CR Business Partner Sr

By joining Sedgwick, you'll be part of something truly meaningful. It’s what our 33,000 colleagues do every day for people around the world who are facing the unexpected. We invite you to grow your career with us, experience our caring culture, and enjoy work-life balance. Here, there’s no limit to what you can achieve.

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CR Business Partner Sr

PRIMARY PURPOSE:  To be responsible for aligning business objectives with colleagues and management in designated business units and to formulate partnerships across the CR function to deliver value-added service to management that reflects the business objectives of the organization.

ESSENTIAL FUNCTIONS and RESPONSIBILITIES

• Serves as the CR partner and expert to business partner providing CR knowledge and guidance.
• Acts as a liaison between the line and CR to ensure that CR services are aligned with internal client needs.
• Ensures seamless execution of activities related to talent attraction, assessment, placement, performance, development and engagement. 
• Tracks trends in talent behaviors and executes on necessary action plans and interventions to colleague behaviors.  Constantly monitors talent succession and action plans to partner with operations leaders and develops the next generation of Sedgwick leaders.
• Provides guidance and input on business unit restructures, workforce planning and succession planning.
• Builds and maintains successful relationships with business leaders and engages leaders to design, develop and manage talent and succession plans.
• Influences the evolution of field organization structure based on evolving talent needs and addresses talent trends before they impact the business.
• Leverages organization data to inform talent strategies and other development activities.
• Coaches and develops leaders while executing on leadership development interventions and leaning into HiPo talent.
• Focus on team member development at all stages in the colleague experience.
• Provides business unit(s) management and colleagues’ advice, coaching, and consulting in the areas of talent and performance management, compensation, colleague retention, business analytics, leadership development, colleague development, policy interpretation and implementation, and conflict resolution.
• Understands business cycles and staffing needs of the organization to develop human capital strategies to build the capability of the workforce to meet business goals.
• Assists in managing recruiting and staffing initiatives, counsels line managers in final selections and compensation, and consults with leaders for talent planning and career development.
• Analyzes trends and metrics in partnership with Centers of Excellence “COE” to develop solutions, programs and policies.
• Maintains knowledge of progressive HR practices and key trends.
• Facilitates a strong leadership and coaching culture.
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Participates in specific projects as determined in the annual CR operational plan and contributes to functional and cross-functional initiatives.
• Participates in meetings with respective business units.

ADDITIONAL FUNCTIONS and RESPONSIBILITIES

• Performs other duties as required.
• Supports the organization's quality program(s).
• Travels as required.

QUALIFICATIONS

Education & Licensing

Bachelor's degree from an accredited college or university preferred. Professional certification related to this position preferred.

Experience
Eight (8) years of human resources experience with progressively increasing responsibilities or equivalent combination of education and experience required.  Human resources generalist experience preferred.

Skills & Knowledge

• Clear, comprehensive understanding of the link between talent and other HR initiatives and business strategy
• Ability to combine financial acumen and operations knowledge with CR expertise to influence talent plans.
• Ability to develop clear, actionable steps in support of an overall business strategy
• Ability to recognize trends and develop recommendations based on data analysis
• Significant knowledge of HR policies, processes (e.g., workforce planning and talent management), and talent management practices
• Strong interpersonal, communication, and customer service