HR Business Partner

Human Resources Business Partner

The Human Resources Business Partner will support the HR Manager/Director in managing employee relations, performance management, compensation events, succession planning and employee engagement and talent management. You will be responsible for evaluating employee programs, recommending improvements to employee relations policies and making sure that all employee-related policies in each department align with corporate goals and established regulations. You will ensure all employee records are up-to-date and confidential, you'll also act as the main point of contact for employees' queries on HR-related topics.

Job Duties and Responsibilities:

• Participates/leads regular check in meetings with respective division market leaders.
• Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
• Consults with line management, providing HR guidance when appropriate.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
• 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 morale, and increase productivity and retention.
• Provides HR policy guidance and interpretation.
• Provides guidance and input on business unit restructuring, workforce planning and succession planning.
• Identifies training needs for business units and partners with Talent Management on identifying and delivering training solutions.
• Maintains the HRIS to ensure data accuracy and compliance.
• Leads employee disciplinary meetings, terminations, and investigations.
• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
• Performs other related duties as assigned.

The duties and responsibilities described above are not a comprehensive list and additional tasks may be assigned.