HR Business Partner

POSITION SUMMARY:
The HR Business Partner develops collaborative working relationships with internal customers (managers, supervisors, and leaders) to deliver value-added human resources solutions, and acts as a liaison between business leaders and corporate HR department. Main point of contact with employees on human resources matters. Coordinates with assigned business units and HR to implement services, policies and programs that support a high-performance workforce. Clearly understands the vision and strategies of the Company and the business units they are supporting. Overall, focus placed heavily on processes and systems related to people in the organization.

 

ESSENTIAL FUNCTIONS:
• Advises on staffing strategies and mentors leadership in position management, recruiting, selection, onboarding and engagement and retention efforts. Implements workforce planning and forecasting initiatives in alignment with HR and organization/department goals. Gathers sufficient information to support job evaluation and classification decisions. Supports job descriptions
and position documentation.
• Leads and facilitates department teams and committees. Implements projects, facilitates change management and advises stakeholders. Participates on HR project teams in a collaborative and inclusive manner. Works closely with HR and business teams to provide input, support initiatives and share best practices to improve operational effectiveness. Acts as a liaison
between human resources team and executives to streamline and coordinate HR initiatives and to ensure that the HR-related work at the company/business unit level is in coordination with all other HR deliverables. Employee development, leadership development, succession planning, and leading organizational change.
• Advises, counsels and provides guidance to managers/supervisors regarding performance management strategies (coaching, tools) and employee relations (disciplinary actions, performance improvement plans). Recommends practices necessary to establish and maintain positive employer-employee relationships.
• Mentors and guides business leaders on employee engagement strategies and efforts. Assist business leaders with implementing programs to engage and inspire employees and reward them for their contributions.
• Acts as a point of contact to address human resources related questions and concerns from staff and management. Works collaboratively with HR resources to provide service.
• Analyzes and reports on HR related data to respective business units. Provides interpretation, guidance and expertise for HR metrics so that business leaders can make decisions.
• Tasks are varied and moderately complex and required a high level of independent decision making which impacts large portions of the organization. Tasks include formulating, interpreting or implementing laws, policies and best practice. Position follows federal and state constitutional requirements and the Company's policy. Position provides consultation advice on matters
of administrative or operational significance to management. Position uses judgment and discretion to develop HR solutions. Position uses judgment and discretion to advice and counsel managers and supervisors on employee-related matters. Position works directly with employees and hiring managers/supervisors. Position interacts with department leaders and leadership teams.

 

EXPERIENCE/QUALIFICATIONS:
• Minimum Degree Preferred: Bachelor’s Degree in HR or related business field required
• Preferred Degree: Master’s degree in Human Resources, Organizational Development or related field.
• Certifications: Professional in Human Resources (PHR) certification preferred.
• Experience: 6-8+ years of experience. Minimum of five years’ professional HR experience in a resource generalist capacity with experience in a medium to large company required. Experience/proficiency with HRIS software and supporting technology. Experience leading HR projects and initiatives. Experience leading cultural change and facilitating change management required.

 

KNOWLEDGE, SKILLS, AND ABILITY:
• Professional HR knowledge and practice in the areas of employment law and regulations, talent management, proactive employee relations, state and federal HR regulations and regulatory requirements, workforce planning, organizational development and training.
• Experience providing effective coaching and facilitation skills; delivering service consistently, reliably, accurately and in a courteous manner; delivering information in a variety of settings; strong problem solving and analytical skills.
• Experience establishing and maintaining collaborative internal and external working relationships. Self-starter, able to work both autonomously and collaboratively with associated teams.
• Knowledge of strategic management principles and the strategic direction of the organization. Knowledge of business operations and alignment of HR services to support the operational needs. Evidence of HR practice reflecting a high level of confidentiality and ethical behavior.
• Personal or professional commitment to diversity as demonstrated by persistent effort, active planning, allocation of resources and/or accountability for diversity outcomes.

 

TRAVEL REQUIREMENTS:
• Ability to travel as needed 0-10% of the time.

PHYSICAL REQUIREMENTS:
• Regularly performs computer work and sits.
• Occasionally walks and stands.
• Seldom/never lifts up to 50 lbs.
 

INDEPENDENT JUDGEMENT:
• Develops objectives and general policies and procedures for a specific program or functional area of responsibility within general scope of established operational goals and plans. Day-to-day work and decisions do not require direction or review by immediate supervisor. End results are reviewed by supervisor.