Partner, People Operations

Partner, People Operations USX HEADQUARTERS Monday - Friday (8A-5P) Position open to remote: No Grade: ES13 Compensation Range: 0 WhatYou’ll Do The People Operations Partner represents Human Resources in working closely with the leadership of designated department, Employee Relations, Talent Acquisition, and other HR Centers of Excellence (COEs). The position is responsible for aligning HR activities with the business objectives of designated business functions. The People Operations Partner serves as a consultant to management on human resources-related issues and is expected to understand the operations, business strategy, and goals of its client groups. The POP assesses and anticipates workforce-related needs. Communicating needs proactively with the HR function and business management, the POP seeks to develop integrated solutions. The POP works proactively to identify and resolve HR, employee, and organizational issues and works collaboratively with the HR COEs to deliver value-added services and solutions that drive business outcomes and enhance the employee experience. The POP maintains an effective level of business knowledge about the function's day-to-day workings and the operational/financial performance and objectives. Responsibilities Acts as a trusted HR advisor to senior business leaders, builds business relationships and provides consultation and coaching in all areas of the employee lifecycle. This includes talent acquisition strategies, leadership development, performance management, retention, employee engagement and succession planning. Strives to improve work relationships, employee morale, effective productivity and employee engagement and retention. Provide leadership to manage people needs and serve as central point of contact with various HR related resources such as Recruiting, Compensation, Talent Management & Development, Workforce Analytics, & Employment Law. Engage with HR colleagues who support the clients locally. Provide direction and influence to support the business as it builds and strengthens succession bench strength and leadership capability. Provide support related to talent practices that the business is accountable for such as talent reviews, performance management, succession planning, and career pathing. Identifies development needs for the business and individuals. Provides follow-up to ensure training objectives are met. Promote positive employee engagement through the use of employee engagement surveys and implementation of comprehensive action plans targeted as improving the overall employee experience. Utilize diagnostics such as employee surveys, attrition data, and other metrics to understand organizational dynamics and provide proactive solutions. Participate in the Talent Acquisition process including the development of job roles, interviewing, compensation guidance, and onboarding. Foster the integration and growth of new leaders within the organization. Contribute to client objective setting regarding talent management throughout the entire business planning and implementation cycle. Be highly responsive and consultative with clients on a wide array of HR related matters. Attend leadership meetings/off-sites/planning sessions and provide thought leadership and guidance on business matters. Collaborate in-person with all levels of the organization to harness collective intelligence of the workforce. Attend all in-person meetings and trainings on recent developments, goals, and objectives and participate in such discussions by offering input and advice. Regularly engage remotely and in-person with customers and potential customers to establish rapport, open communication and expectations. Build credibility and trust among managed employees by providing prompt and constructive feedback in office when observing such need. Lead and facilitate regularly scheduled meetings and in-person trainings that harmonize collaboration internal to the department and external to other SBU’s. Determine best practices and reinforce constructive and positive feedback through face-to-face interactions with employees on the floor in real time. Other duties as assigned. WhatWe’re Looking For Education Bachelor’s degree in Human Resources or related field, or equivalent experience required. Equivalent years of experience are defined as one year of professional experience for each year of college requested. Experience 4+ years’ experience as a Dynamic Human Resource or Talent Management professional/leader Experience in the transportation industry a plus Skills/Certifications Must have strong analytical skills and the ability to make decisions under time constraints. Excellent interpersonal skills and communication skills, both written and oral. Excellent planning, organization and time management skills, attention to detail, ability to handle multiple tasks, and work in a fast-paced, time-sensitive environment. Proficient with Microsoft Office Suite and Outlook, strong in Microsoft Excel. PHR/SPHR preferred. Work Environment / Physical Requirements – Normal office settings This job description indicates the general nature and level of work expected for this position. It is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities. Employees performing this job may be asked to perform other duties as required and the responsibilities of the position may change. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions. U.S. Xpress is an Equal Opportunity Employer committed to creating and maintaining a diverse workforce. This role will remain open until it has been filled. #J-18808-Ljbffr