HR Business Partner

Summary

The HR Business Partner ensures effective execution of the organizations people strategy within their assigned areas. Responsibilities include orientation and training leadership development coaching workforce planning performance change management successful adoption of new processes and tools workforce engagement and retention positive employee relations and mitigation of risk associated with employment-related regulations and accreditation requirements. Collaborates with People Division colleagues to develop and deploy value-added services in support of the organizations growth performance and goal achievement.

Key Responsibilities

• Identify functional technical and leadership development needs across the organizations workforce develop/facilitate courses and monitor to ensure objectives are achieved.
• Coach organizational leaders toward fostering a positive work environment in alignment with the organizations culture.
• Advise leaders on topics such as organizational structure team effectiveness productivity talent management succession planning performance improvement development plans reorganizations employee engagement and retention.
• Analyze trends and metrics in partnership with People Division colleagues and organizational leaders to develop solutions programs and policies.
• Facilitate position control and labor committee activities by benchmarking the organizations labor productivity and expense analyzing data reporting on utilization of contract labor supplemental resources and budgeted FTE against target performance.
• Plans and implements a variety of projects and initiatives to deliver on the organizations people strategy; develops and monitors timelines milestones communication resources and budget to ensure project success.
• Partner with People Division colleagues and organizational leaders to strategically drive adoption of new processes and tools.
• Employ a deep and broad understanding of employment-related regulations policies and accreditation requirements to mitigate risk to the organization.
• Establish effective partnerships within the People Division to deliver value-added services throughout the organization (e.g. talent acquisition total rewards employee relations learning & development workforce services HRIS people analytics etc.) to successfully execute on the people strategy.
• Partner with employee relations colleagues to ensure effective investigations and personally resolves complex and/or high visibility employee relations matters.
• Performs other related duties as assigned.

Qualifications

To perform this job successfully an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Minimum Required Education: Bachelors degree in human resources or related field required. An additional four (4) years of strategic human resources experience may be considered in lieu of a bachelors degree.

Preferred Education: Masters degree

Experience: Five (5) years of experience in Human Resources required with at least three (3) years of strategic involvement in organizational structure & performance short & long-term workforce planning DEIB policy development regulatory interpretation & guidance leadership coaching & development employee relations total rewards organizational culture and workforce engagement & retention.

Professional certification preferred.