Human Capital Business Partner I

1 Harris St Paul•Capitol Heights, MD

About The Position

The Human Capital Business Partner (HCBP) partners with assigned business units to provide human capital consultation, guidance, and support aligned with business objectives. This role applies knowledge of talent management, workforce planning, employee relations, performance management, compensation, organizational effectiveness, and employee development to support leaders and employees throughout the employee lifecycle. The HCBP works closely with People Leaders (PLs), Business Unit Leaders (BULs), Talent Acquisition, Learning & Development, and other Human Capital team members to implement Human Capital programs and initiatives. This role analyzes human capital data, identifies trends, and provides recommendations to support employee engagement, talent development, organizational effectiveness, and business performance. The HCBP serves as a primary Human Capital contact for assigned business units and supports employee relations, talent management, performance management, onboarding, workforce planning, and acquisition integration activities.

Requirements

Bachelor’s degree required in Business Management, Communications, or other HR-related fields
2+ years partnering with multiple departments or business units in a Human Capital Business Partner capacity
Background in employee relations and compliance, with labor relations experience a plus
Ability to coach and advise leaders on compensation, performance, talent development, succession planning, and workforce planning
Knowledge of federal and state employment regulations and how they apply in a business setting
Experience developing job descriptions and conducting compensation market analysis across a variety of roles
Clear communicator with strong relationship building skills and proficiency in Outlook, Word, Excel, and PowerPoint

Nice To Haves

Advanced degree preferred
PHR and/or SHRM-CP preferred

Responsibilities

Assists People Leaders (PLs) and Business Unit Leaders (BULs) in developing and implementing team strategies that support long and short-term organization goals.
Partners with PLs and BULs to understand business objectives and support implementation of Human Capital strategies that align with organizational goals.
Uses data and analytics to identify trends and make informed decisions and recommendations on performance, engagement, recruitment, training, and compensation.
Monitors team and organizational structure to identify areas for improvement; recommends and implements solutions to optimize team performance.
Serves as a key point of contact between business units and HC Leadership; reports regularly on business unit needs, progress, performance, and outcomes.
Advise PLs and BULs of recommendations on HC policies and procedures to support the business and ensure legal compliance.
Supports business units through organizational changes, workforce transitions, and new initiatives by providing guidance, communication support, and change management assistance.
Assists leaders in administering policies and programs meant to foster a positive and productive work environment.
Analyzes ER data and trends to identify and report on potential issues, develop preventative strategies, and advise HC Leadership on recommended solutions.
Provides guidance and coaching to managers and employees on human capital-related matters, ensuring alignment with corporate policies, goals, and objectives.
Conducts employee relations investigations and partners with Human Capital leadership and legal counsel as needed on complex or high-risk matters.
Develops communication cascades regarding employee status changes; partners with Marketing + Communication to develop communication strategies for information dissemination and messaging to Harris employees.
Remains current on the company’s organization structure, personnel and employment policies, and federal and state laws regarding employment practices.
Assists BULs in analyzing, interpreting, and delivering Employee Engagement survey results; Partners with BULs on strategy development and implementation for improving employee engagement.
Partners with leaders on performance management opportunities; assists in developing a performance improvement plan (PIP) where appropriate.
Supports implementation and continuous improvement of the performance management process and provide feedback regarding effectiveness and opportunities for enhancement.
Partners with business unit leaders to conduct and implement team organization development, workforce or succession planning conversations and plans, performance management strategies and talent development initiatives as developed by the HC team.
Assists in identifying BU skill gaps and forecasting future talent needs; aligns with Talent Acquisition team to develop strategies for recruitment
Identifies development and training needs within assigned business units and partners with Learning + Development to address capability gaps.
Collaborates with Learning + Development team to provide regular updates on and feedback for high-needs training and employee development opportunities.
Manages scheduling and distribution of reviews in the Human Capital Management System (HCMS) for employees each year.
Partners with Employee Experience Manager (EEM) to create and implement needed communication plan, timeline, and deadlines for team members.
Monitors and tracks completion of employee reviews, assisting leaders as needed throughout the performance management process.
Supports Human Capital due diligence activities for acquisitions, including collection and review of employee-related information and documentation.
Assists in identifying workforce-related risks, integration needs, and compliance considerations during acquisition activity.
Partners with acquisition leaders and Human Capital team members to support employee onboarding, communication planning, data collection, policy alignment, and transition activities.
Assists with integration of acquired employees into Human Capital programs, systems, benefits, performance management processes, and company culture.
Supports retention planning and change management efforts to promote successful workforce integration.
Evaluates Harris’s job descriptions, documenting responsibilities and requirements.
Collaborates with and provides guidance to Employee Experience Team to ensure alignment with all jobs across the company.
Conducts market analysis of company jobs to determine competitive positioning within the organization’s pay programs.
Keeps up to date and knowledgeable regarding company benefits and operations.
Oversees HC Support Assistant as needed to ensure support through the New Hire process; provides process oversight to ensure efficiency and effectiveness.
Partners with leaders to develop and implement New Hire processes that support business goals and improve new hire experience.
Supports leaders as needed in development of Employee Onboarding Plans.
Remains current on the company’s organization structure, personnel and employment policies, and federal and state laws regarding employment practices
Works with hiring managers, IT, location office managers and administrative staff to ensure office space, computer, phone, etc. are ready for new hire upon their first day at work.