Human Resource Business Partner

Published March 27th, 2024

Summary
Serves as a Business Partner at the segment or division level to: Assist with the implementation of corporate human resource policies at the segment or division level. Facilitates organization and leadership development efforts, working with employees and managers to address root causes of human resources issues. Resolves employee relations issues through a systematic approach. Assist senior management in the development of solutions through cultural and process perspective organizational development. Assists in company-wide programs and initiatives (e.g., employee engagement, salary reviews, bonus awards, equity grants, workforce planning, and organizational changes). Provides feedback and insight to corporate level HR functions.

Job Requirements
Supports approximately 600 team members and managers in a single division and/or single line of business, to determine methods and procedures for the appropriate course of action.

With some oversight, ensures the company is compliant with all applicable HR laws/regulations and participates in audits by validating the accuracy of data.
Provides advice and counsel in assigned areas regarding management practices, performance management, organizational effectiveness, general employment practices, recruitment and staffing, compensation, team member development, employee relations, compliance, workers compensation, health and welfare benefits, HR operations, and payroll in support of business objectives.
Provides feedback and advice to leaders to help ensure fair and consistent administration of compensation practices throughout organization, including, but not limited to, merit increases, promotions, developmental increases, Restricted Stock Awards, and bonuses with upper management and possibly Group Executive level.
Partners with the business leaders to understand their strategic objectives, supports and executes on people initiatives, such as engagement, change management, leadership development, recruitment, retention strategies, and organizational effectiveness in support of the business objectives within their assigned area.

Qualifications:

Minimum Qualifications
Bachelor’s Degree –  combination of relevant professional training and/ or experience in lieu of degree accepted
 
Typically Minimum 8 Years Relevant Exp –
  • Bachelor’s degree in Business, Human Resources, Economics, Finance, or closely related field
  • Broad HR generalist experience
  • Strong senior leader presence
  • Excellent written communication skills
  • Must be comfortable with data and have the ability to use tools such as Excel to complete analyses and create reports.
  • Experience in one or more of the following areas is required: process analysis and improvement, change management and communication, leadership development, organizational design, and employee relations
Preferred Qualifications
Previous corporate HR experience

Role Expectations
SKILLS / KNOWLEDGE – Having wide-ranging experience, uses professional concepts and company objectives to resolve moderately complex issues in creative and effective ways. Having ownership of a sub-function, account or matrix management responsibilities, applies knowledge to meet goals, maintain relationships, propose opportunities to expand the business, and lead matrix teams. Some barriers to entry exist at this level (e.g., dept./peer review).

JOB COMPLEXITY – Works on complex issues where analysis of situations or data requires an in-depth evaluation of variable factors. Exercises judgment in selecting methods, techniques and evaluation criteria for obtaining results. Networks with key contacts outside own area of expertise. Builds on/Maintains external relationships of assigned accounts.
SUPERVISION – Determines methods and procedures on new assignments and may coordinate activities of other personnel (Team Lead).
 

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