Human Resources Business Partner

Company Overview

NWN Carousel is the leading Cloud Communications Service Provider (CCSP) focused on transforming the customer and workspace experience for commercial, enterprise, and public sector organizations. We deliver hybrid work experiences for millions of users across North America’s 7,000 leading organizations. Our integrated devices, communications apps, AI-enabled contact centers, networking, security, and analytics allow our customers to learn, discover, work, and connect from anywhere - all delivered as a cloud service that’s simple to use and manage. Our mission: Be the leader in hybrid work and cloud communications by driving demand for our offerings and becoming the employer of choice.

Responsibilities

Goals and Objectives

As the Human Resources Business Partner (HRBP), you will serve as a strategic partner to members of our executive leaders and their respective leadership teams, focused on the development and execution of HR strategies that drive organizational success. This role will require your expertise in aligning HR initiatives with business objectives, fostering a positive workplace culture, and focusing on growing capable leaders in the organization. You will drive innovative HR solutions to address complex business challenges.

 

Key responsibilities

• Strategic HR Leadership: Partner with executive leadership to understand their strategic objectives and align HR strategies accordingly. Provide guidance on HR matters that impact business performance.
• Culture and Engagement: Promote a culture of accountability, inclusivity, and collaboration within teams. Conduct employee surveys to gather feedback and recommend actionable improvements.
• Talent Management: Partner with business leaders to assess talent needs and drive talent acquisition, development, and retention strategies. Support the roll out of talent development programs, ensuring alignment with business goals and succession planning. Support and mentor managers in employee development, coaching, and career growth.
• Change Management: Lead HR initiatives during periods or change, ensuring seamless transitions, minimal disruption, and sustained employee engagement.  Assist in driving organizational transformations, acquisitions, or restructures, ensuring effective communication and alignment with business strategies.
• Organizational Design: Partner with leaders to evaluate the effectiveness of their teams and their organizational design.
• Performance Management: Monitor and evaluate performance management initiatives and recommend improvements.  Work with leaders to manage talent and address performance issues as needed.
• Collaboration: Lead and/or partner (with COE’s) on items including but not limited to talent acquisition, talent development, leadership development, succession planning, organizational effectiveness, performance development and total rewards.

Critical Skills

• Strategic Thinking: Ability to think strategically, align HR initiatives with overall business goals, and support HR strategies that contribute to the organization's success.
• HR Expertise: A deep understanding of HR principles, practices, and laws is crucial. Possess extensive knowledge of HR functions, including talent management, organizational design, compensation and benefits, employee relations, workforce planning, and effective employee communications.
• Change Management: Being adept at leading and managing change initiatives is important. Expected to guide the organization through periods of transition and transformation.
• Employee Engagement and Culture: The ability to create and foster a positive workplace culture that promotes engagement, diversity, and inclusion is vital.
• Data-Driven Decision-Making: Ability to develop and present leaders with data-driven solutions that will effectively advance business strategies and drive change throughout their organization.
• Communication: Exceptional communication skills, both written and verbal, are necessary for effectively conveying HR strategies, policies, and recommendations to various stakeholders.
• Business Acumen: An understanding of the organization's industry, market, and competitive landscape is valuable for tailoring HR strategies to meet specific business needs.
• Regulatory Compliance: Ensure compliance with all pertinent HR-related laws and regulations.
• Financial Acumen: Understanding the financial implications of HR decisions and providing guidance to stakeholders.