Regional Human Resources Business Partner

BROAD FUNCTION AND SCOPE OF THE POSITION:  The Regional Human Resources Business Partner at Affinity Group serves as a trusted advisor and consultant to region leadership, promoting alignment between HR initiatives and business objectives. This role plays a pivotal function in providing strategic HR guidance, managing complex employee relations issues, and maintaining legal compliance while fostering a culture of high performance and employee engagement for the Region. This business partner collaboratively teams with other regions and advances the alignment of Corporate HR practices, strategies, and initiatives.  Effective execution in this role contributes to the company’s strategic objectives, fosters a supportive work environment, and drives the organization's continued success.

PRINCIPAL CONTINUING RESPONSIBILITIES:

Strategic Business Partner/Consultant

• Serves as the human resource leader for the assigned regions, becoming a trusted partner to the region's senior leadership team and providing HR guidance and support.
• Supports leadership in region-specific organizational development and the best talent in the industry.
• In collaboration with the CPO, supporting corporate HR practices, strategies, and initiatives across the region.

• Works with the CPO and regional leadership to support the development of long-term and annual plans specific to all critical elements of the Human Resources function.
• Works with the region leadership teams on all HR-related matters relevant to the development and execution of the region’s annual operating plans.

• Provide workforce leaders with day-to-day performance management guidance, including coaching, counseling, career development, and disciplinary actions.
• In a manner consistent with corporate programs and initiatives, facilitates performance evaluations and ensures consistency in the process.
• Ensures that performance reviews are conducted thoroughly and on a regular and timely basis for all the assigned region associates.

• Works closely with the Director of Learning & Development on all L&D initiatives designed and executed in the assigned regions.
• Identifies and addresses talent development needs within existing teams, promoting continuous learning and growth.
• Evaluate and monitor learning programs to ensure effectiveness and alignment with regional organizational goals.

• Offers guidance and input on regional/business unit restructuring, workforce, and succession planning.
• Collaborates with leadership to anticipate and address talent gaps and future staffing needs.
• Is actively involved in the consideration and execution of all associate's promotions and re-assignments.

• Offers guidance, advice, and support regarding employee discipline, promotion, and termination.
• Enters new hire data accurately into the HRIS system and processes new hire documents.
• Sends new hire announcements and coordinates welcome kits to ensure a smooth onboarding experience.
• Partners with hiring managers to provide new hires with a positive onboarding experience, supporting their long-term success and retention.
• When a corresponding manager requests termination, ensure the rationale is sound and the action is justified, documented, and void of legal issues or concerns.
• Supports the manager through the steps and requirements related to any termination.

• Maintains in-depth knowledge of employment law/regulations within all the states supported and promotes legal compliance across all business areas.
• In collaboration with the CPO, design and develop policies, processes, and communications framed in the employee life cycle to improve work relationships, build morale, and enhance productivity and retention.