Human Resources Business Partner

Position Overview : The Human Resources Business Partner (HRBP) is responsible for developing and implementing HR practices and strategies that are aligned with business objectives and ensuring alignment between employees and management in designated business units. The successful HRBP acts as a consultant to business partners through the development of partnerships within the HR department and defined business units, an employee champion by developing practices that create an exceptional employee experience, and a change agent by assisting the organization in driving business objectives. Through proactive communication within the HR department and business managers, the HRBP identifies trends or issues and works with internal and external stakeholders to develop integrated solutions that help further organizational objectives.

Essential Responsibilities :

• Executes practices and strategies across multiple HR domains including, but not limited to, organizational development, succession planning, workforce development, employee retention, organization design, and change management; identifies training needs for business units and individual executive coaching needs
• Fosters an employee-oriented culture that emphasizes quality, continuous improvement, high performance, and champions diversity and inclusion; works closely with management and employees to improve work relationships, build morale, and increase productivity and retention
• Serves as primary point of contact for leadership and employees in assigned departments; drives to understand business units and their strategic initiatives
• Provides guidance to business partners around workforce planning, strategy and operations, and HR practices. Provides day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions)
• Maintains knowledge and ensures high ethical standard practice while ensuring compliance of all existing governmental and labor legal and government reporting requirements; maintains in-depth knowledge of legal requirements related to day-to-day management of employees in order to reduce legal risks and ensure regulatory compliance. Partners with the legal department as needed.
• Manages complex employee relations issues while remaining objectivity and contributes to developing practices, procedures, and guidelines necessary to align the workforce with the strategic goals of the organization and establish positive employer-employee relationships
• Anticipates and assesses business issues and uses analytics to understand root cause and effectively implements solutions; disseminates information to appropriate audiences
• Develops and maintains relationships with key stakeholders both internal and external, works with other HR-functions to assure consistent practices, policies, and procedures
• Partners with stakeholders to assess gaps and needs to develop a diversity strategy among workforce that fosters inclusion
• Participates in developing department goals, objectives, and systems
• Helps monitor the organization's culture to ensure it supports the attainment of the Company's goals and promotes employee satisfaction

Supporting Responsibilities :

SUCCESS PROFILE

Work Experience :   Minimum of four (4) years of progressive Human Resources experience. Experienced in resolving complex employee relations preferred.

Education : Bachelor’s degree in Human Resources Management, Business Administration, or related field, or equivalent years of additional HR experience in lieu of degree required.

Knowledge :   Requires excellent interpersonal skills, strong organizational skills, time management and attention to detail. Ability to maintain strict confidentiality with respect to employee related sensitive issues.  Demonstrated knowledge of organizational design and organizational development principles. Demonstrated experience influencing partner decisions in order to drive execution of departmental and organizational strategy. Agility to work comfortably in ambiguity and influence all levels of the organization. Solid understanding of HR policies / procedures, as well as local, state and federal employment laws. Ability to analyze information, diagnose needs and make decisions quickly and accurately. Excellent teamwork skills with the ability to operate in a matrixed structure.