Dir HR Business Partner - 90334287 - Washington/Philadelphia/Wilmington/Baltimore

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Dir HR Business Partner - 90334287 - Washington/Philadelphia/Wilmington/Baltimore

Location: Washington, DC, US, 20001 Baltimore, MD, US, 21201 Philadelphia, PA, US, 19104 Wilmington, DE, US, 19801

Company: Amtrak

Your success is a train ride away!

As we move America’s workforce toward the future, Amtrak connects businesses and communities across the country. We employ more than 20,000 diverse, energetic professionals in a variety of career fields throughout the United States. The safety of our passengers, our employees, the public and our operating environment is our priority, and the success of our railroad is due to our employees.

Are you ready to join our team?

Our values of ‘Do the Right Thing, Excel Together and Put Customers First’ are at the heart of what matters most to us, and our Core Capabilities, ‘Building Trust, Accountability, Effective Communication, Customer Focus, and Proactive Safety & Security’ are what every employee needs to know and do to be most impactful at Amtrak. By living the Amtrak values, focusing on our capabilities, and actively embracing and fostering diverse ideas, backgrounds, and perspectives, together we will honor our past and make Amtrak a company of the future.

Job Summary

This position can be located in either Wilmington DE, Philadelphia PA, Washington DC, or Baltimore MD.

The Director, HR Business Partner (HRBP) Corporate acts as a strategic partner to embed HR strategy into the business objectives of assigned departments. This position provides professional consultative HR guidance and support to relevant internal client groups with the objective of adding value to the overall business, aligning HR strategy, and addressing organizational gaps. The Director, HRBP works collaboratively with leaders to prioritize people solutions that accelerate the achievement of business plans through talent management and succession planning, rewards and recognition, organizational effectiveness, compensation strategy, and workforce planning. The Director, HRBP has demonstrated a level of proficiency to effectively serve as a strategic partner while supporting executive or senior level leaders, as well as employees at all levels of the organization. This Director will support various corporate departments under the leadership of the Senior Director HR Business Partner for Corporate functions.

Essential Functions

• Contributes to the business strategy by helping business leaders identify, prioritize, and build organizational capabilities, behaviors, structures, and processes.
• Supports leaders in forecasting and planning their talent pipeline requirements in line with the function or business strategy.
• Identifies strategic talent needs, risks, and gaps, and supports individual development using talent management tools and resources.
• Facilitates a strong leadership and coaching culture; enabling managers to assume increasing responsibility and accountability for managing the performance and development of employees.
• Facilitates effective workforce planning activities to deliver business objectives.
• Analyzes trends and metrics to develop solutions, programs and policies in cooperation with Centers of Excellence.
• Develops and consults on employee engagement planning, retention plans, and initiatives targeting high potential and critical roles.
• Partners with COEs to address employee relations issues ensuring a balanced perspective.
• Understands the overall organizational structure and makes recommendations as business needs continue to evolve.
• Drives the integration of the performance management philosophy into strategic business goals/plans.
• Serves as a trusted advisor and coach, working with business leaders to ensure understanding of implications of business decisions. Appropriately challenges business decisions from multiple perspectives (business, culture, HC, Legal, Risk Management, etc.)
• Works with cross-functional HR team on various projects that are focused on continuous improvement of HR services and delivery.
• Identifies and assesses need for change initiatives, consults on impact of process improvement initiatives.
• Execute Human Resources initiatives and activity across corporation and specific clients to ensure consistency and meet strategic deliverables
• Effective use of metrics and statistics (Turnover, Compliance, Succession, Engagement surveys, etc.) to make recommendations for enhancing organizational effectiveness

Minimum Qualifications

• Bachelor’s Degree or equivalent combination of education, training and/or relevant experience.
• Plus 11 years of relevant work experience.

Preferred Qualifications

• Bachelor’s Degree or equivalent combination of education, training and/or relevant experience.
• Plus 13 years of relevant work experience.

Knowledge, Skills, and Abilities

• Strategic thinker, adept at providing advice, analyzing risks, and solving problems with sound judgment.
• Demonstrates strong business acumen, connecting and interpreting business strategies to establish credibility as an HR leader.
• Delivers results effectively in dynamic and ambiguous environments, operating with a proactive sense of urgency.
• Possesses a clear understanding of how HR initiatives support business growth plans.
• Expertise in organization development, change management, performance improvement, coaching, organizational design, talent assessment, and strategic workforce planning.
• Builds effective relationships across all levels of management and staff, fostering credibility, respect, and rapport.
• Negotiates, influences, and persuades business leaders, inspiring collaboration and achieving collective goals.
• Advises on empowering people and implementing sound management practices to enhance employee engagement and effectiveness.
• Leverages data analysis to recognize trends and formulate impactful recommendations.
• Communicates with clarity and influence in both verbal and written forms, demonstrating strong executive presence and interpersonal finesse.

The salary/hourly range is $163,000.00 – $211,140.00. Pay is based on several factors including but not limited to education, work experience, certifications, etc. Depending on an employee’s assigned worksite or location, Amtrak may consider a geo-pay differential to be applied to the employee’s base salary. Amtrak may offer additional incentive and pay programs to recognize and reward our employees, including a short-term incentive bonus based upon factors such as individual and company performance that is commensurate with the level of the position.

Health and Wellbeing Financial and Retirement Work and Family Life Support

Health, Dental, and Vision Insurance 401K with Employer Match Generous Paid Time Off

Wellness Programs Railroad Retirement Benefits Paid Caregiving Days and Backup Care

Health Savings Account Public Service Student Loan Forgiveness Fertility and Family Building Benefits

No-cost Personal Health Advocate Student Loan Assistance Adoption and Surrogacy Assistance

Medical Plan Opt-out Credit Tuition and Education Reimbursement Paid Family Leave

Life Insurance Rail Pass Privileges

Short- and Long-term Disability Insurance Employee Assistance Program

No-cost Financial Advisor Sessions Commuter and Flexible Spending Accounts

Requisition ID: 167537

Work Arrangement: 06-Onsite 4/5 Days
Relocation Offered: No
Travel Requirements: Up to 25%

You power our progress through your performance.

We want your work at Amtrak to be more than a job. We want your career at Amtrak to be a fulfilling experience where you find challenging work, rewarding opportunities, respect among colleagues, and attractive compensation. Amtrak maintains a culture that values high performance and recognizes individual employee contributions.

Amtrak is committed to a safe workplace free of drugs and alcohol. All Amtrak positions requires a pre-employment background check that includes prior employment verification, a criminal history check and a pre-employment drug screen.

Candidates who test positive for marijuana will be disqualified, regardless of any state or local statute, ordinance, regulation, or other law that legalizes or decriminalizes the use or possession of marijuana, whether for medical, recreational, or other use. Amtrak's pre-employment drug testing program is administered in accordance with DOT regulations and applicable law.

In accordance with DOT regulations (49 CFR § 40.25), Amtrak is required to obtain prior drug and alcohol testing records for applicants/employees intending to perform safety-sensitive duties for covered Department of Transportation positions. If an applicant/employee refuses to provide written consent for Amtrak to obtain these records, the individual will not be permitted to perform safety-sensitive functions.

In accordance with federal law governing security checks of covered individuals for providers of public transportation (Title 6 U.S.C. §1143), Amtrak is required to screen applicants for any permanent or interim disqualifying criminal offenses.

Note that any education requirement listed above may be deemed satisfied if you have an equivalent combination of education, training and experience.

Amtrak is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race/color, to include traits historically associated with race, including but not limited to, hair texture and hairstyles such as braids, locks and twists, religion, sex (including pregnancy, childbirth and related conditions, such as lactation), national origin/ethnicity, disability (intellectual, mental and physical), veteran status, marital status, ancestry, sexual orientation, gender identity and gender expression, genetic information, citizenship or any other personal characteristics protected by law.