The Senior HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position serves as a consultant to management on human resource-related issues. The successful HRBP acts as an employee champion and change agent. The role assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.
As employees perform their roles and responsibilities, they are expected to demonstrate behaviors that are aligned with the Cystic Fibrosis Foundation’s Five Core Values including:
- Keep sight of what really matters.
- Aspire for excellence in all we do.
- Stronger together.
- Innovate with courage.
- Care about our people.
Essential Functions:
- Conducts weekly meetings with respective business units.
- Consults with line management, providing HR guidance when appropriate.
- 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.
- Develops contract terms for new hires, promotions and transfers.
- Provides guidance and input on business unit restructures, workforce planning and succession planning.
- Identifies training needs for business units and individual executive coaching needs.
- Participates in evaluation and monitoring of training programs to ensure success; follows up to ensure training objectives are met.
Additional Responsibilities:
- Department level strategic & workforce planning.
- Collaboration within the HR team and key corporate functions to deliver HR Services.
- Experience with developing and implementing change management strategies.
- Coaching and counseling with key stakeholders to resolve complex challenges.
- Ability to learn in a complex and fast pace environment.
- Strong team player.
- 10+ years of broad HR experience including talent management, organizational design and performance management in a corporate environment.
- Experience supervising a small team.
- Ability to collaborate and influence key stakeholders on important matters.
- Willing to travel as need to support field operations.
- Strong presentation skills, including presenting to executive leadership.
- Strong business acumen and broad business skills.
- Outstanding interpersonal and communication skills.
- Expert ability to conceptualize, communicate and recommend new strategies and programs.
- Serve as a business partner with hiring managers to develop effective sourcing and recruitment strategies that result in client satisfaction.
- Develop effective relationships within the organization and the hiring community to have influence and impact the recruiting process and hiring.
- Provide professional expertise and support in the design, development and implementation of the talent review process that is required to achieve business goals and results in the creation of an internal bench of top talent.
- Partner with Talent Management to collect, analyze and maintain data gathered to inform targeted leadership development (e.g., succession planning).