Human Resources Business Partner

Esri•Redlands, CA

About The Position

Overview Our HR business partners are creative problem solvers, relationship builders, and strategic partners who understand the intricate dynamics of the teams they support. We're seeking a seasoned human resources professional to be an integral part of our team of recruiters and HR business partners who support efforts across multiple lines of our business. You will partner with business leadership to implement change, influence talent management, and increase division performance as well as improve the employee experience for colleagues. We’re looking for a driven individual who wants to add value, solve problems, and impact our company culture. Esri has a Relocation Assistance Program and can provide support with relocating to the Redlands area for this position. Responsibilities Drive results. Design and lead equitable and inclusive talent management, workforce planning, retention, and job and organizational design practices. Partner with talent acquisition to ensure delivery of a coordinated recruitment efforts that achieve workforce planning goals and builds diverse teams. Support full-cycle recruitment as needed, most frequently to fill high-priority, high-impact positions. Be an expert. Stay connected to the competitive landscape, including compensation and employment brand trends, and recommend strategic changes within the division. Serve as a consultative thought partner to leadership to align business needs with talent management objectives. Proactively manage and resolve employee relations and mitigate legal risk. Influence change. Provide expert guidance to business leaders on coaching, change management, and career development. Further define and implement strategic programs such as onboarding, career pathing, and leadership development to align the workforce and achieve company goals. Collaborate with stakeholders . Participate in and lead key meetings with business leaders and the HR team. Collaborate with business leaders to interpret business needs and identify talent priorities. Build strong partnerships with HR specialists in the areas of employee relations, organizational development and training, and compliance. Solve problems. Leverage your project management skills to identify opportunities and suggest creative solutions to improve results. Solicit and analyze employee feedback to identify opportunities for training, new skill acquisition, and advancement of workforce.

Requirements

2+ years of professional experience in a similar position or supporting similar HR generalist responsibilities
Outstanding creativity, maturity, flexibility, and sound judgment in complex situations
Demonstrated track record of building successful relationships and partnerships at all organizational levels
Ability to work proactively and help build systemic processes and methods in all areas of human resources
Excellent communication (written and verbal), interpersonal and leadership skills
Proven conflict resolution and negotiation skills, with the ability to manage diverse perspectives and achieve consensus
Ability to make data-driven decisions, leveraging analytics to inform business strategies and improve outcomes
Knowledge of ADA, EEO, FMLA, Title VII, and wage and hour laws and benefits
Bachelor’s degree in human resources, business, marketing, or communications

Nice To Haves

MBA or Master’s degree in human resources, communications, industrial psychology, or marketing
HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP)
Experience in an information technology company during a time of high growth
Experience leveraging ATS analytics and reporting
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Responsibilities

Design and lead equitable and inclusive talent management, workforce planning, retention, and job and organizational design practices.
Partner with talent acquisition to ensure delivery of a coordinated recruitment efforts that achieve workforce planning goals and builds diverse teams.
Support full-cycle recruitment as needed, most frequently to fill high-priority, high-impact positions.
Stay connected to the competitive landscape, including compensation and employment brand trends, and recommend strategic changes within the division.
Serve as a consultative thought partner to leadership to align business needs with talent management objectives.
Proactively manage and resolve employee relations and mitigate legal risk.
Provide expert guidance to business leaders on coaching, change management, and career development.
Further define and implement strategic programs such as onboarding, career pathing, and leadership development to align the workforce and achieve company goals.
Participate in and lead key meetings with business leaders and the HR team.
Collaborate with business leaders to interpret business needs and identify talent priorities.
Build strong partnerships with HR specialists in the areas of employee relations, organizational development and training, and compliance.
Leverage your project management skills to identify opportunities and suggest creative solutions to improve results.
Solicit and analyze employee feedback to identify opportunities for training, new skill acquisition, and advancement of workforce.