HR Business Partner

Responsibilities Identify the most pressing talent opportunities and challenges for respective client group(s) and ensure the workforce implications are reflected in business plan Inform HR priorities; evaluate demand for new or adjusted HR offerings from business or trends Execute existing and new HR solutions and capabilities Partner on hiring and development and advancement of team members; this includes working with hiring managers and Talent Acquisition to fill open positions, onboard new hires and build strong pipelines Explore external trends in the marketplace and make recommendations on how those could affect internal employees Take a proactive approach to Employee Relations, and make recommendations by providing guidance, interpreting policy and issue resolution Work with leadership and the broader HR community to develop and execute HR strategies that support the successful integration of organizational changes, including strategic, structural, technological, and people-oriented changes Help manage change and uncertainty among employees, providing guidance and support throughout transitions Facilitate cultural integration processes by identifying cultural differences, fostering open dialogue, and implementing activities to build a cohesive and inclusive environment Actively participate in ensuring smooth and efficient onboarding for new hires and offboarding experiences for departing employees Focus on retaining key talent by identifying critical individuals and implementing strategies to keep them motivated and committed to the organization Participate in the evaluation of individual or unique roles as part of the larger business and help address each role’s relative value to ensure that employees are compensated fairly and competitively Partner with the Compensation team and the Sr. Director of HR to recommend the right balance between base salary, bonuses, and other incentives Help identify and develop high-potential employees, and work with key partners to ensure there are leaders in place to fill critical roles in the future Collaborate with managers to create career development opportunities for employees, fostering a culture of growth and advancement May also be involved in designing and delivering training programs to enhance employee skills and knowledge Help managers implement performance management systems, ensuring that employees are regularly evaluated and given feedback Maintain transparency and open communication channels to keep employees informed, address concerns, and manage expectations to minimize anxiety and build trust Acts as a steward of the organization’s HR policies and procedures Act as an informed advisor to leaders, providing coaching and support as they navigate the complexities and lead their teams through change Requirements Bachelor’s degree in human resources, Business Administration, or related field; or a recognized equivalent combination of education and experience 5 or more years in progressive HR with geographically distributed employee populations 1 or more years supporting customer experience functions (client and account management, customer service, claims management, etc.) Working knowledge of HR best practices, employment law, and organizational behavior Learning or have some practice or experience facilitating workforce planning processes Familiarity with facilitating talent management processes, such as talent reviews and succession planning Demonstrated ability to influence, build relationships, and communicate across multiple levels of an organization Proven experience managing moderate to high complexity employee relations issues and driving change Demonstrated problem-solving, analytical, and decision-making skills Experience in a fast-paced, high-growth, or matrixed environment preferred SHRM-SCP, SPHR, or equivalent HR certification preferred Experience working in Finance or Insurance industry preferred Familiarity with Workday preferred Proficiency in Microsoft products (PP, Excel, Word, Teams, etc.) preferred #J-18808-Ljbffr