Human Resources People Strategy Partner

Meriton•Miami, FL

24d•Hybrid

About The Position

We are searching for a People Strategy Partner to join the People team to advance growth and fulfill strategic objectives as they apply to the human resources function. This role will report to the Chief People Officer and serve as a consultative and strategic partner to the leadership of our operating companies and shared services. The people Strategy Partner will be the dedicated advisor and support business leaders in driving the deployment of people initiatives within the business. Must be flexible in work schedule as well as be able to travel frequently as needs arise.

Requirements

Excellent communication and interpersonal skills with the ability to build strong relationships across all levels of the organization.
Demonstrated experience benchmarking and implementing industry-leading strategies, processes, and programs.
Accountable and transparent with a strong work ethic and the ability to handle sensitive and confidential information with professionalism and discretion.
A proven track record of effective leadership of managing and leading through organizational change.
Ability to effectively communicate and present information one-on-one in group situations and outside of the company.
High level of initiative with the ability to prioritize, multi-task, deal with ambiguity in a highly entrepreneurial environment, and champion change.
Ability to develop and execute strategic people plans aligned with business objectives with expertise in Change Management.
Knowledge of employment regulations with the Department of Labor (DOL), Equal Employment Opportunity Commission (EEOC), and other legal requirements.
Strong communicator with the ability to influence and persuade across all levels of the organization, exercising a high degree of professionalism, poise, tact, and diplomacy to accomplish objectives and hold others accountable.
Bachelor’s degree in Human Resources, Business, Management / Leadership, or a related field.
A Minimum of seven years of progressive experience in several of the following functions: people operations, organizational design, performance & talent management, learning and development, and employee engagement.
Excellent communication skills, both oral and written, as well as the ability to facilitate both small and large groups in a variety of forms, including presentations, working meetings, business reviews, and informal discussions
Knowledge of market compensation data processes and labor and employment/recruitment laws.
Past experience with leading developmental programs, engagement surveys, action planning, and the performance management process.
Proficient knowledge of all Microsoft products, social media platforms, applicant tracking systems, HRIS, CRM, and a successful track record of implementations.

Nice To Haves

Preferred two years of experience in a Business Partner role and a proven ability to work through others.
Exceptional relationship and stakeholder-building skills with proven experience in influencing, collaborating, and actively for the best outcome for the client and company.
Experience building an inclusive, engaging company culture in a distributed, remote & in-office environment.
A background with nationwide multi-brand organizations in rapid growth mode and the onboarding of M&A, and experience in an entrepreneurial, nimble environment, where strategic building towards the company’s vision was essential.
Experience in, and comfortable with, serving in a player-coach capacity, having successfully led others directly and through relationships and influence.

Responsibilities

Provide strategic partnership and coaching to business leaders, managers, and team members to positively impact talent engagement, development, and retention.
Actively participate in leadership meetings alongside the sales and operational leadership for the business they support.
Provide effective guidance and coaching to leaders on HR policies, managing individual and team development and performance to achieve targeted business goals.
Able to lead and coach by using relationships and influence through others to achieve the business's desired outcome.
Guide leaders in identifying and developing emerging talent through talent review discussions and individual development planning.
Seek to understand employees at all levels and drive consistent employee communications for clarity and focus within the business unit and across the organization.
Develop HR plans and strategies to support achieving the company’s business objectives.
Strategic partnership with business leaders to develop a roadmap to ensure the people, programs, and processes align with business direction and create a career path, growth, and positive impact for all parties, creating a win-win.
Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance.
Participate in the investigation and resolution of ongoing employee relations problems, anticipate problems whenever possible, and develop appropriate steps for resolution.
Build strong relationships across the shared services teams that foster trust and communication. Collaborate within and across the HR teams to develop best practices for operating companies.
Assist team members and leadership with developmental programs.
Ensure effective controls are in place to proactively manage organizational risk and remain in compliance with company policies and procedures.
Explore and identify emerging trends in strategies, approaches, and locations for recruiting, specifically in the HVAC industry.
Develop plans for position successions and employee promotion/transfer policies.
Represent the company as a knowledgeable professional within the company who explores and identifies emerging trends, strategies, approaches, and education, specifically within the HVAC industry.
Performs other incidental and related duties as required and assigned. Must conduct yourself ethically, legally, and responsibly at all times.
Must adhere to the policies, principles, and guidance within the Employee Handbook