HR Business Partner/Sr. HR Business Partner

Summary

Buckle is expanding our Human Resources team and is seeking qualified candidates for both the Human Resources Business Partner (HRBP) and Senior Human Resources Business Partner (Sr. HRBP) positions. We encourage applicants with varying levels of experience to apply. This posting outlines the core responsibilities and expectations for the Human Resources Business Partner (HRBP) role. The Senior Human Resources Business Partner (Sr. HRBP) position carries similar responsibilities, with additional leadership expectations and a greater focus on strategic decision-making and organizational development. The position level, qualifications and expectations will be discussed during the interview process.

This is a leadership position in the Human Resources department responsible for providing guidance to Teammates and Leadership across the Company. This is a position in the HR Business Partner series. This position evaluates and executes Human Resources goals and objectives and is involved with policy development and adherence. This role will focus on the functional areas of HR– Teammate Experience, Talent Development and Learning, Teammate Relations, and Technology.  HR Business Partners will be cross-functional and able to perform in each area successfully.

Essential Duties and Responsibilities
This description intends to describe the general nature and level of work performed by Teammates assigned to this job. It is not intended to include all duties, responsibilities, and qualifications. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

Teammate Experience

• Create and facilitate new Teammate orientation, performance management training, and other trainings on relevant topics.
• Coach Teammates by identifying and resolving issues, implementing best practices, anticipating internal organizational issues, proposing solutions, and holding Teammates accountable through the Commitment to Success program.
• Draft and distribute company-wide communications related to HR matters, policies and procedures, and upcoming events.

Talent Development and Learning:

• Create and facilitate leadership training for new Store Managers, Management Trainees, and Corporate Office Leaders. 
• Evaluate and update training programs based on feedback from Management and Teammates through various sources including surveys, suggestions, and individual Teammate feedback.
• Ensure accurate recordkeeping of completed training programs.
• Develop training initiatives that support the overall business goals of the organization.
• Review content and quality throughout the Teammate Center and present suggestions for improvements.
• Analyze Teammate Center site information, including usage trends and statistics, communicate usability reviews and recommend aligned improvements.

Teammate Relations:

• Manage and resolve complex Teammate relations issues and mediate conflicts by utilizing strong communication and active listening skills while consulting with Teammates and Managers to identify root-cause issues and provide guidance to create timely solutions and productive outcomes.
• Conduct effective, thorough, and objective investigations, including formulating recommendations for next steps and corrective actions as appropriate.
• Exercise independent judgment and discretion regarding performance management and terminations.
• Assist in development of and implement Human Resources policies and procedures in collaboration with the Legal Team.

Technology:

• Provide oversite of the time and attendance function in the HRIS, known as UKG.  Ensures records are accurately maintained and reporting structures are correct.
• Collaborate with other Buckle departments to ensure efficient set up and workflows are in place in UKG.
• Oversee and maintain records kept in the case management system, maintaining accurate and confidential documentation of Teammate relation situations.
• Stay abreast of system upgrades and recommend enhancements.

General:

• Evaluate and assess current practices, and recommend new approaches, policies, and procedures to ensure continuous improvements through knowledge of labor law and HR best practices.
• Act