Human Resources Business Partner

Forvis Mazars, LLP•Charlotte, NC

41d•Hybrid

About The Position

The HR Business Partner (HRBP) plays a key role in driving business results by aligning human resources strategies with the firm’s overall goals. Acting as a strategic advisor and consultant to management, the HRBP addresses a wide range of HR-related matters. The HRBP collaborates with the Regional HRBP Lead and Managing Partner(s) to set HR strategy in alignment with business strategy, needs, and goals. They ensure actionable and measurable plans are developed and implemented to execute the regional strategy, monitoring plan completion and effectiveness. The HRBP participates in firm leadership planning meetings to ensure the people implications of strategic business decisions are considered and evaluated. They use metrics, trends, and industry knowledge to provide guidance to leaders and to recommend and develop solutions regarding all people-related programs and processes. The HRBP partners effectively with and leverages resources appropriately from the internal HR organization to serve the needs of the region. They develop and implement change management and communication strategies to facilitate employee engagement and ensure transparency of information to employees. Additionally, the HRBP advises management and employees on employee relations issues, identifies trends, and helps develop appropriate solutions. They respond to employee relations issues such as employee complaints and harassment allegations, and may represent management in investigating, answering, and settling complaints. The HRBP ensures employee relations processes support the firm’s culture and minimizes firm risk, including addressing performance issues, advising on disciplinary procedures, and participating in counsel out discussions. They stay apprised of exit interview data, analyze trends, and develop strategies (with regional leaders) to address common themes as needed. The HRBP provides coaching and support to managers to ensure successful application of the firm performance programs and supports partners and managers in staff coaching and development responsibilities. They oversee semi-annual Talent Review processes, including facilitation of succession and high potential identification discussions and appropriate follow-up with office, market, and regional leaders. The HRBP uses key manager and staff metrics to facilitate performance and succession discussions and oversees the completion and quality of leadership feedback surveys. They ensure HR policies and practices are applied consistently and appropriately and facilitate the implementation of new HR policies and procedures. The HRBP refers questions or concerns regarding policy interpretation to the HR Service Center and general employee inquiries to the HR Service Center. They follow up with HR department staff as needed to ensure resolution of issues and ensure proper handling of situations to maintain compliance with federal and state employment laws. The HRBP oversees the annual compensation & promotion process for the assigned office/market, including review of proposed changes for consistency and equity, taking into account employee performance, market data, and market conditions. They partner with the Total Rewards team to ensure clarity and consistency with pay and rewards practices and maintain familiarity with and support all Firm-wide benefits. If applicable, the HRBP effectively manages HR staff in the market to ensure they meet the position requirements and established goals. They coach and mentor other market HR staff by providing ongoing feedback through the Performance Enrichment Process and informal methods. The HRBP assists market HR staff with setting measurable goals and creating individual learning plans, and helps identify internal succession plans for market HR staff and supports career growth. They lead by example and maintain a team environment that fosters collaboration and continuous learning.

Requirements

Bachelor’s Degree
5+ years of relevant experience working in an HRBP capacity
Proficiency in Microsoft Office Suite

Nice To Haves

Master’s Degree
Current and valid SHRM-CP/SCP or PHR/SPH

Responsibilities

In collaboration with the Regional HRBP Lead and Managing Partner(s), sets HR strategy in alignment with business strategy, needs and goals
Ensures actionable and measurable plans are developed and implemented to execute the regional strategy; monitors plan completion and effectiveness
Participates in firm leadership planning meetings to ensure the people implications of strategic business decisions are considered and evaluated
Uses metrics, trends, and industry knowledge to provide guidance to leaders and to recommend and develop solutions regarding all people related programs and processes
Partners effectively with and leverages resources appropriately from internal HR organization to serve needs of the region
Develops and implements change management and communication strategies to facilitate employee engagement and ensure transparency of information to employees
Advises management and employees on employee relations issues, identifies trends and help develop appropriate solutions
Responds to employee relations issues such as employee complaints and harassment allegations.
May represent management in investigating, answering and settling complaints
Ensures employee relations processes support the firm’s culture and minimizes firm risk, including addressing performance issues, advising on disciplinary procedures and participating in counsel out discussions
Stays apprised of exit interview data, analyzes trends and develops strategies (with regional leaders) to address common themes as needed
Provides coaching and support to managers to ensure successful application of the firm performance programs
Supports partners and managers in staff coaching and development responsibilities
Oversees semi-annual Talent Review processes, including facilitation of succession and high potential identification discussions and appropriate follow up with office, market and regional leaders
Uses key manager and staff metrics to facilitate performance and succession discussions
Oversee completion and quality of leadership feedback surveys
Ensures HR policies and practices are applied consistently and appropriately
Facilitates the implementation of new HR policies and procedures
Refers questions or concerns regarding policy interpretation to the HR Service Center
Refers general employee inquiries to HR Service Center
Follows up with HR department staff as needed to ensure resolution of issues
Ensures proper handling of situations to maintain compliance with federal and state employment laws
Oversees annual compensation & promotion process for assigned office/market including review of proposed changes for consistency and equity and taking into account employee performance, market data and market conditions
Partners with Total Rewards team to ensure clarity and consistency with pay and rewards practices
Maintains familiarity with and support all Firm wide benefits
If applicable, effectively manages HR staff in the market to ensure they meet the position requirements and established goals. Coaches and mentors other market HR staff by providing ongoing feedback through the Performance Enrichment Process and informal methods
Assists market HR staff with setting measurable goals and creating individual learning plans
Helps identify internal succession plan for market HR staff and supports career growth
Leads by example and maintains a team environment that fosters collaboration and continuous learning