Human Resources Business Partner

Job Summary

As our HR Business Partner (HRBP), you will provide human resources consultation and support to designated business units within the organization. Utilizing working knowledge of the business, you will serve as an embedded consultant to leaders on human resource-related issues, assess and anticipate HR-related needs, and seek to develop integrated solutions based on policy and best-practices. You will provide workforce planning support, performance management and employee relations support, reorganization support, compensation support, and assist with the roll-out and cascading of corporate HR initiatives. The HRBP role analyzes trends and develops workforce plans to make a positive impact on business results and acts in partnership with other HR functions to service the assigned client group within the organization.

Responsibilities (including, but not limited to)

• Strategic Partnership:
  • Proactively collaborate with operational leadership to understand their areas of business through an embedded partnership model with assigned business units – typically, this will involve sitting in on departmental team meetings and operational meetings to assess and provide guidance on human resources needs in real time as well as having regular one-to-ones with leaders of the business units
  • Partner in developing and executing business unit(s) human capital strategy in line with wider organizational objectives
  • Provide HR expertise in organizational design, workforce planning, and talent management
  • Analyze business unit(s) trends and metrics in partnership with the larger People Services team to develop solutions, programs, and processes that are consistent with the wider organization's approach
  • Support post-merger integration activities, cultural alignment initiatives, and organizational change management
  • Regular attendance at operational meetings and business planning sessions for assigned client groups
• Organizational Development
  • Lead organizational change management initiatives and restructuring efforts in their assigned client group under senior HR guidance
  • Conduct needs assessments and assist in developing interventions to address business challenges and opportunities
  • Support consistent, strategic approach to restructuring efforts using established guidelines and frameworks
  • Ensure a "people first" approach to organizational changes and cultural integration support
  • Assist in implementation of HR initiatives and organizational cultural changes
  • Navigate complex organizational dynamics during periods of significant change
• Performance Management
  • Guide people leaders through the performance review process and ensure timely completion of documentation and recommendations
  • Provide guidance on goal setting, performance improvement plans, and corrective actions
  • Analyze performance trends and recommend solutions to address areas of concern
  • Support succession planning initiatives within assigned client groups
  • Proactively ensure compliance with Company policies and employment laws
• Employee Relations
  •  Act as a primary point of contact for concerns, questions, and conflict resolution, effectively triaging situations for address via policy and/or appropriate escalation
  • Support employee engagement surveys and assist in developing action plans to address identified issues
  • Mediate workplace disputes and facilitate productive conversations between employees and management
  • Ensure fair and consistent application of company policies and procedures
  • Demonstrated experience in employee relations investigations best-practices and resolution
• Assist with Compliance and Risk Management tasks as needed with your assigned business unit
• Assist with Talent Management tasks as needed with your assigned business unit
• Assist with Compensation and Benefits tasks as needed with your assigned business unit 

Skills

• Core HR Competencies: Demonstrated experience in ER investigations, organizational design, change
  management, talent development, compensation principles, and leaves (FMLA)
• Business Partnership: Strong track record of building relationships with people leaders and influencing
  business decisions through embedded HRBP model
• Communication: Strong interpersonal and communication skills, with the ability to interact effectively at
  all levels of the organization
• Analytics: Strong analytical and problem-solving skills, with the ability to use data to drive decision-making
• Consulting: Proven consulting skills and the ability to influence without direct authority
• Legal Knowledge: Working knowledge of HR best practices, employment law, and regulatory
  requirements
• Technology: Proficiency in HRIS systems and Microsoft Office Suite. Workday experience a plus
• Reporting: Competency in HR reporting and analytics
• Project Management: Understanding of project management principles and ability to manage multiple
  priorities
• Business Acumen: Business acumen and understanding of organizational strategy and operations
• Change Management: Change management skills and ability to support unit-level organizational transformations and cultural integration
• Conflict Resolution: Conflict resolution and negotiation skills
• Confidentiality: Ability to maintain strict confidentiality and handle sensitive information with discretion
• High level of integrity and professional ethics
• Adaptable and resilient in a fast-paced, changing environment, particularly during post-merger integration
• Proactive and results-oriented with a strong sense of urgency
• Collaborative team player with the ability to work independently
• Comfortable with complexity and able to navigate complex organizational dynamics during periods of change
• Continuous learner with a passion for staying current on HR trends and best practices
• Cultural sensitivity and ability to work effectively in a diverse, multi-location environment
• Ability to build trust quickly and establish credibility with business leaders in assigned business units

Qualifications

• 3-5 years of progressive HR experience, with at least 2 years in an HR Business Partner, HR Generalist, or similar consultative HR role
• Bachelor’s degree Human Resources, Business Administration, or related field is preferred (or an acceptable combination of education, certification, and experience)
• Master's Degree in HR or MBA (or other relevant graduate degree plus direct experience) a plus
• Previous experience supporting organizational integration, merger activities, or significant change initiatives strongly preferred
• HR certifications preferred but not required (SHRM-CP/SCP, PHR/SPHR, CIPD, MCIPD)
• EST or CST working hours preferred