Senior HR Business Partner

LKQ•Grand Prairie, TX

5d•Hybrid

About The Position

Responsible for supporting an assigned business unit or region by promoting, communicating, and implementing human resources (HR) strategies and initiatives. Build and maintain influential relationships by being a strategic partner with management and an advocate for employees. Collaborate with Corporate HR functions and business leadership to develop and deliver integrated solutions.

Requirements

Bachelor’s degree or equivalent work experience.
7+ years of related experience as an exempt level Human Resources Business Partner/Generalist.

Nice To Haves

Professional HR Certification.
5+ years’ experience in a management position.
Previous experience in a field-based role servicing multi-site, multi-state/province.
Bi-lingual capability (English/Spanish in the U.S., English/French in Canada).
Effective knowledge about financial position, goals and challenges, midrange plans, culture, and competition of the business unit.
Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals.
Ability to compute rates, ratios, and percentages and to draw and interpret graphs.
Frequently communicates complex information across departments and interacts with management.
Can present, resolve, and address delicate situations.
Can motivate and persuade others.
Problems encountered are routine, somewhat repetitive, and generally solved by following clear directions and procedures.
Problems are varied and complex, requiring analysis or interpretation of the situation.
Problems are solved using knowledge and skills, general precedents, and practices.
Decisions impact the management and operations within a department or business unit.
May contribute to business and operational decisions that affect the department.
Provides and sets goals and priorities for functional areas.
May make recommendations for department policies, practices, and programs.
Makes decisions for and/or resolves problems for others.
Handle multiple tasks or projects simultaneously with moderate complexity.

Responsibilities

Ensure consistent application of HR programs, policies, and practices across the assigned business.
Provide strategic and operational day-to-day HR leadership and work closely with business segment leadership and employees.
Improve work relationships, increase employee engagement, productivity, and maximize organizational effectiveness.
In partnership with the Corporate HR group, create, analyze, and disseminate reports that provide information and/or add value to the business.
Leverage data to identify relevant trends and metrics to develop solutions and programs.
Train business segment leadership on HR-related topics, including but not limited to talent acquisition, onboarding, stay interviews, performance management, sexual harassment, and Company policies and procedures.
Provide HR policy guidance and interpretation, monitor compliance, and mitigate risk related to existing Company policies and location-specific laws/regulations governing employment practices, partnering with the Legal department as needed.
Consult with leadership and employees to identify, manage, and resolve employee relations matters and complex work-related problems and issues.
Employ a consistent and systematic approach when conducting timely, effective, thorough, and objective investigations and recommending follow-up actions.
Assist in the handling of Litigation, EEO and Workers' Compensation case management.
Provide hands-on support to leadership and employees to better understand and utilize HR tools, processes, and policies.
Provide guidance, input and support on business unit restructuring, workforce planning, and succession planning.
Integrate new employees from acquisitions.
Manage HR Generalist(s) and/or HRBP(s)- set expectations, monitor performance, and provide coaching and feedback to ensure they meet all essential functions of their role for their assigned business unit or region.
Assume other duties as assigned.
Manage the work of others, including planning, assigning, scheduling, and reviewing work, ensuring quality standards.
Responsible for hiring, terminating, training, developing, reviewing performance, and administering corrective action for staff.