Employee Success Partner (HRBP)

Year Up•Detroit, MI

1d•Hybrid

About The Position

The Employee Success Partner is responsible for fostering a thriving work environment by enhancing employee experience, engagement, and development. This role ensures that HR policies and programs support both individual growth and organizational objectives. Key functions include supporting recruitment, managing employee relations, administering benefits, overseeing performance management, handling compensation, coordinating training, and ensuring compliance. The Employee Success Partner aligns HR strategy with organizational goals and ensures legal adherence to policies.

Requirements

Bachelor's degree in HR, Business, or related field
5-7 years of HR experience as an HRBP, HR Manager, Senior HR Generalist or related roles
At least 5 years of experience with high level Employee Relations issues and ability to make recommendations for resolutions.
Experienced in coaching and mentoring People Managers and Supervisors.
Exceptional interpersonal, communication, and problem-solving skills.
Strong ability to handle multiple work streams simultaneously with tight deadlines.
Understanding of Employment Laws.
Strong organizational skills and ability to manage multiple priorities.
Ability to build trust and rapport across all organizational levels.
Data-driven mindset to analyze metrics and drive decisions.
Proven experience in Leave Laws, Compensation, and Benefits.
Proven experience in all HR areas of the full life cycle.

Nice To Haves

ADP, Workday and HR Acuity experience

Responsibilities

Serve as a point person for employee concerns, fostering open communication and conflict resolution.
Develop and implement strategies to build a positive, inclusive, and high-performing company culture.
Handle complex employee relations issues and investigations with ability to make recommendations on resolutions.
Ensure excellent documentation of investigations and complete them timely.
Understand federal and state laws and regulations.
Mentor and coach managers to have difficult conversations and document performance issues.
Understand and proficiently handle unemployment claims and documentation.
Design and manage engagement programs, recognition initiatives, and well-being efforts.
Collaborate with onboarding, training, and performance management systems.
Identify training needs and coordinate professional development opportunities.
Support career pathing and talent retention strategies.
Work with leaders to identify future work force planning within the organization.
Partner with leadership to align HR initiatives with business goals.
Analyze HR metrics to assess program effectiveness and recommend improvements.
Ensure compliance with HR laws and regulations.
Develop, implement, and update HR policies, ensuring adherence to employment laws and regulations (e.g., EEO, harassment).
Assist with tracking and reporting for annual compliance training.
Work collaboratively with Learning and Development to curate people manager training and facilitation.
Collaborate on recruitment, selection, and seamless onboarding processes.
Work closely with hiring team to ensure a seamless recruitment experience internally and externally.
Work with hiring managers to review job descriptions.
Have a clear understanding of the organization’s benefits package.
Proficiency in multi-state leave laws.
Have a clear understanding of compensation practices and ability to make recommendations.
Work closely with Functional Leaders to understand challenges and make recommendations on team design and structure.
Have a clear vision of each section of business that needs to be supported operationally.
Identify areas of succession planning and execute timelines to ensure consistent practices throughout the organization.
Understand trends and themes with ER matters to make recommendations for operational excellence.
Perform other duties as assigned by leadership.