Associate Human Resources Business Partner

Company Description

insightsoftware is a growing, dynamic computer software company that helps businesses achieve greater levels of financial intelligence across their organization with our world-class financial reporting solutions. At insightsoftware, you will learn and grow in a fast-paced, supportive environment that will take your career to the next level. We are looking for future insighters who can demonstrate teamwork, results orientation, a growth mindset, disciplined execution, and a winning attitude to join our growing team!

Job Description

The Associate Human Resources Business Partner is responsible for providing a proactive, practical, and valued HR perspective in partnership with leadership. The Associate HRBP will serve as consultant to management on human resources related issues, while serving as a change agent. The HRBP provides input into HR programs, initiatives, and service delivery strategy based on business needs and advises on the deployment and delivery of HR initiatives and provides support to HR Business Partner on the HR strategic plan. The HRBP serves as a partner to the HR team as needed and is key player in the implementation of programs. 

• Provides guidance for front line leaders to include coaching, counseling, career development, policy interpretation and application. Establishes relationships to work as trusted partner and advisor to leadership. Maintains open communication in order to execute programs, services and solutions to enable successful achievement of department business objectives. Advises on practices related to workforce planning and recruitment, leadership development, employee development and training, performance management and compensation reviews, career and succession, workforce analytics and organizational effectiveness within specific departments. 

• Partners in the development and leads in the implementation of HR programs and initiatives. Translates local business requirements into HR goals and actions, in line with the organization and strategic initiatives. 

• Responsible for department workforce planning by partnering with line managers in forecasting and planning their talent pipeline requirements in line with the function or business strategy. Drives discussions related to workforce and organization design changes based on business needs, organizational capability, and provides recommendations. 

• Consults with talent acquisition on strategies to support departmental labor demand models. 

• Collaborates as needed on development, implementation, and communication of HR procedures and policies. 

• Collaborates with leadership to execute organizational development strategies in areas such as performance management, talent and leadership development. Facilitates formal training as appropriate. Identifies performance-related competency gaps and recommends appropriate correction.  

• Reviews analysis provided by HR operations regarding market data, assigned pay grades, job codes, alternative options for use of existing job code, job descriptions, merit increases, etc. and provide consultative feedback. Provides recommendation on local compensation strategies and facility-specific compensation decisions. 

• Implements employee engagement programs and initiatives and collaborates with departments regarding HR strategies. Leads projects related to preparation and administration of programs for employee engagement and retention, such as preparing the Employee Direct Report List for the engagement survey. 

• Provides guidance to leaders in the administration and interpretation of policies, assuring consistent administration. Partners with HR colleagues to implement and administer policies and programs.  

• Maintains knowledge of legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance. Champions recommendations and revisions of policies and procedures. 

• Serves as change agent, demonstrating the ability to influence, negotiate and gain buy-in at multiple levels within the organization. Drives employee engagement and change management activities. Coaches’ leaders through change management processes, advising them on the implications of short and long-term decisions, strategies, and large-scale change efforts that will yield sustainable business results. 

• Monitors workforce data and analyzes HR metrics to identifies trends, formulates insights, and makes recommendations on key business opportunities to influence and drive employee engagement, performance, retention, employee experience, and influence stakeholder and management decision making. 

Qualifications

• Bachelors and advanced degrees in human resources, organizational leadership, or related