HR Business Partner

Job Summary

The HR Business Partner (HRBP) will work closely with business leaders and line managers to build their people capability, plan, and manage talent, and develop approaches that achieve shared organizational strategic objectives. By developing strong internal client relationships and providing coaching, the HRBP will help drive people strategy and initiatives. Working as part of an influential, global HR Team, the HRBP will work with a strong multi-disciplined group of colleagues. Key responsibilities include providing HR consultation and support in the areas of performance management, change management, recruiting life cycle, and employee relations.

 

This position is required to report to the SHI Somerset NJ office location as determined by SHI management.

About Us

Since 1989, SHI International Corp. has helped organizations change the world through technology. We’ve grown every year since, and today we’re proud to be a $14 billion global provider of IT solutions and services.

 

Over 17,000 organizations worldwide rely on SHI’s concierge approach to help them solve what’s next. But the heartbeat of SHI is our employees – all 6,000 of them. If you join our team, you’ll enjoy:

• Our commitment to diversity, as the largest minority- and woman-owned enterprise in the U.S.
• Continuous professional growth and leadership opportunities.
• Health, wellness, and financial benefits to offer peace of mind to you and your family.
• World-class facilities and the technology you need to thrive – in our offices or yours. 

Responsibilities

Include but not limited to: 

 

HR Strategic Delivery

• A comprehensive understanding of the organization’s strategic goals and resources.
• To build and maintain a culture and people approach that will drive division strategy.
• To understand HR Analytics, trends, and metrics to influence progress and performance, reporting back to HR leadership on patterns and related initiatives.
• To promote best practices across the business area, presenting HR matters in a clear concise way ensuring managers implement HR policies and practices.
• Keep up to date with employment legislation changes and ensure implementation.

 

HR Planning and Business Development

• HR point of contact and proactive strategic partner for SHI Division Leaders.
• Develop meaningful and productive relationships with Leaders, to improve collaboration and strategic planning by:
  • Meeting with leaders to discuss people challenges, using data for more evidence-based practice.
  • Questioning and challenging leaders to get to the root of people and business issues.
  • Designing and delivering consistent feedback to leaders to help improve business efficiency.
  • Coaching solutions to managers for improved proactive and reactive handling of Employee Relations cases.
  • Being an advocate for Diversity, Equity and Inclusion within the business area to identify issues and potential improvements.
• Analyse and interpret various types of employee reports (e.g., compensation, job levels, attrition etc.) to guide decision making and provide proactive solutions.
• Partner with L&D to work on value-added programs in areas of training, development, career mobility and job performance.

• Collaborate with HR leadership and compliance to help manage and resolve complex employee relations/highly sensitive issues.

Retention, Talent Management and Performance Management

• Partner with Recruiting to ensure a conscious, deliberate approach to attracting and retaining top talent from both inside and outside the organization.
• Provide guidance on people practices such as restructures, resource planning and succession planning; Craft and revise role profiles to meet the needs of the business and workforce plan.
• Recommend and implement retention strategies to minimize attrition, particularly with critical roles, specialty skill sets, and in highly competitive critical marketplaces.
• Assist and support L&D to conduct overall skills gap analysis in line with the business and HR strategy and identify training needs for business units and individual executive coaching needs.

Compensation and Benefits

• Participate in leading annual salary, bonus/commission, and equity planning process with leadership, ensuring the highest performers are compensated in line with their business impact and contributions.
• Provide compensation analyses and recommend market adjustments as needed to ensure top talent is retained. Collaborate with global compensation and benefits partners to