Senior HR Business Partner

Allied Solutions•Carmel, IN

About The Position

The Senior HR Business Partner (HRBP) will be responsible for strategic HR initiatives across the organization as well as their respective areas of business. They are responsible for partnering with HR leads to ensure effective execution of processes and recommend improvements to policies and processes when needed. They will serve as a mentor to the HRBP team and be involved with the training and development of the HRBPs.

Requirements

Bachelor’s degree, or equivalent combination of education or experience required
8-10 years related experience
3-4 years leadership experience

Responsibilities

Provides coaching and guidance to leaders and partners to identify strategic solutions to accomplish business objectives.
Leads multiple initiatives in the organization and works closely with leadership on implementation.
Partners with mid-level management and senior executives to develop and implement effective HR policies and practices to support the strategic growth of the business.
Provides leadership and guidance to management regarding pay for performance, workforce planning, and Human Resources policies and procedures.
Builds and maintains effective working relationships with leadership team and employees to advise both on employee-related and organizational matters, while understanding the people and resource needs of their assigned business units.
Assesses current HR processes with a critical eye to identify opportunities for improvement or modification.
Leads the Annual Review and Calibration Process, including form revisions, scoring updates, and Workday configuration.
Leads the Succession Planning process and 9 Box for the organization.
Ensures consistency in execution of Human Resources policies, programs, and procedures.
Proactively engages with leaders on people strategy through workforce planning, organization design, and structure.
Conducts and facilitates initial and reinforcement training with managers and employees on performance management, new manager training, and culture training.
Provides counsel and direction and/or directly handles employee relations cases.
Coaches and consults with managers and associates on performance, terminations, sexual harassment, discrimination, etc., interpreting and complying with all federal and state laws.
Works closely with HRBPs to resolve difficult employee relations issues.
Tracks employee relations cases to identify trends.
Analyzes quarterly attrition and exit data trends and metrics in partnership with the HR team to recommend solutions, programs, and policies, and reports metrics and data analysis to HR leadership.
Recommends programs and/or enhancements as appropriate.
Designs and delivers appropriate talent planning activities that will identify talent, leadership development priorities, and succession plans.
Coordinates with all areas of Human Resources, such as Compensation, Benefits, Talent Acquisition, and Talent Management, to ensure that business needs are met in a timely manner.
Partners with Leads in the HR team for process improvements.
Leads the education with business leaders on new HR initiatives and programs.
Partners with HR leadership on attrition and exit data to identify root causes and work to find solutions to reduce organization attrition.