HR Business Partner

Clearwater Analytics•Boise, ID

9d•Hybrid

About The Position

As an HR Business Partner, you will play a crucial role in aligning HR programs and outcomes with business goals/objectives. You will help drive initiatives aimed at improving organizational effectiveness, talent acquisition, employee engagement, workforce productivity, and change management. You will report to the Global HRBP leader for Operations and work closely with them to be the strategic HR advisor to the business. This position is based out of our Boise office 4x a week.

Requirements

A minimum of 4 years of relevant professional experience, as a Senior Generalist with a proven body of work desiring to upgrade to a strategic HR support, or from a similar HRBP role or from people consulting (i.e., Organization or People practice areas)
Willingness to engage directly with employees and managers in person to solve problems and be able to work smoothly across organizational boundaries by taking ownership of complex issues.
A curiosity to expand their HR knowledge and stay current with developments in the strategic HR field
Experience working on projects to drive specific outcomes – can either be in a lead or support role
Proficiency in Microsoft Excel for data analysis (including functions and pivot tables) and Microsoft PowerPoint
Strong analytical and problem-solving skills, with the ability to analyze data to determine insights and make recommendations

Nice To Haves

Experience working with financial services or technology companies and/or Operations organizations is preferred
Experience working with high growth companies or companies going through transformative change is preferred

Responsibilities

Analyze market trends and Operations benchmarks in alignment with business goals to identify opportunities for improvement.
Support key initiatives aimed at driving organizational performance and improving organizational effectiveness and design – including defining priorities/initiatives that address hiring, attrition and productivity.
Manage workforce plan for Operations, including hires, employee mobility and headcount budgets.
Support key initiatives aimed at improving workforce mix, hiring strategies/effectiveness, and workforce productivity.
Assess the effectiveness of existing training programs and working with our L&D team and the business to identify additional areas of focus.
Support leadership and top talent engagement activities for mid-level leaders in Operations.
Analyze metrics related to employee engagement and employee satisfaction survey results with managers to identify/ prioritize areas to improve scores and determine supporting initiatives.
Support the implementation of employee engagement initiatives working with the broader HR team and the business.
Build strong relationships with employees and management to understand their needs and challenges.
Communicate findings and recommendations clearly to stakeholders, ensuring the findings are data- driven and the recommendations are actionable.
Collaborate with cross-functional teams in HR to support organizational initiatives.
Prepare reports and presentations in support of org initiatives and HR programs for an Operations audience.
Lead or participate in HR programs like Mid-Year or Year End Performance Management, Employee Satisfaction Survey etc.
Run business-wide programs, like intern hiring, townhalls/ AMA sessions (in coordination with admins and key leaders).
Be first level of contact for managers & employees who may reach out, and resolve directly or redirect to appropriate team as appropriate.
Do exit interviews for key resignations, and run other attrition-related programs to recommend division or company-wide actions to address.