Dir HR Business Partner - 90305029 - Washington (Hybrid)

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.

This hybrid position can be based out of Washington DC; Wilmington, DE; Philadelphia, PA; or New York, NY.

SUMMARY OF DUTIES:

The Director, HR Business Partner (HRBP)-Capital Delivery Partnerships acts as a strategic partner to embedding HR strategy into the client's business objectives. This position provides professional consultative HR guidance and support to relevant internal client groups with the objective of adding value to the overall business, aligning HR strategy, and addressing organizational gaps. The Director, HRBP works collaboratively with leaders to prioritize people solutions that accelerate the achievement of business plans through talent management and succession planning, diversity and inclusion, rewards and recognition, organizational effectiveness, compensation strategy, and workforce planning. The Director, HRBP has demonstrated a level of proficiency to effectively serve as a strategic partner while supporting executive and senior level leaders.

ESSENTIAL FUNCTIONS:

• Contributes to the business strategy by helping business leaders identify, prioritize, and build organizational capabilities, behaviors, structures, and processes.
• Supports leaders in forecasting and planning their talent pipeline requirements in line with the function or business strategy.
• Drives and facilitates long-term people initiatives aligned with the strategic annual operating plan.
• Identifies strategic talent needs, risks, and gaps, and leads the efforts to create plans to develop employees and leaders using talent management tools and resources.
• Facilitates a strong leadership and coaching culture; enabling managers to assume increasing responsibility and accountability for managing the performance and development of employees.
• Facilitates effective workforce planning activities to deliver business objectives. In partnership with HR leaders, analyzes trends and metrics to develop solutions, programs, and policies.
• Develops and consults on employee engagement planning, retention plans and initiatives targeting high potential and critical roles.
• Partners with COEs to address employee relations issues ensuring a balanced perspective.
• Understands the overall organizational structure and makes recommendations as business needs continue to evolve. Provides expert counsel on organizational design, restructuring, and realignment.
• Drives the integration of the performance management philosophy into strategic business goals/plans.