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 supports 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. This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions in the department.
II. MAJOR DUTIES AND RESPONSIBILITIES:
Conducts weekly meetings with respective business units.
Consults with line management, providing HR guidance when appropriate.
Leads the recruitment efforts for the assigned business units.
Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
Manages and resolves employee relations issues. Conducts effective, thorough and objective investigations.
Maintains in-depth knowledge of employment law related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions) and assists management with the yearly performance review cycle.
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Provides HR policy guidance and interpretation.
Develops contract terms for new hires, promotions and transfers.
Provides guidance and input on business unit restructures, workforce planning and succession planning.
Identifies training needs for business units and individual executive coaching needs.
Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
Participates in company-wide projects as required.
Performs other related duties as assigned.
III. REQUIRED SKILLS:
Excellent verbal and written communication skills.
Excellent interpersonal and customer service skills.
Excellent organizational skills and attention to detail.
Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
Excellent time management skills with a proven ability to meet deadlines.
Strong analytical and problem-solving skills.
Proficient with Microsoft Office Suite or related software.
IV. EDUCATION REQUIREMENTS:
Bachelor’s degree in Human Resources or a related field required.
HR Certificate is a plus.
V. EXPERIENCE REQUIREMENTS:
Minimum of 8 years of experience resolving complex employee relations issues.
Working knowledge of multiple human resource disciplines, including but not limited to recruitment, diversity and inclusion, compensation practices, HR Systems and Processes performance management, and federal and state respective employment laws.
Experience with SOX Compliance from an HR perspective is a plus.
Experience with UKGPro is a plus.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)