HR Business Partner

Airgas•Tulsa, OK

13d

About The Position

The HR Business Partner is responsible for implementing HR strategy by proactively partnering with client groups and stakeholders to deliver expected results. This role provides insight and advises the organization on opportunities to improve effectiveness through collaboration with HR CoEs and the GBT. This individual must possess data analysis skills to translate workforce metrics into actionable business intelligence.

Requirements

Education: Bachelor’s degree in Human Resources, Business, or a related field.
Experience: Minimum of 3 years in an HR Business Partner or relevant HR professional role.
Technical Skills: Data Analysis and Reporting: Strong skills in data analysis and reporting for data-driven decision-making.

Nice To Haves

Prefer experience in mid-level HR roles for industrial, distribution, or manufacturing organizations, including managing remote workforces.
Systems: Prefer proficiency in Workday and Google Suite.

Responsibilities

Talent Reviews: Lead BSC talent reviews and succession planning to build diverse pipelines and identify high potential and watchlist associates.
Diversity & Inclusion: Act as a culture change agent to champion inclusion and diversity, specifically driving efforts to meet gender diversity targets.
Leadership Development: Develop future leaders through robust development plans and career pathing initiatives linked to the Leadership Development Roadmap (LDR).
Workforce Planning: Lead long-term staffing and workforce planning strategies to ensure the organization is "future-ready".
Engagement Strategy: Cultivate a highly engaged, high-performance workforce by driving the BSC’s "myVoice" engagement survey participation and action planning.
Consultative Coaching: Serve as a trusted advisor to business leaders on human capital, organizational development, and employee relations.
Retention Initiatives: Execute retention strategies, such as Stay Interviews, to stabilize the workforce and improve the Employee Net Promoter Score (eNPS).
Data Analysis & Reporting: Create and maintain HR dashboards; interpret complex data sets (turnover, tenure, headcount) to provide stakeholders with actionable insights.
Digital Proficiency: Utilize Power BI and Google Suite to automate reporting and improve the accuracy of human capital metrics.
Operational Leverage: Utilize the GBT and CoEs to streamline administrative tasks and promote self-service options for associates.
Risk Mitigation: Proactively identify and address potential risks while ensuring compliance with laws, regulations, and company policy.
Organizational Design: Design roles and structures that drive efficiency and agility based on evolving business needs.
Change Management: Influence the successful execution of HR programs and act as a change agent during organizational pivots or M&A activities.
Strategic Alignment: Develop and implement HR strategies to drive business outcomes.