Human Resources Business Partner

Hylant•Toledo, OH

80d•Hybrid

About The Position

This position is a strategic role performing a broad range of (HR) talent-related duties while providing day-to-day talent support for assigned geographies/business groups. This position will work closely with the Regional CEO, COO, Market Presidents, and their direct reports to facilitate their goals and any people related strategies. This position will be the initial point of contact for frontline leaders and employees providing consultation and guidance and interpretation of employment-related policies and practices. The role will be responsible for supporting organizational growth, development, staffing, and succession management utilizing Workday people management tools and analytics. This individual should be located in the Toledo, OH market.

Requirements

Bachelor’s degree, or equivalent work experience obtained by employment in Human Resources or similar position is required.
A minimum of five years, (8-10 plus years preferred), of organizational development and talent management experience in a similarly-sized, complex organization.
Proven experience as a Human Resources leader with direct accountability for developing programs to drive organization development, change management, staffing, succession planning, and talent management.
Demonstrated ability to provide solution-driven initiatives and develop Human Resource processes that are practical and add value to the business.
Sound understanding of state-of-the-art practices in organization development and talent management.
Adaptable and willing to take on new and different assignments.
Highly effective communication skills with the ability to clearly and concisely articulate the intent and value of human resource programs.
Strong leadership and influencing skills.
Strong interpersonal skills to work with all employees and is sensitive to the culture of the Company.
Strong team player, action oriented, comfortable with personal accountability.
High energy, results-oriented, resourceful contributor.
Unquestioned personal and business integrity, viewed as credible and trustworthy both within the Company as well as externally.
Strong intellect, and quick study, innovative, dedicated to the concept of Talent Management.

Nice To Haves

An advanced degree in relevant field such as MBA, Masters in Human Resources, or Masters in Organizational Development is a plus.

Responsibilities

Design and implement talent/succession management processes, including managing the talent pipeline: sourcing, selection, and succession planning and leader development.
Work closely with leadership to design effective organizational structures, reviewing staffing needs, processes, and supporting associated changes, including communication plans to affected groups.
Provide people-analytic support to leaders as needed for various people processes (e.g., HR metrics and analysis) utilizing Workday tools, dashboards, and analytics.
Use quality techniques to ensure a continuous pipeline of talent at all levels, working with the Regional CEO and COO.
Support workforce planning by working closely with the leadership team and talent acquisition to ensure forecasts and talent pipeline needs are aligned with budgets.
Work closely with the Talent Acquisition team and Hiring Manager with hiring processes, ensuring leaders demonstrate strong interview skills, providing coaching and support, and participating in interviews where needed.
Manage the debriefing process to ensure top-notch candidates who are strong matches to the role and company culture are hired.
Analyze turnover trends and identify improvements for employee retention.
Identify top and emerging talent within the organization and ensure action plans are in place.
Provide input into the Corporate Learning function for training needs of respective groups.
Provide leadership and direction to ensure programs are aligned with the talent model and integrated at all levels.
Develop and enhance tools for leader selection, assessment, development, and deployment in collaboration with the Regional CEO, COO, and Market Presidents.
Provide management support for new hire orientation, mentor programs, goal setting, training, and development to enhance career advancement, ensure current core competencies, and develop future skills.
Oversee continuous improvement of the performance management system.
Monitor and manage employee concerns, investigations, morale, and team building.
Support day-to-day communication of Company information.
Heavily involved in Employee Engagement Surveys, analyzing and sharing reports with leaders to identify strengths and areas for improvement, and ensuring follow-through on identified changes.
Provide support and consultation to managers on day-to-day employee issues, including employee counseling and conflict resolution.
Heavily involved in employee recognition, including oversight of team building functions such as Company picnic, Best At What We Do (BAWWD) recognition, and Service Awards.
Administer and process employee terminations and retirements, including documentation, conducting exit interviews, and supporting legal proceedings.
Use exit interviews to analyze areas for improvement in Talent Management processes.
Participate in appropriate professional organizations such as SHRM.
Attend relevant conferences and seminars to maintain state-of-the-art practices as deemed appropriate by the Chief Human Resources Officer.
Perform other duties and special projects as requested.
Be flexible and adaptable to take on different assignments in a fast-paced environment.