Hr Business Partner Jobs

About The Position

Requirements

• Bachelor’s degree in HR, Business, or a related field plus 5 years of experience, or 8 or more years of Human Resources experience; equivalent years of experience may substitute for the education requirement if applicable.
• At least 4 years of HR experience with increasing levels of responsibility.
• At least 4 years of experience as an HR Generalist.
• At least 3 years of direct supervisory experience.
• At least 1 year of consulting experience, including needs/gap analysis, diagnosis, solution development, and measurement.
• At least 1 year of program and project management experience with increasing levels of management responsibility.
• At least 3 years of experience interpreting and applying HR policies, procedures, programs, and processes, including compensation policies and practices.

Nice To Haves

• At least 2 years of multi-unit HR management experience.
• At least 2 years of talent acquisition experience, including recruiting, interviewing (including behavioral interviewing using structured interview guides), and selecting.
• At least 1 year of replacement and/or workforce planning experience.
• At least 1 year of succession, career, and development planning experience for employees in exempt positions.
• At least 1 year of experience working in a corporate headquarters environment.
• At least 1 year of experience managing projects or programs in a matrixed environment.

Responsibilities

• Diagnose potential issues at the individual, team, leader, and organizational levels, and execute solutions that address issues and support the business plan.
• Provide leadership-development coaching to supervisors and managers; prepare leaders for talent-review discussions and facilitate quarterly talent check-in meetings to support follow-through on talent commitments and strategies.
• Consult with business leaders on needed change, its impacts and implications, and implement processes and systems to sustain change through a comprehensive change-management strategy.
• Partner with internal HR Centers of Excellence, including Talent Acquisition, Organizational Effectiveness, Learning & Development, Compensation, and Employee Relations, to address issues and develop organization-wide strategies.
• Stay informed about business conditions affecting relevant industries, functions, and regions, as well as current HR research and trends, to provide an informed point of view.
• Consult with business leadership to develop engagement action plans based on Employee Opinion Survey results and future business trends.
• Identify development solutions and advise leaders on accelerating employee development through approaches such as exposure events, project assignments, and coaching.
• Partner with the HR Business Partner Director to assist in overseeing the HR Business Partner Analyst’s implementation and administration of HR programs and initiatives.
• Lead the development and execution of project plans and HR strategies and business objectives, including talent planning, leadership development, performance management, workforce planning, communications, and diversity initiatives.
• Build and sustain stakeholder relationships with HR Business Partners, HR Centers of Excellence partners, and business clients.

Benefits

• The headquarters offers opportunities to collaborate and includes access to walking areas, food and coffee, workout facilities, and check-ups.