and Belgium to gather and prepare reports as assigned.
• Maintains GLOBAL organization charts.
• Prepares and distributes reports with status of HR programs by business group, to including Performance Management, IDPs, mid year reviews, training requirements.
• Maintains Learning Management system reporting.
• Prepares presentations and data for monthly GLT meetings.
• Other projects as assigned.
• Compensation Planning:
• Responsible for partnering with THG in the implementation, and administration of compensation programs, policies, and procedures within Monument. Ensures compensation plans are competitive, equitable and meet business needs. Facilitates manager education in the effective use of compensation.
• Participates in the design and administration of the annual total compensation planning process. Your contributions will not only impact individual careers but will also drive organizational growth and success.
• Manages annual STI and Sales incentive process and maintenance.
• Maintains global salary/merit planning spreadsheet and coordinates for annual updates.
• Consults on internal and external job offers to ensure pay is aligned with candidate competencies
• Partners with THG on salary surveys and market data sources
• Ensures accuracy of job-related data; approves compensation adjustments and/or job changes
• Evaluates various roles determining leveling, competitive value and ensuring jobs are compliant with FLSA designations
• Develops communication materials and conducts training sessions
• Partners with business clients to understand and support their business objectives by providing analytical support, consulting, and compensation advice
• Participates in annual total compensation planning which includes partnering with organizations on recommendations, developing merit matrices, bonus plan modeling, and testing the system
• Partners with The Heritage Group on the design and build of the Monument comp planning process in Workday for YE 2025 to be executed in Q1 2026
• Identifies and leverages industry trends, legislative updates, and best practices to ensure compensation programs, policies, and processes are current, effective, and meet business goals
• Participates in annual pay equity reviews
• Executes annual total compensation planning which includes system configuration and testing, providing day to day support to planning managers on tools and guidelines, and partnering with HRBPs in finalizing plans.
• Supports CHRO in the issuance and maintenance of Executive compensation programs.
• Partners with THG Total Rewards and Corp Finance in the preparation of incentive documents for executive team and supports CHRO in the issuance and maintenance of related documents.

Education Qualifications

• Required Bachelor's Degree preferably in Human Resources Management or Business Administration

Experience Qualifications

• Required 10+ years Human Resources in HRIS, Compensation/Total Rewards and as an HR Business Partner.
• Preferred Must be a fully competent professional in Human Resources, with experience in compensation; experience in change management preferred

Skills and Abilities

• Must be a fully competent professional in Human Resources, with experience in compensation; experience in change management preferred but not required.
• Must be able to communicate and comprehend accurately, clearly, and concisely in English at a level required to perform the job as outlined
• Must possess good work habits, a strong work ethic, and be able to adhere to company work hours, policies, and standard business etiquette
• Ability to create deep trust and build relationships with key stakeholders across Monument and The Heritage Group
• Maintain confidentiality with the highest degree of integrity.

Licenses and Certifications

• CCP or other compensation or broad HR certification Preferred

Working Conditions/Physical Demands

• Walking. Moving about on foot to accomplish tasks, particularly for long periods of time, up to 12 hours per day.
• Sitting. Working from a seated position for up to 12 hours per day.
• Climbing. Ascending or descending ladders, stairs, ramps and the like, using feet and legs and/or hands and arms one to two times per day.
• Balancing. Maintaining body equilibrium to prevent falling and walking, standing or crouching on narrow or slippery surfaces.
• Stooping. Bending body downward and forward by bending spine at the waist.
• Kneeling. Bending legs at knee to come to a rest on knee or knees.
• Crouching. Bending the body downward and forward by bending legs and spine.
• Reaching. Extending hand(s) and arm(s) in any direction.
• Pushing. Using upper extremities to press against something with steady force, exerting up to 25 pounds of force occasionally, and/or up to 15 pounds of force frequently, and/or up to 10 pounds of force consistently to move objects forward, downward or outward.
• Pulling. Using upper extremities to exert up to 25 pounds of force occasionally, and/or up to 15 pounds of force frequently, and/or up to 10 pounds of force consistently to draw, haul or tug objects in a sustained motion.
• Lifting. Raising objects up to 25 pounds occasionally, and/or up to 15 pounds frequently, and/or up to 10 pounds consistently from a lower to a higher position or moving objects horizontally from position-to-position.
• Grasping. Applying pressure to an object with the fingers and palm.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

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