Human Resource Business Partner

Hunter Douglas•Broomfield, CO

8h•$95,000 - $120,000

About The Position

The Human Resources Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated functional groups. The HRBP serves as a mentor, coach, and consultant to management, and the organization. The successful HRBP will act as an employee champion and change agent. The HRBP assesses and anticipates HR-related needs with the organization. Communicating needs proactively with HR department and business management, the HRBP seeks to develop integrated solutions. The HRBP formulates partnerships across the HR function to deliver value-added service to management and employees that reflect the business objectives of the organization. The HRBP maintains an effective level of business literacy about the functional groups’ financial position, its midrange plans, its culture and its competition.

Requirements

Must possess a Bachelor's Degree in Human Resources, Business, or related discipline, or combination of education and equivalent work experience.
5+ years of previous Human Resources Business Partner experience.
Successful and consistent demonstration of HDWF values and leadership competencies.
Serves as a positive role model within HR/EHS and the organization.
Is influential and respected as a leader within HDWF.
Successful demonstration of managing talent within an organization to include acquisition, development, performance, employee relations, compensation and benefits, and
Ability to partner effectively with the organization to drive impactful HR initiatives as well as day to day service delivery
Ability to balance competing priorities in both strategic and day to day service delivery.
Excellent project management, organization, prioritization, and multitasking skills
Ability to manage strategic and tactical responsibilities with ease and a positive attitude.
Ability to complete projects on time and within budget.
Ability to juggle multiple projects from multiple sources and complete them on time and within quality standards.
Ability to adapt and be flexible with change
Ability to successfully build respectful and trusting relationships at all levels across an organization.
Ability to consult, coach, and influence actions and opinions of others
Ability to react well under pressure; treats others with respect and consideration regardless of their status or position
Ability to maintain confidentiality.
Ability to gather and interpret data.
Ability to use this data to make a decision.
Ability to analyze a situation, generate solutions and implement an action plan.
Innovative in approach and idea generation.
Ability to manage difficult or emotional customer situations professionally.
Ability to speak clearly and persuasively in positive or negative situations.
Demonstrates solid listening skills.
Ability to present and facilitate meetings.
Ability to communicate clearly (verbal and written) to convey ideas.
Ability to vary style according to audience or situation.
Ability to interpret business reports and react proactively to the data.
Ability to analyze current business and identify opportunities for improvement.
Ability to make decisions; exhibits sound and accurate judgment; supports and explains reasoning for decisions.
Skill using Word, Excel, Powerpoint, HRIS systems, the Internet and on-line recruiting software.
Solid knowledge of all applicable Federal and State Laws.
Solid knowledge of FMLA/STD/ADA administration.
Solid knowledge of Hunter Douglas compensation and benefit plans
Solid knowledge of all Hunter Douglas policies and procedures

Nice To Haves

HR Certification Institute (HRCI) or Society of Human Resource Management (SHRM) designation preferred.

Responsibilities

Conducts weekly meetings with respective functional groups.
Provides proactive communications and ensures effective communication throughout the organization.
Familiarity with Company, Divisional and assigned functional group/department strategy and goals.
Leads and/or participation on various HR and business strategic goal teams.
Drives impactful HR initiatives as well as day to day service delivery.
Serves as a mentor, coach, and consultant to others within the team and organization.
Ability to understand and interpret business reports (turnover reports, balance sheets, labor and staffing costs, etc.) in order to proactively address business needs.
Consults with management, providing HR guidance.
Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
Manages and resolves complex employee relations issues.
Conducts effective, thorough and objective investigations.
Participates in daily TIER meetings as SME for Human Resources team.
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 (coaching, counseling, conflict management, career development, promotions, performance improvement, disciplinary actions).
Acts as SME for HDMS (Hunter Douglas Management System) auditing as related to the people pillar.
Assists EHS team with effective workers compensation management guidance and workflows.
Apply lean principles to develop organizational readiness and drive performance improvements.
Maintains high level of confidentiality and professionalism with peers and staff.
Works closely with management and employees to improve work relationships, build morale, and increase productivity, retention, and employee engagement.
Provides HR policy guidance and interpretation.
Utilizes leading and lagging indicators for predictive analytics approach to decision making.
Maintains division compensation programs in accordance with corporate and divisional guidelines.
Assists management with compensation policy administration and interpretation.
Responsible for recruiting, interviewing and hiring for all levels of positions within the organization.
Works closely with Compensation and Recruiting partners to ensure attraction and retention of a qualified workforce.
Provides guidance and input on functional groups restructures, workforce planning and succession planning.
Identifies training, development, and coaching needs for functional groups, leadership, teams, and employees.
Sources and/or develops and facilitates appropriate solutions.
Participates in evaluation and monitoring of success of programs.
Follows-up to ensure objectives are met.
Familiarity with all company benefit programs.
Assists employees with benefits questions or issues.
Fosters a safe work environment and serve as a backup to The Source Department in the area of Workers Compensation.
Ability to work in a constant state of alertness and safe manner.
Position requires regular and predictable attendance.
Employees are held accountable for all duties of this job.
All other duties as assigned