HR Business Partner

Job Summary:

The HR Business Partner supports succession planning, change management, workforce planning, human capital management, talent management and job competencies.  The successful candidate will also support various HR activities recruiting, compensation, benefits, training, associate development and relations with assigned functional units. Reviews and suggests improvements to current organizational development programs and processes to increase department efficiency and effectiveness, as well as focuses on customer service and solutions related to human resource activities.  Reviews and suggests improvements to current training plans and course content. May train or act as a mentor to less experienced associates.  Supports the HRBP function with standardization of programs, processes and systems. 

Core Hours:  8:00 AM - 4:30 PM

Roles and Responsibilities:

• Coordinates and facilitates activities and discussion associated with performance and development of entry and intermediate level management organizational development.
• Supports the annual performance management process including preparing and sending performance management process communications, ensuring the system is ready to launch, supporting end users with systems issues and answering process-related questions from associates.
• Delivers group and individual training covering a range of functional, operational and/or management areas in a specified field. Oversees the quality of delivered training sessions by external vendors. Collects data to help measure effectiveness of training programs.
• Enhances existing curriculum and educational experiences to meet the needs of the targeted audience and department. Assists in analyzing and assessing training and development needs for individuals and departments. Summarizes and relays requirements to Center of Excellence for development of training to help improve associate development.
• Influences and supports change in organization behavior including facilitating team building, and changes in group norm values and culture.
• Creates discussion during calibration meetings to identify high potential associates and establishes committees and/or advisor boards to outline succession within departments and to discuss training needs.
• Conducts and analyzes interviews to obtain performance about related members.
• Coordinates nomination of High Talent Development Program and checks in with associates to assess if they have been properly identified.
• Administers surveys and assessments based on individual and company-wide needs, and collects other data to understand existing conditions.
• Provides HR assistance to assigned business unit(s) or function unit(s) to ensure customer requests and needs are met in a timely basis. Typically supports those associate relations that are considered moderate to high risk.
• Improves business or function unit performance by serving as main point of contact and partnering with management and associates to identify and clarify problems, evaluating and recommending potential solutions, implementing selected solutions and mentoring managers and associates.
• Administers, interprets and explains routine and moderate human resources policies, procedures, laws, standards and regulations.
• Prepares reports by collecting, analyzing and summarizing data and trends in order to support the development of solutions, programs and policies.
• Anticipates and plans for short-term human resource needs and trends with management. Keeps informed and aware of other functions and activities within North America Human Resources in order to quickly respond to customers.
• Supports strong associate relations for the Company by gathering information from associates and managers during fact finding conversations to make recommendations for coaching and discipline with associates.
• May serve as point of contact for Human Resources managers and associates that belong to another HR functional group and support with data collection, program coordination and administration, analysis and recommendations specific to location.
• Represents management and associate perspective and provides recommendations to functional groups on Company policies for improvements.
• Fosters company culture through coordinating activities, events and other programs.
• Completes assigned tasks related to group projects, and may play a lead role in some projects.
• May act as a mentor to less experienced professionals.
• Performs other duties as assigned.

Skills and Abilities:

• Good knowledge and familiarity with organizational development theories and practices.
• Good knowledge of current business unit/location structures and leadership.
• Strong knowle