Human Resources Business Partner
About The Position
As a Human Resources Business Partner (HRBP), you will be a key strategic partner for leadership and a valuable resource for team members. Whether through onboarding, performance management, or giving leaders and team members guidance they need to succeed, you will be a knowledgeable and committed resource. You’ll make a positive impact on how team members experience organizational change. You’ll drive data-driven decisions and work closely with leaders to build teams that achieve their specific business goals. You’ll also work closely with our HR Centers of Excellence (COEs) and business leaders to recruit, retain, develop, and optimize the performance and engagement of individuals and teams. You’ll think innovatively to solve problems and deliver excellent HR services with quality and efficiency.
Requirements
- Bachelor’s degree in human resources or business administration/management, psychology, communications, or a similar area of study or equivalent relevant work experience, preferred
- 6-9 years of human resources or relevant work experience
- Excellent interpersonal and organizational skills
- Strong analytical and problem-solving skills
- Acts as a resource for colleagues to help solve complex problems
- Ability to adapt to the needs of the company and employees and to interact with all levels of the organization
- Full Microsoft Office Suite
- HRIS software, Workday
- Must be authorized to work in the U.S. without the need for employment-based immigration sponsorship, now or in the future.
Nice To Haves
- SHRM-SCP or SPHR, preferred
Responsibilities
- Organizational Management: Support to align the people strategy with the business strategy to support the achievement of organizational goals. You apply experience and skills to support business leaders to understand their objectives and provide guidance on people-related matters, including talent acquisition, performance management, compensation, and organizational development
- Change Management: Facilitate discussions around change and transformation. Identify in advance where and when change management will be needed and proactively participate in developing plans. Changes in org design, leadership, reporting structures, and People and Talent-related programs and initiatives
- Consultation: Guide leaders to help understand circumstances and anticipate future ones. Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies. Advise managers on employee relations issues, including performance management, employee development, and conflict resolution
- Talent Development & Engagement: Partner with leaders to build and maintain outcomes-oriented, high-performing teams where success is recognized and valued. Partner with the Learning and Development team to create and implement training programs that enhance employee skills and knowledge. Oversee the performance management process and ensure that it effectively drives employee engagement and performance cohesively across all business units. Use data, tools, and resources available to empower leaders in performance management, team culture, and engagement
- Service, Compliance & Risk Mitigation: Identify, manage, and mitigate risk through knowledge of applicable and relevant laws, rules, and regulations. Maintain in-depth knowledge of legal requirements related to the day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Manage and resolve complex employee relations issues
- Interpersonal Skills: Relate well with others and communicate effectively to understand how each team integrates with others to accomplish objectives
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What This Job Offers
Job Type
Full-time
Career Level
Mid Level
