We are seeking a dynamic HR Business Partner to join our team. The HRBP provides comprehensive strategic leadership to drive the People Strategy in support of the overall strategic direction of the Organization. He/she will drive the development and implementation of all Human Resources initiatives, which will include organizational design and talent management, thought leadership around compensation, employee relations and engagement, talent acquisition and retention, leadership development, training and development, workforce planning, and change management/HR communications. We are looking for a HRBP that has transformative strategies, programs and service goals that support our core values and our mission.
The HRBP reports directly to the VP, Human Resources Officer.
Areas of Responsibility:
Evaluate and Develop HR Strategies:
- The HRBP will partner with senior HR and leadership to establish HR strategies that align with the Organization’s mission and strategic plan
- The HRBP will evaluate HR needs and services, recommend, and implement integrated solutions.
- Act as a change agent and drive the organization’s cultural transformation by shaping behaviors that make a positive impact on operational and financial outcomes.
- HRBP will expedite HR systems and processes wherever possible on behalf of leadership.
- Continually assess and develop organization structure to meet future needs of organization
- The HRBP provides a high level of service regarding HR Business practices and requirements, streamlining and removing HR business tasks from management wherever possible. The HRBP will provide a high level of on-the-ground services to guide and facilitate HR business requirements
- Translating the strategic and tactical business plans into strategic and operational plans.
Employee Relations:
- Acts independently to manage and resolve complex employee relations issues. Counsels employees and managers on problem solving and issue resolution. Provides day-to-day guidance to local management in all aspects of performance management (coaching, counseling, career development, corrective action, performance improvement plans) in order to enhance managerial effectiveness. Conducts effective, thorough and objective investigations. Seeks out guidance and expertise when required.
- Maintains in-depth knowledge of policies and legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Maintains compliance with all applicable Federal and State employment regulations. Partners and consults with the legal department as needed/required.
- Serves as a resource for all employees by being available and accessible to discuss all Human Resource related issues.
Learning and Development
- Partner with management to develop organization-wide training.
- Conduct competency and skill assessments to actively identify gaps, propose and implement changes necessary to cover risks.
- Identify and implement training initiatives to provide fundamental HR knowledge to managers in support of their roles as leaders.
- Partner with senior leaders and L&D team to ensure a solid succession plan is in place for all critical roles.
Talent Management:
- Partner with leadership to identify and develop top talent utilizing the talent management process. Develop and implement retention activities and succession strategies to retain high potential high performers and career progression paths.
- Promote and deliver full participation in performance management process, including goal setting, appraisals, coaching and development plans, and retention plans.
- Oversee performance management process and objectives and ensuring consistency of standards.
- Facilitates and ensures the proper deployment of Talent Management activities and initiatives.
- Works closely with management and employees throughout the employee life cycle for overall engagement, to improve work relationships, build morale and increase productivity and retention.
- Partners with Talent Acquisition team to source and staff a diverse workforce, facilitate the new hire process, ensure a positive onboarding experience, and identify areas of training needs. Analyzes and interprets employee retention and other key HR metrics, and works with business partners to develop appropriate action plans to inform decisions and address identified needs. Consults on final recruitment decisions for critical positions.
Compensation & Benefits
- Responsible for the evaluation, maintenance and implementation of changes to the Company’s overall compensation and benefit programs, keeping informed of new trends and developments.
- Ensure that compensation and benefits conform to organization philosophy/policies.
- Maintain and update of job documentation for use in job evaluation and benchmark position salary analyses.
- Negotiate with vendors and recommend updates in order to improve efficiency and offerings.
Skills/Experience:
- At least 5-7 years of progressive experience
- Understanding of, and experience with, most or all of the core aspects of Human Resources management (recruitment, employee relations, performance management, talent management, HR systems and processes, employee life-cycle, leadership development, training).
- Thought leadership on all aspects of HR.
- Experience actively managing, reviewing and responding to matters relating to EEO, FMLA, ADA, ADEA, HIPAA, and Title VII.
- Previous experience in guiding organizations through change management events strongly preferred.
- Comfortable working in ambiguous business situations.
- Ability to work effectively in a matrix environment, and provide a high level of customer service.
- Ability to deliver difficult messages with professionalism and poise.
- Problem Solving/Analysis.
- Consultative Style and approach. Diplomat.
- Project Management.
- High level of Communication Proficiency and Business Acumen.
- Personal Effectiveness/Credibility.
- High degree of Ethics, integrity, and discretion
- Flexibility.
- Initiative.
Job Function:
Organization Info
Listing Stats
Post Date:
Oct 22 2018
Active Until:
Nov 22 2018
Hiring Organization:
March of Dimes
industry:
Nonprofit