HR Business Partner

Milliman•Dallas, TX

7d•$78,800 - $145,130•Remote

About The Position

The HR Business Partner Team at Milliman Global Corporate Services (GCS) is looking to hire a HR Business Partner. The HR Business Partner position strengthens our company's culture by partnering with practices to develop strategies that support retention, performance management and a high level of employee engagement. The HR Business Partner role provides strategic and some operational HR support across work force planning, employee relations, talent development, performance management, training, and other key HR initiatives.

Requirements

Bachelor's degree and/or relevant industry experience.
The ideal candidate must have a minimum of 10 years' experience in resolving complex employee relations issues.
The ideal candidate must have a SHRM Certified Professional (SHRM-CP) credential or be HRCI Certified.
The ideal candidate must have working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity and inclusion, performance management, and respective employment laws, state and federal.
Demonstrates a professional and consultative approach when working with executives, leaders, management, and employees at all levels, with a strong ability to influence decisions, build alignment, and drive outcomes.
Must have strong communication skills.
Must have previous experience with organizational design.
Must have the demonstrated ability to handle confidential and sensitive information as well as possessing skills to handle situations in a professional and diplomatic manner.
Must have the demonstrated ability to manage and follow through on multiple priorities and assignments.
Must have the ability to be flexible, but also to distinguish when appropriate to maintain boundaries.
Thrives in environments with a high degree of autonomy and variability, using strong judgment and adaptability to navigate ambiguity and differing approaches across teams and practices.

Responsibilities

Builds the business partner relationship with executives, management, and teams; understands the business, goals, and challenges; and identifies and develops solutions to address systemic issues.
Provides advice to executives and supports management teams in areas of organizational effectiveness, workforce planning, employee engagement, performance management, training, and development.
Analyzes HR trends and metrics, including conducting exit interviews, reviewing turnover data and engagement results, partners with practice leaders to develop effective and consistent people solutions, programs and policies throughout the business.
As a steward of the company's values, advises, influences and coaches to build and support a diverse, inclusive, productive and high integrity work environment.
Provides guidance and input on restructures, workforce planning and succession planning.
Coaches and counsels managers on maintaining positive employee relations for a wide range of issues. Supports managers with PIPs and involuntary terminations. Conducts investigations in response to complex employee relations issues and recommends/implements courses of action based on investigation results.
Collaborates with business leaders on employee development and talent planning decisions. Assists leaders with annual reviews and development plans for employees.
Develops strategies for practices to leverage tools, such as our HCM tool, UKG, to help them grow their business.
Produces HR-related information, on ad hoc basis, for the practice/discipline during the RFP process.
Maintains knowledge of legal requirements related to the management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
Drives key HR team projects by taking a leadership role and managing project efforts including scheduling and resources as well as owning responsibility for holding project team members accountable for deliverables.
Co-develops project processes and timelines. Works collaboratively with project managers to plan, drive, and monitor projects.
Identifies opportunities to develop and implement process improvement initiatives.
Responsible for monitoring status, managing issues, and escalating when appropriate.

Benefits

Medical, Dental and Vision – Coverage for employees, dependents, and domestic partners.
Employee Assistance Program (EAP) – Confidential support for personal and work-related challenges.
401(k) Plan – Includes a company matching program and profit-sharing contributions.
Discretionary Bonus Program – Recognizing employee contributions.
Flexible Spending Accounts (FSA) – Pre-tax savings for dependent care, transportation, and eligible medical expenses.
Paid Time Off (PTO) – Begins accruing on the first day of work. Full-time employees accrue 15 days per year, and employees working less than full-time accrue PTO on a prorated basis.
Holidays – A minimum of 10 paid holidays per year.
Family Building Benefits – Includes adoption and fertility assistance.
Paid Parental Leave – 11 weeks of paid leave for employees who meet eligibility criteria.
Life Insurance & AD&D – 100% of premiums covered by Milliman.
Short-Term and Long-Term Disability – Fully paid by Milliman.