Human Resources Business Partner

Job Summary
This position exists to be a liaison between the IEEE organization, employees and Human Resources to facilitate HR initiatives, employee relations, employee development, performance management, succession planning, policy review and implementation, and facilitate various HR processes. The position provides support but not limited to contract management, Human Capital Management (HCM) user acceptance testing and survey management. Operating as an employee/management consultant, this position investigates complaints, supports Organizational Unit (OU) business strategies, drives OU restructuring, facilitates the performance management calibration, performance management and goals process, meets with employees on various employment issues, handles follow-up communications, conducts exit interviews, 60 day follow-ups, etc., as well as handles various Human Resource programs from design through implementation and ongoing review. This position partners with the Staffing function and will be included on the interview team for various people manager vacancies. Additionally, this position will partner with Learning & Development (L&D) to deliver workshops as required.

This position is to be an effective liaison between IEEE Human Resources and employees located in New Jersey as well as IEEE's other domestic offices (New York, NY, Washington DC and Los Alamitos, CA) and support to international locations as requested. The incumbent in the role will primarily be responsible for:

·        Delivery of Employee Relations (ER), to include assessment and investigation of complex issues, mediation of complex issues, and documentation of progress and resolution.

·        Partner with L&D on delivery of training seminars and other educational events on business issues, business skills, performance management, and regulatory issue compliance. Address team, talent management, succession planning, culture, and engagement issues.

·        Ensure compliance with and enforcement of federal, state, and local laws and regulations.
Communicate HR programs and policies using a variety of media.

·        May process ER and L&D contracts.

·        Manage engagement surveys and work with OUs to develop engagement and workforce experience strategies.

·        Delivery of the mentoring program

This position typically reports to the Director of Employee Development and functions as an individual contributor. He/she will function with little direct supervision and must be a strong collaborator and team member and develop and maintain effective working relationships with his/her internal customers.

Key Responsibilities

• Provides advice and counsel to managers and employees on a wide range of HR issues including, but not limited to, reorganizations, culture issues, investigations, performance management, assessment of potential, calibration of ratings, employee performance improvement plans, IEEE disciplinary process, documentation and resolution of employee complaints, and compliance with IEEE policies and procedures, as well as applicable laws (global, federal, state and local); Works closely with other members of the HRBP staff and ensures that consistent HR and ER practices are maintained across the organization.
• Provides process, support and guidance to senior leaders regarding succession planning, career development and talent management.
• Assesses employee engagement and culture issues and develops programs and solutions to build organization effectiveness.
• Conducts ER investigations and develops recommendations for actions and resolution.
• Provides day-to-day performance management guidance to line management (coaching, counseling, career development, disciplinary actions, and HR policies).
• Acts as a change agent, supporting employee engagement and employee development by par