Human Resources Business Partner

Overview

The HR Business Partner will be a member of a business unit and or functional leadership team and serve as a key business partner to provide strategic and tactical human resources leadership. This role will partner with other HR processes such as talent acquisition, performance management, compensation, organizational effectiveness and benefits.  The HR Business Partner will be involved in employee coaching and development, employee communication; lead innovative HR programs and practices to drive employee satisfaction and retention; partner with management to provide strategic support and leadership, develop successful leaders and build effective teams for the organization; and support broad based HR initiatives by partnering with the corporate HR team to leverage best practices across the entire organization. The successful HR Business Partner drives changes within the HR organization and within assigned client groups, an employee champion, and change agent and proactive problem solver.

Responsibilities

Strategy

• Contribute to the business strategy by helping identify, prioritize, and build organizational capabilities, behaviors, structures, and processes.
• Drive Human Resources strategies to ensure that individual and team behaviors and performance are consistent with the business mission, strategies and values.
• Actively identify gaps and implement changes necessary to ensure compliance, reduce risk and ensure we are providing employees with innovative HR practices.
• Work with leaders, individuals, teams, functional units, and the organization as a whole to facilitate change, strengthen organizational alignment and increase effectiveness of execution.
• Ensure Alignment between strategic goal setting process and performance management process to ensure the organization has the depth and breath of talent to achieve organizational goals.

Leadership/Relationships

• Facilitate line of sight initiatives to build a high-performing organization aligned with the strategic leadership agenda.
• Demonstrated ability to effectively work with employees, managers and partners, partners to accurately access needs, provide information or assistance, resolve problems, or satisfy requirements.
• Seeks to understand situation or obtain information by asking questions, paraphrasing to ensure understanding and responding in appropriate helpful ways.
• Build effective relationships of trust and credibility with internal customers that lead to stronger buy-in and sponsorship within the business.
• Provide unfiltered feedback to leaders to enhance their personal effectiveness.

Organization Capability

• Understand the key competencies required to achieve organizational goals and help the business develop and implement plans that improve competitiveness and customer relationships.
• Build organizational capability through individual and organizational development planning, succession planning and identifying high potential performers in line with the overall strategy and direction of the business.
• Ensure that the organization has the capabilities to adapt to a changing marketplace and compete through a constant flow of future talent.
• Ensure effective communication of HR services and programs (e.g., benefits, orientation, training and development initiatives, etc.).
• Identify compensation or other issues that are legitimately impacting the organization and work with internal partners and corporate to resolve issues.

Change Management

• Partner with assigned business leaders, individuals, teams and functional units, to facilitate change, strengthen organization alignment and increase effectiveness of execution.
• Develop expert knowledge of the business, products, markets, competitors, etc.

Collaboration

• Partner with colleagues internal and external to the HR function to work with internal partners and corporate resources to ensure a value-adding, consistent level of service to leaders, managers, and employees across the assigned client groups.

Integration/Culture

• From a thorough understanding of key business priorities and an HR perspective, identify obstacles and opportunities central to business strategy and drive recommended actions and solutions.
• Seek opportunities for integration and leverage across organizational functions and processes.
• Demonstrate effectiveness in appreciating, articulating and helping share the company's culture.

Other

• Complete all responsibilities as outlined on annual Performance Plan.
• Complete all special projects and other duties as assigned.