Human Resource Business Partner

 

General Purpose:

This role is responsible for supporting HR processes, programs and initiatives in the areas of employee and labor relations, immigration, workforce planning, performance management, retention strategies and succession planning to ensure seamless delivery/execution to managers and the organization. Deliver strategic and tactical support to assigned client groups through the alignment of HR initiatives to strategic business goals. The client group this role will primarily support will be service field operations including California, New Mexico, Texas, and Arizona.

 

Responsibilities:

• Establish programs and processes to increase employee satisfaction scores. Review and evaluate employee surveys such as onboarding and exit surveys, provide quarterly summary reports to Regional leadership and recommend actions to improve future scores.
• Provide guidance to management on strategies to effectively monitor employee performance to reduce the risk of employment litigation, increase employee morale, and minimize turnover
• Complete current employee listening round-table process, including follow-up with P&C Business partner and providing summary debrief(s) to be shared with leadership team.
• Partner with operations/managers and talent Acquisition on staffing requirements including, hiring, promotions, transfers, and reductions-in-force.
• Deliver special projects aimed at improving organizational processes and practices associated with employment-related activities.
• Provide consulting on change management, people strategies, effective leadership and management skills, learning and development processes and organizational effectiveness
• Conduct annual workforce planning discussions that include: competency requirement identification versus existing competencies, organizational design and gap strategies. Work with management and P&C colleagues to identify solutions and address the issues
• Partner with functional client leadership to develop and implement succession plan through identification, development, mentoring, and training of key positions
• Address complex employee relations issues within the business environment by assessing the situation, identifying root causes and providing effective and proactive resolution to increase alignment with company vision, goals and related employment laws and practices. Coach, counsel and recommend solutions to managers and employees concerning employee relations issues. Analyze the facts and recommend appropriate action for the issue.
• Conduct investigations of employee complaints, Title VII allegations, or violation of policies and procedures for responsible areas to ensure compliance with all local, provincial, state, and federal employment laws; maintain records of employee relations cases
• Ensure policies, procedures and practices comply with employment laws and align with Company strategic goals. Advise management on strategies designed to maintain consistent treatment and compliance with employment laws to create an environment that encourages employee creativity and innovation
• Identify training needs within functional areas of responsibility, assist with the development of training programs, and conduct training if required. This will ensure employees and managers understand company policies, minimize employee relations issues and enhance employee development
• Participate in process improvement efforts and Company cross-functional teams to ensure our processes are streamlined and meet our client expectations. Review internal trends as well as practices of other companies to make recommendations to management to ensure the Company remains competitive and is able to attract/retain qualified employees
• Support the business with on ongoing compliance with IRA and other federal labor regulations, understanding existing contract requirements and working with key business stakeholders, P&C Business partners and payroll team to make nec