Human Resources Business Partner

KORE1, a nationwide provider of staffing and recruiting solutions, has an immediate opening for an HR Business Partner based out of Orlando, Fl. Hybrid- 3 day onsite / week. Direct Hire Summary : The HR Business Partner (HRBP) is responsible for fostering and maintaining client relationships, coaching for performance improvement, advising and negotiating in conflict situations, and assisting in organizational effectiveness efforts to include change management. This role will deliver HR solutions in a number of key areas, such as employee relations, performance management, acquisition integration, training and development, and compliance. As a member of a cross-functional team, reporting to a Vice President of HR, the HRBP will partner with other members of the HR team, and work collaboratively at all levels of management to implement HR programs, policies, and procedures. The focus of this position is working with and through others through leadership, influence, and personal credibility. Building and maintaining relationships is crucial. There is a need for an effective communicator, someone who is able to stimulate and motivate others while being aware of and responsive to their needs and concerns. The person in this position must effectively balance the needs of the organization, management, employees, and customers. A faster-than-average pace will be the norm for this position. A sense of urgency, tenacity, effiency, and problem resolution are key to this role. Supports multiple business units in multiple locations. Necessary corrections must be made in a constructive, supportive manner. In general, this is a position where guidelines, structure, and established policies must be followed fairly closely, while working with and for others. Responsibilities • Ensures alignment between strategies, capabilities, structure, processes, rewards, and people practices; uses various methods to diagnose and address root causes of issues. • Partners strategically with client groups on talent management initiatives to include workforce planning, talent assessment & succession planning, and talent pipeline development. • Initiates change with agility to capitalize on opportunities; builds focus & commitment from key stakeholders to support change efforts using change management principles, tools, and coaching; change efforts to include but not be limited to M&A integration, organizational structural changes, and cultural integration. • Design and structure organizations, units and jobs to optimize effectiveness. • Manage and resolve employee relations issues. Conduct effective, thorough and objective investigations maintaining confidentiality. • Maintain in-depth knowledge of legal requirements related to employees, reducing legal risks and ensuring regulatory compliance to include the completion of the Affirmative Action Plan, Vets 100, and other reporting requirements; may represent company during government inspections and audits. • Provide day to day performance management and leadership guidance to line management (coaching, engagement, career development, disciplinary actions, team effectiveness, compensation, retention strategies, etc.). • Work closely with management and employees to improve work relationships, build morale, increase productivity and retention. • Help deploy annual employee engagement surveys, communicate results, conduct focus groups and assist managers with action planning. • Conducts and analyzes exit interviews. • Handles unemployment claims. • Helps leaders create job descriptions; works with compensation on leveling and determine appropriate compensation for roles • Proactively collect and analyze metrics and trends to inform and guide HR strategies, develop solutions and programs. • Provide HR Policy guidance and interpretation; may be responsible for creating & documenting policies and the Employee Handbook • Identify development needs for business units and individual executive coaching needs; supports internal and external development programs. • Coordinates and conducts HR related training; may also design basic training. • Coaches and develops team members. • Communicate, enhance, uphold, and align values, behaviors, and culture with organizational strategies. • Take initiative to identify and anticipate client needs and make recommendations for implementation. • Uses effective project planning and time management skills to ensure projects are on-time and on-budget. • Support diversity efforts. Qualifications • BS/BA or equivalent combination of education and experience. • Minimum of 5 years relevant experience. • Working knowledge of multiple human resource disciplines including employee relations, performance management, training, compensation practices, recruiting, benefits, and employment laws. • Computer proficiency in Word, Excel, PPT, Internet Explorer, and Outlook.