HR Business Partner

SUMMARY/JOB PURPOSE:

The HR Business Partner partners with leadership at all levels of the organization advising them on HR trends/initiatives in a collaborative manner with client groups as they work towards organizational business objectives.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Provide HR Business Partnership to proactively improve every HR element of the client groups

• Responsible for all areas of HR Generalist administration, policy interpretation, employee  complaints, corrective action procedures, and hiring/terminations support.

• Manage and resolve complex employee relations issues

• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the legal department as needed/required

• Acts as a coach and advisor to managers/leaders in assigned client group(s).

• Assist in the creation of human capital strategies that meet the needs of the overall business strategy

• Design, plan, and implement a range of HR projects and programs, including performance and development, talent management, employee engagement survey and HR policy and procedures

• Supportive role in change management initiatives, helping to ensure thorough and effective planning, communication, execution, and follow-up throughout the organization

• Support compensation initiatives and tasks as needed, including: job analysis, design & documentation, job benchmarking and job grading

• Mentor HR Partners

• Takes the lead on process mapping for HRBP related tasks/processes

SUPERVISORY RESPONSIBILITIES:

• There are no supervisory responsibilities for this job.  

EDUCATION/EXPERIENCE/KNOWLEDGE & SKILLS:

Education/Experience:

• Bachelor's degree (B.A/B.S.) from four-year college or university; and a minimum of eight years related experience and/or training, or Master’s degree (M.A./M.S.) and a minimum of six years related experience and/or training.

• Or equivalent combination of education and experience.

Experience/The Ideal for Successful Entry into Job:

• Progressive functional experience in human resources.

• A demonstrated history of success in supporting client groups in a consultive role.

• In depth knowledge of organizational development, process management, and change management.

• Experience conducting effective, thorough and objective investigations and provide appropriate management recommendations

• Previous experience managing a team of direct reports.

Knowledge/Skills:

• An excellent communicator, both written and verbal, with the ability to educate and influence through formal and informal communications.

• Recognition of the importance of being highly responsive to the needs of senior management, colleagues and staff.

• Understanding of related employment laws, concepts and practices related to the administration of a variety of human resources programs.

• Complete understanding and wide application of technical principles, theories and concepts in field of specialty as well as general understanding and knowledge of other related disciplines.

• Use independent judgement and initiative within established policies and procedures.

• Establish and maintain effective working relationships with a variety of individuals from various socioeconomic, ethic and cultural backgrounds.

• Ability to simultaneously manage multiple complicated tasks.

WORKING CONDITIONS:

• Environment: primarily working indoors, performing clerical work or meeting with clients.

JOB COMPLEXITY:

• Works on problems of diverse scope where analysis of data requires evaluation of identifiable factors. May also work on complex issues where analysis of situations or data requires an in-depth evaluation of variable factors.

• Exercises judgment in selecting methods, techniques and evaluation criteria for obtaining results.

• Networks with key contacts outside own area of expertise.

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