HR Business Partner

The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated departments. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of both the department and the organization. The HRBP maintains an effective level of business literacy about the department's recruiting needs, its employee relations need, its culture, and its overall support needs.

Qualifications

• Minimum of 5 years of experience resolving complex employee relations issues.
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, talent acquisition, employee relations, diversity, performance management, and federal and state respective employment laws.
• 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 acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.

Essential Duties and Responsibilities

• Conduct routine meetings with respective departments.
• Consults with front line management, providing HR guidance when appropriate.
• Support the Talent Acquisition Partner with various recruiting tasks and work in collaboration with hiring manager to develop competitive offer.
• 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 department restructures, workforce planning and succession planning.
• In coordination with department leadership, identifies training needs for department.