Human Resources Business Partner (12 Months Fixed Term Contract)

Human Resources Business Partner II (12 Months Fixed Term Contract)

The Human Resources Business Partner II (HRBP II) position is responsible for aligning business objectives with employees and management in designated business units for assigned regions. The HRBP II serves as a consultant to management on human resources-related issues & business issues. The successful HRBP II will act as an employee champion and change agent. The HRBP II assesses and anticipates HR-related & business-related needs. Communicating needs proactively with our HR department and business management, the HRBP II seeks to develop integrated solutions. The HRBP II formulates partnerships across the HR function to deliver value-added service to management and employees that reflect the business objectives of the organization. The HRBP may include international human resource responsibilities. The HRBP maintains an effective level of business literacy about the business unit’s financial position, its midrange plans, its culture and its competition. This role is seen as someone who takes a more consultative role working in HR. HRBP have clients within the organization they provide resources and build relationships with focusing on the missions and objectives set forth by the organization. There is much less focus on compliance and administration. This person is seen as an operational and more strategic resource for the region or area in which they support.

What you’ll be doing:

• Conducts regular meetings with respective business units as needed.
• Consults with all levels of management, providing guidance when appropriate.
• Evaluates & monitors success & effectiveness of HR programs.
• Ensures consistency of best practices across business units.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. Provides guidance to HRBP I(s) as needed.
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. Gives appropriate recommendations and reports.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, mitigating legal risks and ensuring regulatory compliance. Ensures policies, procedures, and reporting are in compliance. Partners with the HR manager as needed/required.
• Provides day-to-day performance management guidance to all levels of leadership (coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides guidance and input on business unit restructures, workforce planning and succession planning.
• Provides HR policy guidance and interpretation.
• Identifies training needs for the business and individual coaching needs.
• Facilitates leadership training as needed.
• Assist leaders and act as change agent during company rollouts, org restructures and process changes.
• Maintains an effective level of business literacy about the business unit’s financial position, its midrange plans, its culture and its competition.
• Mentor HRBP I(s), specialists and/or generalists as needed.
• Assist with HR project work as needed.
• Assist with occasional mergers and acquisitions activity project work.
• Other duties as assigned.

What we’re looking for:

• A minimum of 7-8+ years of progressive Human Resources experience in a combination of related functional areas (i.e., Recruiting, Employee Relations (required), Compensation, Performance Management (preferred), Training, Benefits).
• At least 3+ years’ working in an HRBP capacity.
• Minimum of 2+ years’ strategic business planning experience.
• Demonstrated ability to identify talent, human capital gaps, improve workplace and performance.
• Ability to consult to business and performance outcomes with a successful track record.
• Demonstrated success in working through employee relations situations and experience coaching management.at multiple levels.
• Working knowledge of HR policy, procedure and federal and state laws regarding employment practices.
• Ability to work through ambiguity and willingness to take initiative to solve complex problems.
• Demonstrated ability to multi-task and work fast under deadlines.

Bonus Points:

• HRCI or SHRM certification a plus
• Experience working with employee populations across multiple states and/or countries

Education:

• Bachelor’s degree required.

Travel:

• Up to 10%-15%