People Partner - Workday Required

Interface Systems•Plano, TX

3d•Hybrid

About The Position

The Associate Manager, People Partner serves as a strategic HR partner and key stakeholder for the People Team, supporting the full employee lifecycle across talent development, culture, talent acquisition, learning, HRIS, total rewards, and people operations. This role acts as an employee advocate while partnering closely with department leadership and people managers to drive engagement, performance, organizational effectiveness, and a positive employee experience. This role will provide guidance and support across a broad range of HR initiatives and day-to-day employee matters, helping align people strategies with business objectives while fostering a collaborative and high-performing workplace culture. This position operates on a hybrid work model, requiring in-office presence three days per week.

Requirements

Bachelor’s degree in human resources, business management, psychology or a related field preferred
S/PHR or SHRM S/CP certification a plus
5+ years of progressive human resources experience, with experience as an HR Business Partner or HR Generalist
Workday experience required
Ability to act as both a strategic partner and advisor as well as provide tactical support
Excellent written and verbal communication skills when collaborating with leadership and employees
Ability to interact with, lead and guide employees, managers and leaders at all levels and build relationships quickly
Strong analytical skills and the ability to consolidate data into concise, executive-ready presentations and reports in an orderly and organized manner
Exceptional action and employee advocate orientation with the ability to multi-task and effectively prioritize and manage multiple responsibilities in a fast paced, dynamic business environment to ensure we provide a great place to work
Solid knowledge of federal, state and local employment law, regulations and statutes
Proven experience supporting and guiding performance management processes, including coaching managers on employee development, performance feedback, goal setting, and corrective action conversations.
Ability and willingness to travel an estimated up to 10%

Responsibilities

Partner with functional leaders on the ongoing planning and development of talent, including talent reviews, succession planning, and ongoing people moves.
Identify and drive talent development efforts to build and support the growth of top talent within the organization, including adoption of Interface’s GROWTH leadership model.
Partner with business leaders on the development of goals and KPIs to ensure strong goals and objectives are set and cascaded throughout teams.
Facilitate the ongoing quarterly check-ins to ensure employees and managers are having ongoing conversations and establishing a feedback culture.
Lead the performance management for client groups to ensure the right calibration of performance and subsequent reward to drive a performance-based culture.
Partner with leaders on employee success plans (performance improvement plans) as needed to support performance coaching and development.
Contribute to a culture of engagement, recognition, and feedback across client groups to facilitate a high-performance culture.
Drive adoption of STARS recognition program to ensure peer-to-peer recognition, life events, and service milestones for celebrating talent.
Lead Diversity, Equity & Inclusion initiatives for your client groups to drive meaningful progress on DE&I plans across representation, inclusion, communications, and equity.
Maintain a positive, open-door environment that allows you to develop strong and trusting relationships with employees, managers, and leaders, in order to cultivate a positive culture and HR partnership.
Partner with our TA team to ensure we are winning with the right talent. This includes being responsible for ongoing staffing and succession plans for your client group, and ensuring that hiring managers are successfully partnering with Talent Acquisition when seeking external talent for roles.
Facilitate the internal movement of talent in client groups to make sure we have the right talent in the right roles to drive the right results and business performance.
Partner with the Learning team to make sure we have strong learning and development plans in place, including onboarding, leadership development, and functional development.
Partner with business leaders to develop onboarding programs that set up new hires for success as they join Interface.