Mgr HR Business Partner - 90345919 - Washington

Your success is a train ride away!

As we move America’s workforce toward the future, Amtrak connects businesses and communities across the country. We employ more than 20,000 diverse, energetic professionals in a variety of career fields throughout the United States. The safety of our passengers, our employees, the public and our operating environment is our priority, and the success of our railroad is due to our employees.

 

Are you ready to join our team?

Our values of ‘Do the Right Thing, Excel Together and Put Customers First’ are at the heart of what matters most to us, and our Core Capabilities, ‘Building Trust, Accountability, Effective Communication, Customer Focus, and Proactive Safety & Security’ are what every employee needs to know and do to be most impactful at Amtrak. By living the Amtrak values, focusing on our capabilities, and actively embracing and fostering diverse ideas, backgrounds, and perspectives, together we will honor our past and make Amtrak a company of the future.

 

JOB SUMMARY:

The Manager HR Business Partner (HRBP) acts as a partner to the assigned department/territory by embedding corporate HR strategy into the client’s business objectives. The Manager Human Resources Business Partner will be responsible for providing both strategic and tactical support to both the business and the Sr. Director/ HR Business Partner for Ops or Corporate). The role will be responsible for providing HR support to front-line managers. This includes performance management, leadership coaching and training, employee engagement, and progressive coaching. The position will support, engage, and partner with the broader HR organization to support the execution of the strategy, including leveraging other HR functional expertise and resources.

 

ESSENTIAL FUNCTIONS:

 

• Contribute to business strategy by advising leaders on organizational capabilities, structures, and processes. As well as, drives the integration of the performance management philosophy into strategic business goals/plans.
• Forecast workforce needs, identify gaps, and implement development plans, succession planning, and retention initiatives that align with the strategic annual operating plan.
• Foster a coaching culture, support managers in performance management, employee engagement, and ensuring leaders understand implications of business decisions.
• Provide counsel on organizational design, restructuring, realignment.
• Implement HR initiatives aligned with business priorities, including salary reviews and continuous improvement projects.
• Serve as a trusted advisor, partner with cross-functional HR teams and managers on employee relations issues, support annual talent reviews and partner with leaders to develop individual development plans.

 

ADDITIONAL RESPONSIBILITIES:

 

 • Other duties as required or assigned

 

MINIMUM QUALIFICATIONS: 

 

• Bachelor’s Degree or equivalent combination of education, training and/or relevant experience. Plus 7 years of relevant work experience.

 

PREFERRED QUALIFICATIONS:

 

• Bachelor’s Degree or equivalent combination of education, training and/or relevant experience. Plus 9 years of relevant work experience.

• Bachelor’s Degree in Human Resources.

• S/PHR and/or SHRM S/CP Certification or comparable 

 

REQUIRED KNOWLEDGE, SKILLS and ABILITIES: 

 

• Strategic thinker. Able to provide strategic advice, develop options, analyze risks, make good judgments, and solve problems.

• Strong business acumen with the ability to connect and interpret business strategies to be viewed as a credible HR leader. Able to develop highly effective working relationships by building credibility, respect, and rapport with all levels of management and employees.

• Ability to deliver results in a dynamic and oftentimes ambiguous or rapidly changing environment.

• Demonstrated proactive style of operating with a strong sense of urgency.

• Clear, comprehensive understanding of the link between talent and other HR initiatives that can be leveraged to enable the business growth plans.

• Strong skills in organization development, managing/leading change, performance development, coaching, organizational design, talent assessment, and strategic workforce planning.

• Demonstrated ability to negotiate, influence and persuade senior level executives. Able to engage, inspire, and influence others at all levels.

• Exceptional collaboration skills: ability to bring cross-functional teams together to achieve better results.

• Skilled and