HR Business Partner

TOTE Resources LLC•Jacksonville, FL

48d

About The Position

The Human Resources Business Partner (HRBP) is responsible for providing HR guidance, analyzing metrics, building team capability and engagement, resolving employee relations issues, and driving strategy execution with employees and leaders to improve the colleague experience. The HRBP will act as a consultant in the alignment of HR practices with business goals and objectives to promote corporate culture, Aqua Gulf values, and performance in a designated business unit.

Requirements

3-5+ years demonstrated success within HR generalist or specialty Human Resources functions.
Must possess effective consulting and influencing skills.
Excellent interpersonal and professional verbal and written communication skills.
Effective presentation, facilitation, and public speaking skills.
Ability to problem solve and proactively diagnose and implement solutions to enhance organizational agility and effectiveness.
Ability to analyze and interpret business and people data to identify trends, patterns, and insights that inform strategic decisions.
Excellent organizational skills and attention to detail.
High level of discretion and confidentiality.
Excellent time-management skills with a proven ability to meet deadlines.
Ability to manage multiple, competing priorities, facilitate business processes and work effectively both independently and as part of a collaborative team across multiple levels in the organization.
Passion for results and ability to work in a fast-paced environment.
Strong knowledge of applicable local, state, and federal employment law that impacts the employee geography.
Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and administrative practices related to those functions.
Proficient in Microsoft applications (Word, PowerPoint, Excel) and experience using HRIS systems.

Nice To Haves

Experience supporting merger and/or acquisition activities is preferred.
Advanced degree in Human Resources, Labor Relations or Business preferred.
HR certification preferred.

Responsibilities

Demonstrated exposure and knowledge of multiple human resource disciplines, including labor laws and employment best practices, talent and performance management, employee relations, succession planning, talent acquisition, change management, diversity and inclusion, compensation and benefits, and HRIS systems.
Identify and lead continuous improvement efforts and teams across multiple functions and locations.
Execute business strategy and operating plans into an effective human capital plan, designed to build strong talent, critical capabilities, and an inclusive culture.
Promote positive employee relations and engagement initiatives (recognition programs, retention, engagement/opinion surveys, etc.).
Consult with stakeholders to proactively identify, manage, and resolve employee concerns/issues across multiple locations.
Conduct investigations and make recommendations based on findings by providing problem resolution through policies, applicable state, local and federal labor laws and corrective action.
Facilitate training, feedback sessions and employee meetings (compliance training, functional and leadership development, policy changes, etc.).
Lead employee transitions such as resignations and terminations (workforce reductions, layoffs process, performance management separations, or job eliminations, etc.).
Participate and partner in talent acquisition for business units attending community and campus events.
Demonstrated experience leveraging assessment tools and selecting talent.
Partner with HR Shared Services to embed programs into client groups and implement and support initiatives/services to improve the employee experience (recruitment, total rewards, HR systems, etc.).
Drive development culture within organization and actively coach/counsel on career planning and development.
Analyze trends and metrics in partnership with HR and business to develop solutions, programs, and policies.
Advise and consult on organization performance management philosophy (performance correction, employee performance reviews, goal setting, development planning, etc.).
Facilitate new hire on-boarding to ensure quick and effective assimilation to the Company.
Partner with leave management team to support ADA, Workers Compensation, FMLA processes.
Support business growth opportunities (mergers, acquisitions, new contracts, etc.) with organization talent management strategy design and execution by playing an active role in the culture integration.
Plan, organize, and lead human resource activities, including employee engagement events and community involvement events representing their business unit and TOTE.
Frequently visit work sites and interact seamlessly with employees at all levels to build a positive/respectful work environment/culture.
Serve as lead for business unit internship opportunities, campus and other development programs.