HRBP

The HR Business Partner (HRBP) role is instrumental in aligning business objectives with the workforce within a designated business unit or function. This strategic position involves cultivating partnerships across the HR function to provide value-added services to management and employees, ensuring they reflect the organization's overarching business goals. The HRBP maintains a deep understanding of the designated business unit's financial position, midrange plans, culture, and competition, utilizing this insight to tailor HR initiatives. As a trusted advisor to employees and management, the HRBP fosters collaboration, advocates for positive workplace culture, and contributes to the organization's overall success through strategic HR integration.

Dimensions/Scope
Responsible for HR processes and HR delivery in the employee lifecycle within a Line of Business, Division, Region, or Function.

Job Responsibilities

• Strategic HR Consulting: In collaboration with line management, provide targeted HR guidance, aligning interventions with organizational goals. Offer valuable insights into business unit restructuring, workforce planning, and succession planning to support long-term organizational goals.
• Data-driven solutions: Analyze trends and metrics in partnership with the HR Team, shaping solutions, programs, and policies to optimize organizational performance.
• Employee Relations Management: Take the lead in managing complex employee relations issues, ensuring thorough and objective investigations for effective resolution.
• Policy Guidance: Provide expert guidance and interpretation of HR policies, ensuring consistency and compliance throughout the organization.
• Legal Compliance Expertise: Maintain an in-depth understanding of legal requirements to mitigate risks, collaborating with the legal department as needed for compliance assurance.
• Performance Management Leadership: Guide management in day-to-day performance management, offering support in coaching, counseling, career development, and disciplinary actions.
• Relationship Building: Work closely with management and employees to cultivate positive work relationships, enhance morale, and drive productivity and retention.
• Training and Development: Identify training needs and provide coaching, actively participating in evaluating and monitoring training programs to ensure their success.
• Proactive Communication: Attend regularly scheduled meetings with business units or functions, fostering proactive communication channels for effective issue resolution.
• Responsibility Oversight: Perform other related duties as assigned, contributing to the overall efficiency and effectiveness of HR functions within the organization.

Required Skills / Knowledge

• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.
• HR experience in a global industry, technology or related service organization
• Experience working in a decentralized, matrix environment with limited resources
• Business acumen and focus - active participation in business unit leadership teams
• Excellent verbal and written communication skills.
• Excellent interpersonal and customer service skills.
• Excellent organizational skills and attention to detail.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Ability to thoroughly understand the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Proficient with Microsoft Office Suite or related software