HR Business Partner

OVERVIEW

The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.

Supervisory Responsibilities:
•    This position has no direct supervisory responsibilities but does serve as a coach and mentor for supported employees and leaders in the assigned group(s). 

Duties/Responsibilities:
•    Partners with the Services leadership team to understand and execute the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
•    Provides support and guidance to Services management and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
•    Assists in managing the workforce planning process for the Services organization, partnering with leaders in the organization as well as talent acquisition partners, finance partners and the workforce planning function to ensure talent needs are accurately forecasted. 
•    Works with embedded partner functions (compensation, communications, talent development and talent acquisition) to ensure these functions are delivered within the Services organization effectively and efficiently.
•    Conducts employee disciplinary meetings, terminations, and investigations for assigned portions of the Services organization. Works with leaders, legal, and compliance to ensure actions taken are appropriate and consistent. 
•    Manages and resolves complex employee and labor relations issues. Ensures adherence to collectively bargained agreements where these apply. 
•    Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
•    Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
•    Works closely with management and employees to improve work relationships, build culture and morale, and increase productivity and retention.
•    Provides HR policy guidance and interpretation.
•    Identifies training/coaching needs for the Services organization. Participates in evaluation and monitoring of training programs to ensure success. 
•    Partners with assigned populations to champion Diversity and Inclusion principles and initiatives within the Services organization
•    Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
•    Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and labor/employment law.
•    Performs other duties as assigned.

QUALIFICATIONS

Required Skills/Abilities: 
•    Excellent verbal and written communication skills. 
•    Excellent interpersonal, negotiation, and conflict resolution skills.
•    Excellent organizational skills and attention to detail.
•    Strong analytical and problem-solving skills.
•    Ability to independently prioritize tasks and follow up appropriately.
•    Ability to act with integrity, professionalism, and confidentiality.
•    Proficient with Microsoft Office 365.
•    Proficiency with or the ability to quickly learn the organization’s systems and processes.
•    The ideal candidate will have a history of taking proactive and innovative approaches to addressing issues, always acting with integrity and fairness. 

Education and Experience:
•    Bachelor’s degree in Human Resources, Business Administration, Organization Development or related field required. 
•    8-10 years of human resources business partnering experience required. 
•    Experience working with a unionized workforce is required, with an emphasis on participating in labor negotiations and ensuring compliance with negotiated agreements
•    Experience working in a highly matrixed environment with functional Centers of Excellence and Shared Services organizations is desired.
•    Prior experience supporting a large field services employee population preferred. 
•    HR certifications (SHRM or HCI) preferred.

Keys to Success

• Building collaborative relationships
• Decision making
• Drive results
• Foster innovation
• Personal energy
• Self-leadership

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