HR Advice Partner II

TD•Portland, ME

1d•$72,280 - $108,160•Onsite

About The Position

The HR Advice Partner II provides day-to-day advice and guidance to People Managers up to AVP level, employees, and HR Business Partners for an assigned portfolio or business line. The role addresses a broad range of complex employee relations and people-management issues, helping ensure compliance with internal and external requirements and a positive employee relations climate. Topics include performance and behavior management, policy and procedure violations, workplace behavior concerns, leaves and accommodations, compensation, career and personal development, health and safety, discipline, terminations, workforce transitions, absenteeism, and disability matters. Supporting multiple lines of business, the HR Advice Partner works closely with business leaders and HR stakeholders as a trusted advisor. The position provides consultation, strategies, options, and risk assessments; coaches managers; supports consistent interpretation and implementation of HR policies and programs; and manages cases and investigations within its authority, escalating matters when appropriate. It also monitors case trends, maintains accurate documentation and case records, identifies process improvements, and promotes teamwork and continuous learning. The role is based in Mount Laurel, New Jersey, with in-office expectations of four days per week. The stated schedule is 40 hours. The position involves continuous sedentary work, sitting, multitasking, operating standard office equipment, concentration, and reading and writing. Domestic travel is occasional; international travel is never required.

Requirements

At least 3 years of experience.
Action-oriented, accountable, and able to exercise sound judgment and make decisions.
Ability to influence and engage colleagues, business partners, stakeholders, and business leaders.
Ownership of results and recommendations.
Strong listening, understanding, and response skills.
Effectiveness in information seeking and probing.
Strong relationship-building and stakeholder partnership skills.
Ability to collaborate, influence, and resolve issues.
Business acumen and understanding of business goals and objectives.
Technical HR and employee relations expertise.
Risk management knowledge.
Ability to navigate internal relationships and functional areas and get things done.
Ability to prioritize and manage time effectively.
Excellent written and verbal communication skills.
Adaptability, flexibility, teamwork, and cooperation.

Nice To Haves

Bachelor's degree preferred.
Employee Relations experience.
Well versed in federal and state employment law.

Responsibilities

Provide day-to-day advice and guidance to People Managers, employees, and HR Business Partners on complex employee relations and people-management matters.
Consult with HR Shared Services, HR Business Partners, Centers of Excellence, and other stakeholders to develop strategies, options, and risk assessments for employee situations and business initiatives.
Adapt advice to business needs and strategy while applying relevant policies; coach leaders and People Managers when appropriate.
Identify risks associated with actions and decisions so the business can make informed decisions.
Investigate and analyze issues, prepare reports, and make recommendations.
Provide informal coaching and educate managers during interactions, sharing tools and resources to build their HR capabilities.
Build trusted relationships and consider perspectives from managers and employees when resolving issues.
Interpret and deliver HR programs, practices, and policy guidance consistently; support implementation of new or changed policies and practices.
Manage cases effectively, resolve matters within authority, and engage or escalate to appropriate HR teams when needed.
Handle a broad range of employee relations matters, including performance management, discipline, manager-employee conflict, terminations, workforce transitions, absenteeism, accommodations, health and safety, and disability matters.
Provide relevant management information about trends, issues, and opportunities; monitor case-management data and contribute to executive-level reporting.
Identify and promptly escalate high-risk matters and issues with broader corporate implications; maintain thorough documentation and follow up on open matters for timely resolution.
Follow operating procedures and authority levels, maintain a culture of risk management and control, and enter case files into the database promptly.
Identify process improvement and efficiency opportunities.
Promote teamwork, team building, and continuous learning within the team and the broader HR Advice Channel.