Human Resources Business Partner

About Us: 

Bringing True Hospitality to the world.

We want to welcome you to a world of bringing True Hospitality to everyone. When you join us at IHG®, you become part of our global family. A welcoming culture of warmth, honesty and a passion for providing True Hospitality.

We pride ourselves on letting your personality and passions shine, recognizing the individual contribution you make and supporting your ambition to learn and create your own career path. In making a difference to our guests and owners, colleagues and communities, every day is a chance to create great and unique experiences, in your own way.

With over 370,000 colleagues in nearly 100 countries sharing our values, there’s countless opportunities at your fingertips.

We’re growing; grow with us.

 

KEY RESPONSIBILITIES

Job Summary – (Role Summary) 

The HR Business Partner ensures alignment between the business operations and the HR practices and objectives with a keen understanding of the business’s strategy, providing dynamic solutions using experience, thought leadership, data analysis, and organizational agility to guide decision making.

The HR Business Partner provides consulting and coaching to departmental leaders and managers to support the business’s vision, mission, and overall objectives. The HRBP is responsible for delivering a comprehensive and consumer-driven people service, aligning both people management and commercial strategies.

Essential Duties and Responsibilities – (Key Activities)

• Develop key relationships with key stakeholders by understanding, influencing, and partnering to help optimize business performance. 
• Assess and anticipate human resources-related needs and analyze data trends and metrics to inform business decisions
• Facilitate organizational design, talent acquisition strategies, compensation and rewards programs, talent management, performance management, and change management.  Ensure local tailoring of HR programs as needed and consult on issues to develop effective solutions for the business. 
• Proactively address, investigate, and resolve employee relations issues including EEOC charges, sexual harassment charges, etc. in partnership with the business and legal counsel. 
• Provide training and coaching to People Managers that embodies our winning ways culture to ensure an inclusive, diverse, and engaged workforce. 
• Collaborate across HR on major initiatives, policies and/or issues of significance to the business continually exploring innovative ways for continuous improvement. 

REQUIRED QUALIFICATIONS

Education – 

Bachelor's degree in a relevant field or an equivalent combination of education and work-related experience.

Experience –

Previous at least 5 years of work-related experience in human resource management with demonstrated proficiency in multiple disciplines/processes related to the position 

Technical Skills and Knowledge –

• Knowledge of applicable federal laws affecting human resource policy (Title VII, ADA, FLSA, FMLA, etc).
• Requires broad, generalized HR knowledge and involvement in all specialized areas within HR
• Strong facilitation and conflict resolution skills
• Strong communication skills, both verbal and written to address all levels within the organization and ability to gain consensus
• Strong customer-focus orientation
• Related HR certifications helpful (as applies)

ACCOUNTABILITY

Number of employees supervised: Direct: 0   Indirect:  2

Decision making responsibilities (Key Decision Rights):

• Reviews disciplinary actions taken by management to ensure compliance with company policies and related laws.
• Provides recommendations and guidance to line managers regarding staffing plans, employee relations, and organizational development for assigned business units. Position can impact turnover, employee morale, and compliance of company policies and local/federal and state laws regarding HR issues.
• This position is responsible for the effective implementation of HR initiatives within assigned business units.

CONTACTS (Key Relationships)

Internal Key Relationships –

• Advise and consult with senior management for assigned functions on performance, organizational and leadership matters
• Other line level management – to provide consultation and advise on various HR matters
• Corporate Departments (Legal, Finance, CSS, Facilities, Corporate Affairs, etc)
• Americas based corporate employees at various levels in the organization – primarily to interpret HR policy or resolve employee relations issues

External Key Relationships –

• Professional organizations/Industry pe