HR Business Partner - Sands of Kahana

Description

About Our Company:

At Yes& Companies, we are a hospitality and lifestyle company that inspires ‘lasting togetherness’ through our brands, companies, and products.

We wake up every day to inspire togetherness through connecting, sharing and discovery. Life is better together. We’re better together.

We’re a multi generation company founded by a family, whose big picture begins with you. Work at a place filled with genuine people, leaders who care and an opportunity to make a difference without needing permission to lead.

Join in on the fun.

ROLE

Human Resources Business Partner acts as a liaison and strategic business partner to leadership by providing consultative and hands on support to align the business strategy with people strategy to achieve the organization’s design and business goals. The HR Business Partner is a stakeholder for engagement; building strong relationships with managers and employees across the organization to gain insights, address concerns and ensure buy-in for Company & HR initiatives.

The Human Resources Business Partner will administer policies and programs for the departments they partner with in the following areas: Talent Acquisition, Change Management, Employment Law, Employee Engagement & Relations, Organizational Development, Compensation & Salary Administration, Performance Management, Data Analytics and various other HR-related programs/initiatives.

In this role, you will be the primary point of contact for a group of leaders/departments within the company, and will partner with these leaders by:

• Being a subject matter expert of Company’s People Strategy: Include monitoring recruitment procedures, from sourcing to hiring (creating a strong pipeline of emerging team members and leaders), building a strong employer brand to source qualified employees and achieve business goals, Data-Driven Decisions and Developing HR Competencies that focus on building expertise in all areas of HR: Talent Management, Compensation and Benefits and Employee Relations.
• Ensuring compliance in all areas of HR and of the employee life cycle: Talent Acquisition, Leadership Development, Employee Relations, Leave Management, Succession Planning, Managing Employee Performance, Benefits, Employee Engagement and Off-Boarding.
• In this role, you will partner with Senior Leadership to mentor, coach and develop the leadership team by creating comprehensive programs in partnership with leadership and Learning & Development; with a strong focus on core leadership competencies, leadership skills (communication, delegation, decision-making, business acumen, and change management).

CORE COMPETENCIES:

Talent Acquisition/Recruitment:

· Establishes recruiting requirements by studying organization plans and objectives; meeting with managers to discuss needs, opportunities and goals.

· Leads recruiting initiatives, focusing on three key metrics: quality of hire, time to fill and cost per hire.

· Sourcing candidates through networking, job boards, employee referrals, social media and active applicants

· Builds applicant sources by researching and contacting community services, colleges, employment agencies, recruiters, media, and internet sites; providing organization information, opportunities, and benefits; making presentations; maintaining rapport.

· Determines applicant requirements by studying job description and job qualifications.

· Determines applicant qualifications by interviewing applicants; analyzing responses; verifying references; comparing qualifications to job requirements.

· Acts as a single point of contact for managers/supervisors regarding recruitment topics.

· Coordinates interviews, facilitating hiring and onboarding processes.

· Evaluates applicants by discussing job requirements and applicant qualifications with managers, interviewing applicants on consistent set of qualifications.

· Improves organization attractiveness by recommending new policies and practices; monitoring job offers and compensation practices; emphasizing benefits and perks.

· Avoids legal challenges by understanding current legislation; enforcing regulations with managers; recommending new procedures; conducting training; following up-to-date hiring and onboarding practices.

· Updates job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations; attending additional trainings.

· Designs, develops and maintains the recruitment process in the organization (including job description, job ads, recruitment measurement definitions, regular measurement reporting, taking proper actions to close gaps bet