HR Business Partner

The HR Business Partner is responsible for proactively leading all aspects of strategic and tactical HR support for their designated division. This includes providing strategic and operational HR advice, coaching, development, and support to the functional businesses; acting as the single point of contact for the leaders; and being an active member of one or more local leadership teams.

Serving as the single point of contact for all people related issues, the HRBP will have responsibilities covering a broad spectrum of HR activities such as employee relations, performance management, EEO/AA, advice related to policies/processes, compensation, career development and coaching, talent management, change management, resourcing, learning interventions, and leadership development. The HRBP understands the business beyond the HR function and influences the overall organization to ensure superior operations and business outcomes.

Essential Responsibilities

• Business Results – Facilitate business change and performance across supported groups through the implementation of an effective people strategy; influence significant business decisions through a close partnership with a team leader and his/her leadership team.
• Performance Management – Effectively administer the performance management process, including compensation planning, calibration sessions, and facilitating line manager excellence in managing low performers, recognizing high performers, and ensuring that all employees have robust development plans.
• Employee Engagement and Relations – Partnering with the division leaders, ensure that employees are treated in an equitable and consistent manner and Company policies and practices. Find the right balance between the business need and employee advocacy. Provide consultation to managers on employee engagement strategies with their teams.
• Coaching – Provide guidance and coaching to senior level partners that will enable them to be more successful as they lead their teams. Demonstrate the ability to challenge appropriately.
• Organization Capability – Partners with business leaders to understand current and future skill and capability needs. Develops and links key competencies to all HR functions and tools including job requirements, selection systems, development programs, and evaluation tools. In conjunction with recruiting specialists, advice on recruiting and attraction strategies, executing these plans in local areas. Develops and oversee the retention strategies for key talent. Facilitates the development of people through the execution of succession planning systems and the design and delivery of individual development plan.
• Talent Management – Partnering with the Director of Talent & Organizational Development and Talent Acquisition Manager, delivers talent management practices that attract and develop high-potential, diverse talent for the division. These practices include recruitment, selection, talent development reviews, and succession management.
• Career Planning & Employee Development – Leverage the HR capability and single landscape framework to ensure role requirements are established, competencies developed in those roles, and career progression opportunities exist for employee. Assist employee to take accountability for career management.
• Employee & Team Effectiveness - Leads the execution of successful employee engagement strategies in response to business needs and employee survey feedback.
• Partners with management to ensure proactive and effective performance management and follow through. Manages required employee relations investigations and other sensitive employee matters. Supports the local facilitation of corporate and HR communications. Advises executive personnel on local business and people issues/perspective.
• HR Process Management - Recommends, documents and implements HR policies, practices, and procedures to support business goals. Advises local management on labor law and related human capital legislation. Communicates and educates all local staff on HR programs and policies.
• Compliance Management – Ensures company adherence to relevant federal and state employment laws, as well as developing, implementing, and maintaining all required regulatory reporting; AAP, EEO-1, VETS -100 and other reporting requirements.

Minimum Qualifications

• Bachelor’s degree: Human Resources preferred
• Minimum 7 years of