Human Resources Business Partner

Subaru•Camden, NJ

13d•$120,000 - $135,000•Hybrid

About The Position

Human Resources Business Partners play a vital role as hands-on, collaborative advisors, maintaining a dynamic presence across Subaru of America (SOA). They actively bridge the gap between employees, leadership, and HR centers of excellence (COEs), utilizing their extensive understanding of HR best practices and corporate policies. Through consultation services, they drive innovation, cultivate desired culture, and facilitate issue resolution to achieve impactful results.

Requirements

Bachelors’ degree in business or HR Management with 10+ years of HR experience. Previous experience in Human Resources Management (i.e., Talent Acquisition, Employee Relations, Talent Management, Organizational Development, Change Management, Total Rewards)
Organized and disciplined approach to complicated tasks.
Good understanding of current HR laws and practices.
Proficient in using People Analytics to drive performance and guide business decisions.
Excellent interpersonal and collaboration skills, both verbal and written.
Strong organizational skills and ability to manage multiple projects and deadlines simultaneously.
Adaptability to change direction and priorities quickly in ambiguous situations.
Composure during busy/stressful times.
Supportive of a positive work environment that fosters team performance.
Professional demeanor in dealing with others, maintaining constructive working relationships.
Ability to work effectively with individuals at varying organizational levels while representing Subaru professionally internally and externally.
Strict adherence to confidentiality.

Responsibilities

Acts as a single point of contact for employees and managers in the business unit
Partners with Organizational Development COE to proactively support the delivery of HR Processes and Programs
Builds a robust business relationship with the internal client, balancing employee and business advocacy.
Partners with business leaders, Organizational Development, and Talent Acquisition COEs to forecast, strategically source, and identify top talent.
Drives cultural and people aspects of organizational change, structures, people processes, and business improvement initiatives.
Provides both transformational advice and transactional support on change management initiatives and organizational restructures.
Embeds a performance management culture within the business area to improve efficiency and enhance customer service.
Manages employee relations issues and builds management responsibility and capability for managing ER issues.
Using Strategic Workforce Planning approach to assist in identifying knowledge, skills and abilities required to drive the organizational strategy.
Acts as the member of the HR Leadership Team
Manages complex and difficult HR Projects cross-functionally