Corporate People Business Partner

Finish Line•Indianapolis, IN

26d

About The Position

The People Business Partner is responsible for effectively driving the execution of JD Finish Line’s talent strategy by providing coaching services to assigned business groups on performance management, employee relations, succession planning, org design, compensation, and individual and team development. This individual will effectively exhibit JD Finish Line’s core values of Customer, People, Winning, Community, and Financial Responsibility in everything they do by performing the following key duties: Holds ownership of all employee relations matters for assigned business units, including decision making on disciplinary action matters, including terminations. Investigates and resolves employee relations issues, which include analyzing evidence, applying relevant laws, policies, and precedents in order to reach conclusions; prepares written case summaries of all employee relations matters. Provides guidance and direction to business partners on org design, org change proposals, job descriptions, and compensation, including the annual merit process. Plays a critical ownership role in the execution of the annual performance management review process (talent maps and check-ins), including consultative meetings with business leaders focused on enhancing talent to drive the business forward. Partners with assigned business groups by assisting with development plans, performance improvement plans, and succession planning for current employees. Provides feedback and perspective on organizational training and development opportunities based on organizational needs and partners with the Learning & Development team to deliver solutions. Conducts exit interviews of voluntary terminations; analyzes trends and recommends solutions; responsible for a positive off-boarding experience for all employees. Assists with change management as departments undergo operational changes. In partnership with the Talent Acquisition team, drives the ongoing strategic initiative of hiring from within, including development of programs raising awareness of career pathing opportunities and proactively identifying potential internal, diverse candidates through succession planning. Ensure all new hires have a desirable onboarding experience, setting them up for success in their new roles, including delivery of new employee orientations and new hire check-ins. In partnership with the Manager, Communications & Employee Engagement, plays a key role in driving programmatic initiatives and projects around diversity and inclusion and employee engagement. Upholds HR regulations and helps to proactively keep the company in compliance with all state and federal laws. Other duties and responsibilities as assigned.

Requirements

Bachelor’s degree from a four-year college or university, preferably in Human Resources, Business Management, Communications, IO Psychology, or other business related function and 2 - 4 years of experience in employee relations, organizational development or other relevant human resources function; or equivalent combination of education and experience.
Should have intermediate knowledge and abilities with Microsoft Word, Excel and Powerpoint or Google Suite, as well as the ability to navigate HRCM systems.
Punctuality and regular attendance consistent with the company’s policies are required for the position.

Nice To Haves

Internal experience with JD Finish Line strongly preferred.

Responsibilities

Holds ownership of all employee relations matters for assigned business units, including decision making on disciplinary action matters, including terminations.
Investigates and resolves employee relations issues, which include analyzing evidence, applying relevant laws, policies, and precedents in order to reach conclusions; prepares written case summaries of all employee relations matters.
Provides guidance and direction to business partners on org design, org change proposals, job descriptions, and compensation, including the annual merit process.
Plays a critical ownership role in the execution of the annual performance management review process (talent maps and check-ins), including consultative meetings with business leaders focused on enhancing talent to drive the business forward.
Partners with assigned business groups by assisting with development plans, performance improvement plans, and succession planning for current employees.
Provides feedback and perspective on organizational training and development opportunities based on organizational needs and partners with the Learning & Development team to deliver solutions.
Conducts exit interviews of voluntary terminations; analyzes trends and recommends solutions; responsible for a positive off-boarding experience for all employees.
Assists with change management as departments undergo operational changes.
In partnership with the Talent Acquisition team, drives the ongoing strategic initiative of hiring from within, including development of programs raising awareness of career pathing opportunities and proactively identifying potential internal, diverse candidates through succession planning.
Ensure all new hires have a desirable onboarding experience, setting them up for success in their new roles, including delivery of new employee orientations and new hire check-ins.
In partnership with the Manager, Communications & Employee Engagement, plays a key role in driving programmatic initiatives and projects around diversity and inclusion and employee engagement.
Upholds HR regulations and helps to proactively keep the company in compliance with all state and federal laws.
Other duties and responsibilities as assigned.