Senior HR Business Partner

CONA Services•Charlotte, NC

5d•Hybrid

About The Position

The Senior HR Business Partner (HRBP) serves as a key business partner to advise leaders on all HR-related matters. The Senior HRBP executes of all HR activities within an assigned territory, or functional area, related to proactive and reactive ER, change management, policy interpretation and guidance, legal compliance, HR training, investigations, compensation, data management and teammate engagement.

Requirements

Solid knowledge of employment law, teammate relations, compensation and change management.
Excellent written and verbal communication skills
Ability to maintain a high level of confidentiality and integrity
Effective interpersonal, partnering, consulting, and influencing skills
Managerial courage to uphold purpose and values
Strategic Thinking abilities
Multi-task oriented
Self-directing, able to work with minimal supervision
Strong organizational skills and sense of urgency
Professional conduct, appearance and composure
Driving Record compliant with company policies
Equipment used will include Laptop, Printer, Copier, Scanner, SmartPhone, and Personal Vehicle
Must be able and willing to work a flexible schedule, requiring up to 50% overnight travel in a calendar year, as well as some very early and late hours and travel as necessary by car and/or plane
Physical Effort: It is necessary to walk through a variety of facilities including Sales Branches, Manufacturing Facilities, Warehouses, Fleet and Equipment Services Centers and in the trade
Ability to be able to lift 25 pounds
High school diploma or GED
Knowledge acquired through 5 to 7 years of relevant work experience

Nice To Haves

Four Year Degree in Human Resources, Business or Management
Valid Driver’s License
SPHR, PHR, SHRM-CP or SHRM-SCP Certification

Responsibilities

Business Acumen and HR Service Delivery: Possess a comprehensive understanding of the business, the jobs within the assigned business units, and the cross-functional business acumen to advise business leaders on strategy, people, actions, and decisions. Collaborate and partner with HR centers of excellence to deliver value-added service to management and teammates, and to integrate the HR service delivery model within the business. Advocate, champion, and align the HR function with the organization's purpose and values and serve as a teammate resource and trusted advisor.
HR Business Partner Support: Serves as a primary escalation point for complex teammate inquiries, compensation, payroll, and benefits questions. Provide feedback and input on policy and program roll-outs, serve as an arbiter of continuous improvement and a primary change management partner for their assigned territory. Develop and execute engagement action plans in partnership with operational leadership, and facilitate positive teammate relations and development training.
Cultural Advocate: Champions and operationalizes the organization’s purpose and values across the business. Maintains strong field presence to build trust and stay connected to frontline operations, engages with teammates, and organizes Share A Coke meetings to address teammate needs and concerns. The HRBP facilitates and schedules training and development programs to enhance teammates' skills and performance.
Employee Relations and Performance Management: Responsible for coaching and counseling leaders and teammates on how to manage their performance and achieve their goals. Provide guidance on policy interpretation and compliance for both non-exempt and exempt teammates. Perform case management system maintenance and administration and conduct teammate investigations for both union and non-union teammates. Assist and respond to teammates' relations issues, such as harassment allegations, EEOC and NLRB complaints, and teammates' complaints and grievances.
Talent Management and Succession Planning: Plays a key role in ensuring that the organization has the right talent in place to achieve its goals and vision. Identify leadership capabilities that drive people development plans and enable workforce and succession planning for the organization. Analyze HR and business data to diagnose needs and forecast trends, and strategize solutions or plans for optimization. Build proactive multifaceted plans that attract, retain, and grow highly engaged talent, and support the organization's culture and values
Legal Compliance and Risk Mitigation: Acquired in-depth knowledge of legal requirements and regulations related to the strategic management of teammates, and to ensure that the organization Complies with them and reduces legal risks. Partner with the legal department as needed and required and respond to teammates' complaints and grievances in a timely and effective manner. Analyze data to identify and address problematic trends. Support complex teammate relations issues, such as business unit restructures, and protect the organization's general liability interests.