HR Business Partner II

National Property Solutions Group•Sparks, NV

About The Position

The HR Business Partner is a pivotal role, supporting one or more business divisions. The successful HRBP will gain a deep understanding of the operations of the division(s) they support and build close working relationships with the leadership. This business partner plays a pivotal role in the effectiveness of the division(s) and can impact the ability to meet divisional and corporate objectives. This role is required to have strong strategic and tactical expertise, and is relied upon for counsel, leadership, execution, innovation, and results that improve our field Operations team’s ability to meet their customer and organizational priorities.

Requirements

In general, the HRBP must have well-developed skills in communication, leadership, and change management.
Communication: Strong communication skills are a requirement as an HRBP, as the role requires frequent interaction with all levels of the company. The ability to listen and understand the concerns expressed by leadership and employees is essential. However, the ability to translate concerns into action is also essential. Solid communications skills under pressure are also necessary to success.
Project Management: Managing projects is a frequent component of this position. The ability to track, manage, drive to completion, and communicate complex requirements is necessary.
Problem Solving: There is an ongoing need to evaluate and seek to solve problems. The ability to identify root causes, objectively evaluate and seek solutions, and understand the implications (and unintended consequences) to various decisions.
Leadership: In general, strong interpersonal skills are essential to success as an HRBP. The ability to model and apply leadership skills will also be pivotal to supporting division employees at all levels. This skills category also includes being able to coach and motivate others.
Process Improvement: An eye towards continuous evaluation of processes for non-value-added steps can facilitate the change necessary to achieve maximum efficiency in HR-related tasks. This would also apply to processes that the HRBP observes in their division(s), and the ability to provide feedback to appropriate parties with recommendations for improvement.
Knowledge of state and federal employment laws and regulations including but not limited to the EEOC, FMLA, ADA, Title VII and the FLSA.
Ability to work in a fast-paced environment; comfortable with frequently changing priorities and focus.
Strong proficiency in MS Office Suite, (Word/Excel/PowerPoint); human resources information systems and online collaboration tools.
Ability to travel up to 25% of the time.
Bachelor’s degree in a related field required.
A minimum of 5 years in a strategic HR role, with progressively increased responsibilities.
At least 3 years of experience working with operational teams within a manufacturing, supply chain, and/or construction environment.
Strong background in creating and executing HR strategy, talent planning, organizational design, workforce planning, training, employee relations, and talent acquisition.
Demonstrated ability to build collaborative relationships with employees at all levels of the organization (corporate and non-corporate environments).
Demonstrated strong project management skills with multi-tasking abilities.
Excellent written and oral communication skills; strong presentation skills.

Nice To Haves

Prior experience supporting a workforce with multi-state operations is preferred.
Experience leading or having strong participation in a major change or transformation project.

Responsibilities

Work closely with divisional leadership to understand immediate objectives, project timelines, as well as medium- and long-term goals.
Build positive, trusting relationships with the operations teams, offering thought leadership and providing strategic advice and counsel regarding organizational and people-related strategies.
Coach, mentor, and lead team members to meet operational objectives. This includes serving as a subject matter expert on employee relations issues, compliance matters, and other related subjects.
Provide expertise in performance management, coaching, data analysis, employee relations, learning and development, recognition programs, and strategic development.
Maintain an overall understanding of divisional activities, adjusting to changing needs.
Evaluate training needs and facilitate support for meeting those requirements.
Act as a single point of contact for the employees and managers, establishing rapport and credibility.
Develop and implement change initiatives designed to enhance employee engagement, development, and productivity.
Leverage available data to guide decision making and provide proactive solutions.
Partner with business leaders and HR colleagues to identify and establish short- and long-term HR metrics based on business plans and customer expectations.
Manage complex HR projects within the division and cross-functionally among the divisions.