About The Role:

The Associate People Business Partner works with the corporate PBP team and HR Centers of Excellence to deliver on Agero’s people strategy, coach and influence management of your dedicated client groups, act as the first point of contact to the business, and ensure the Business Partner model is embedded in your dedicated client groups. This role has key responsibilities across multiple HR disciples including: employee relations, performance management, HR policy/process development, career development, talent management, change management, manager coaching, employee engagement, immigration, and leave of absence management. In this role, you are expected to proactively partner with management by leading people managers through HR processes and programs, providing them with strategic and operational advice, providing them with relevant insight, resources, and feedback, and by coaching and developing them. 

To effectively perform the role, you are expected to learn the needs of your client group and build trusted partnerships with managers. You should also maintain a working knowledge of business literacy about the business units financial position, business plans and culture to understand drivers that influence the business.

Autonomy level: You should have a working understanding of multiple HR disciplines and Agero policies and programs to independently identify risk, enforce policies, share insights with managers, and lead employees and managers through HR programs. For complex HR situations, escalated HR issues, employee relations issues, involuntary exits, and manager coaching and development, you should bring recommendations to the HRBP team and then execute with oversight. 

Key Outcomes:

• Conducts regular meetings with respective client groups to activate managers by building partnerships, staying up to date on people development, identifying needs, providing insight, resources, and guidance, and providing proactive support on core HR processes and programs.
• Act as partner to provide day-to-day guidance to people managers (ie. coaching, counseling, career development, performance plans, involuntary exits). Brings recommendations for next steps for escalated HR situations to the HRBP team (and legal counsel as needed) and then follows through on execution with oversight. 
• Works closely with HR Centers of Excellence, management, and employees, to champion a culture in which people feel included, engaged, and inspired to provide top business results.
• In partnership with the PBP team, provides guidance and input on business unit restructures, workforce planning and succession planning.
• Identifies training needs for client groups and individual executive coaching needs and collaborates with HR Centers of Excellence and PBP team to deliver. 
• Provides HR Policy guidance and interpretation. Escalates to the PBP team and legal counsel as needed/required.
• In partnership with the PBP team and HR Centers of Excellence, analyzes trends and metrics to develop solutions, programs and policies. 
• Proactively stays up to date on employment laws and marketplace best practices. Collaborates with the PBP team, legal counsel, and HR Centers of Excellence to ensure the organization complies with employment laws. Working understanding of red flags regarding HR issues and brings recommendations for next steps and then executes with oversight. 
• Partners with Centers of Excellence to support day-to-day administration of HR initiatives, onboarding, promotions, offboarding, and employee requests.
• Support business with day-to-day activities for employer sponsored visas. Consult managers on complex immigration issues. Partners with the immigration lawyer as needed/required.
• In partnership with the PBP team, manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
• Acts as the first point of contact for employees in your client group on day to day HR questions, redirecting to HR Centers of Excellence as applicable.
• Supports other HR Business Partners with their client groups as needed.
• Takes ownership of at least one complex HR initiative or HR program rollout.
• Specializes in at least one HR function (management of HR Receptionist, immigration, compliance, leave of absence, etc.) 

Skills, Education and Experience:

Education: Bachelor’s Degree or equivalent work experience.  SHRM Certified Professional (SHRM-CP) credential is a plus 

Experience: 3+ years in professional HR roles with increasing responsibility. Including at least 1 year of project or supervisory/management experience. Working knowledge of multiple HR disciplines.

Skills: Excellent consulting skills. Excellent client management and business literacy skills.  Strong conflict management skills.  Strong interpersonal and negotiation skills.  Excellent verbal and written communication skills.  Ability to manage multiple conflicting priorities.

Working Relationships:Develop strong trusting relationships in order to gain support and achieve results.  Be flexible and available to interact with employees at all levels.