HR Business Partner

Shift: Monday-Friday 8:00AM-5:00PM

Location: Woodward

JOB SUMMARY:

The Human Capital Business Partner (HCBP) has a strong knowledge and expertise of employment law and work with leadership throughout the organization in identifying, mitigating risk and acting in an advisory capacity. The HCBP is a strategic partner who aligns business objectives with management and employees, provides consulting and cross-functional expertise to a defined unit or geographic unit regarding human resource strategies, organization development and effectiveness, and other business or HC initiatives. HCBP assesses and anticipates HC related needs. The HCBP formulates partnerships across the HC function to deliver value added service to management and employees that reflect the business objectives of the organization. May provide supervisory oversight to HCM Specialists. Travel required. On-call availability 24/7.

ESSENTIAL FUNCTIONS:

1. Build trust-based, collaborative, sustainable relationships with leadership and customer groups.

2. Serve as primary contact between HCM and business units, providing guidance and expertise in various HCM areas, including employee relations, performance management.

3. Serve as subject matter expert and advisor to all levels of leadership within the organization with a focus on mitigating and minimizing legal risk and identifying concerns regarding all HR issues.

4. Deliver HC services on-site and in real time, to broaden overall awareness of HR initiatives throughout the organization and ensuring the successful integration of cross-functional HC partners with employees and leadership.

5. Conduct organizational Deep Dives. Including but not limited to: scheduling, research, interviews communication, compile data, identify risks, present findings, and make recommendations.

6. Identify gaps and conduct risk assessments based on need, resulting in organizational Deep Dives.

7. Contribute to the business strategy by helping business leaders to identify, prioritize, and build organizational capabilities, behaviors, structures, and processes.

8. Participate in strategic planning to help business meet present and future goals.

9. Compile, maintain and disperse departmental metrics for company and regulatory purposes.

10. Analyze trends and metrics in partnership with HC group to develop solutions, programs and policies.

11. Research, develop and conduct annual training for leadership on Critical Updates that have farreaching organizational impact.

12. Develop and maintain current content and training materials for Management Essentials.

13. Participate in or conduct Facilitated Conversations in an effort to gain knowledge and understanding of deeper issues and concerns, with a focus on commonalities, commitments and conflict resolution.

14. Stay current and up to date on various Human Capital policies, procedures, laws, standards and government regulations. Communicate updates to leadership as appropriate.

15. Partner with other areas of HC to develop and deliver comprehensive solutions to internal customers.

16. Help develop and promote feedback mechanisms for employees to influence the continuous improvement of HC services and processes.

17. Identify new opportunities where HC can add value to the business. Help management identify and provide employees with development opportunities, ensuring that they are able to meet current and future performance standards.

18. Maintain knowledge of progressive Human Resource practices and key trends with a focus on impact and potential implementation in an effort to facilitate long-term initiatives aligned with the strategic agenda.

19. Actively listen to understand employee concerns and opinions; anticipate their needs and concerns; and be able to raise real issues to the next level in a timely manner.

20. Ability to actively engage in critical conversations with all employees relating to domestic abuse, harassment, retaliation, favoritism, etc. and guide them through the resolution process; facilitate communication with appropriate resources; follow up on the situation as needed.

21. Provide coaching and guidance to leadership and employees regarding employment issues, including but not limited to: policy and procedure, interpretation/application, performance management, performance reviews, corrective action, internal investigations and separations.

22. Provide expert advice and coaching to employees when appropriate.

23. Provide guidance and input on business unit restructures, workforce planning, succession planning.

24. Provide oversight and facilitate Reasonable Accommodation and ADA processes and requests with employee, management, and benefits.

25. Drive activities associates with the TriCore performance management process (e.g. goal setting, ann