Human Resources Business Partner

Banner Life family of companies•Frederick, MD

52d•$93,200 - $128,075•Hybrid

About The Position

The Human Resources Business Partner is responsible for aligning business objectives with employees and management and for solving complex organizational challenges through people-related solutions. Work closely with the leadership of their client group to provide proactive support on all aspects of HR, thinking strategically about challenging people topics that need innovative solutions. Create people strategies that support staff in their career growth and development while enhancing engagement and cultural initiatives. This positions partners with the rest of the HR team to deliver value-added services to management and employees. The HRBP position aligns HR with the needs of the business and contributes to the development of and the accomplishment of the organization-wide business plan and strategy.

Requirements

Bachelor’s degree
3-5 years human resources business partner experience with at least 2 years partnering with Senior Leaders
Strong technical HR background and experience in leveraging this knowledge in the design of client-centric solutions
Strong business acumen and clear understanding of market trends, competition, and culture.
Ability to assess business needs and issues before they impact the business and propose innovative talent solutions.
Strong problem solving ability and capacity to act responsibly and ethically.
Handles transactions/relationships with the highest level of complexity, in a matrix working environment while building networks.
Proven negotiation skills and capacity to manage and resolve conflict.
Strong track record of influencing management while demonstrating excellent decision making skills.
Experience working in a fast paced, high growth, dynamic business environment – financial services industry preferred.
Experience in building robust organizational talent plans to identify current and future talent needs to execute against business strategies.
Experience partnering with a team and collaborating to drive change while supporting this capability in others.
Exercises sound judgement. Requires the analytical abilities and skills necessary to conduct and investigate complaints, disciplinary activities, determine problems, identify solutions, make recommendations, interact with labor counsel, etc.
Demonstrates excellence in customer relations and building partnerships at all levels within the organization.
Earns trust through driving results. Proven ability to handle highly confidential information in a professional manner.
Requires the interpersonal and communication skills (both verbal and written) necessary to deliver messages both professionally and positively, draft and administer policies, make effective presentations, conduct training sessions, etc., all in a clear and persuasive manner.
Ability to practice and maintain strict confidentiality on sensitive issues.
Ability to take initiative and work independently with minimal supervision.
Must be able to manage multiple priorities and be extremely flexible when managing workload.
Proficient in Microsoft Office software such as Word, Excel and PowerPoint. Ability to analyze data to improve engagement and culture.

Nice To Haves

SHRM or PHR certification preferred

Responsibilities

Provide a customer-centric approach to HR by supporting the assigned client group’s leadership team on strategic issues for the department. This would include ensuring the right talent is in place to meet business objectives, assisting with job design and maximizing organization structures for efficient workflows, consulting on reward/pay for talent retention, and working to strengthen employee engagement in the group.
Analyze people data and trends to design and execute strategies for how we staff, onboard, develop, retain, and organize work. Be the change champion for new business processes and programs that support the digital business strategy.
Attend client group senior leadership staff meetings (minimally once per month) to ensure thorough understanding of department issues/concerns and provide appropriate HR guidance where needed. Champion department issues with HR “expert” as necessary to resolve problem and provide service delivery excellence to the client group.
Working with the entire HR team, use data strategically to identify and surface trends in both quantitative and qualitative data to help improve organizational health.
Based on client feedback and information, evaluate current HR programs, and anticipate HR needs. Recommend changes to procedures or processes to enhance the client group’s experience with HR. Collaborate with colleagues in HR to develop new programs, policies, or solutions.
Facilitate strategic conversations with business leaders to identify their talent pipeline requirements and in building a future focused Workforce Plan, aligned to their business strategy. Ensure pipeline of succession ready candidates for all key leadership roles.
Work with the talent team to hire and position talent within the organization with the intent of building a strong and capable workforce that adds to the Company’s bottom line and increases organizational capability. Achieve assigned staffing objectives using a broad base of business knowledge along with expertise in human resource laws and best practices.
Implement new and creative ways of attracting and engaging a talented workforce (e.g. social media, web recruiting tools, referrals, networking, branding efforts, expanding functionality of existing recruiting tools).
Respond to inquiries from employees and managers. Provide information and interpretation of Company policies, benefits, and other HR related matters. Address specific policy/procedural-related concerns and assist with resolutions.
Assist in the development and update of HR manuals, information, systems. Maintain up-to-date documentation on areas of responsibility.
Perform research in diverse areas of human resources management. Complete special projects by clarifying project objective; setting timetables and schedules; conducting research; developing and organizing information; fulfilling project requirements. May work on or have lead on special projects or participate as member of other teams.
Review new federal and state legislation for impact on business, processes, and procedures. As assigned, analyze, detail and execute changes required for compliance.
Provide backup support and guidance to other members of the HR team as needed.
Recommend new approaches, policies and procedures to effect continual improvements in efficiency and effectiveness of the department and services performed with appropriate expense management.
Provide backup support to the HR Business Analyst in performing Dayforce administration responsibilities including, but not limited to: promotions, creation of new roles, staff transfers, etc.
Perform other duties that may be of a highly confidential nature requiring knowledge of organizational practices, policies and procedures.