HR Business Partner

Interstate Batteries•Dallas, TX

5d•Hybrid

About The Position

The HR Business Partner (HRBP) is responsible for aligning business objectives with our employees and leadership in designated business units. The position facilitates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.

Requirements

Minimum of 6-8 years of experience resolving complex employee relations issues.
Bachelor's degree preferred.
Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, performance management, and federal and state respective employment laws.
SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential is preferred.
Excellent verbal and written communication skills.
Excellent interpersonal and customer service skills.
Excellent organizational skills and attention to detail.
Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
Excellent time management skills with a proven ability to meet deadlines.
Strong analytical and problem-solving skills.
Proficient with Microsoft Office Suite or related software.
Effective cross-functional relationship building across the enterprise and at all levels.
Exemplify Interstate’s Purpose and Values.

Responsibilities

Provides hands-on and strategic input, insight, and advice on people-related issues.
Participates in and contributes to weekly meetings with respective business units.
Consults with management, providing HR guidance and counseling when appropriate.
Analyzes trends and metrics to develop solutions, programs, and policies.
Manages and resolves complex employee relations issues.
Conducts effective, thorough, and objective investigations.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
Partners with the legal department as needed/required.
Provides day-to-day performance management guidance to management and employees (e.g., coaching, counseling, career development, disciplinary actions).
Works closely with management and employees to improve work relationships, build morale, and build connection to the culture while increasing productivity and retention.
Provides HR policy guidance and interpretation.
Develops employment terms for new hires, promotions, and transfers.
Provides guidance and input on business unit restructures, workforce planning, and succession planning.
Leads talent assessment through the 9-box process.
Identifies training needs for business units and individual executive coaching needs.
Participates in the evaluation and monitoring of training programs to ensure success.
Follows up to ensure training objectives are met.
Performs other related duties as assigned.