Human Resources Business Partner

Director of Research & Talent Acquisition at The Batten Group

Position Summary

The HR Business Partner will serve as a strategic partner to core functions or department(s) of the Foundation, ensuring application and integration of various talent-related practices, programs, and policies. This individual also will work collaboratively with partners within HR&C and across functions to implement innovative organizational development, workforce planning, and performance enhancement strategies and actions, proactively addressing the needs of the business to foster an environment of transformation and growth for teams and individuals.

Reporting to the SVP, Human Resources & Culture, this position is responsible for designing and implementing organizational structures, driving engagement and a positive employee experience, facilitating participation in goal setting and performance management, and facilitating talent discussions (via the Strategic Talent Planning process) as well as succession planning. This role also handles employee relations issues for the designated client groups. The HRBP will ensure that development plans are in place under specific conditions, will recommend training for key roles or individuals, and will be an active participant in hiring, in partnership with Talent Acquisition – by owning discussions with hiring managers regarding talent needs, initiating hiring processes, and participating in interviews as appropriate.

This is a client-facing position characterized by regular and ongoing interaction with the assigned departments and leaders. It is a career/senior level professional position, considered highly skilled and proficient in the discipline of HR. This position conducts complex work under minimal supervision with wide latitude for independent judgment and contributed to moderately complex projects and work assignments. Work is both independent, and collaborative (e.g., client group, other HR team members) in nature.

This position may have responsibility for an additional area of specialized focus such as one of the HR platforms used in support of employees. This may be the LMS, the Performance Management system, or another business-critical function house in HR, depending on the size of the client group.

Position Duties and Responsibilities

Facilitate and enable engagement, performance, and talent development within IUF for assigned department(s):

• Consulting, developing, and delivering integrated and inclusive talent solutions and services for all levels of the organization in such areas as Talent Management, Change Management, Employee Relations, Organizational or Career Development, and Performance Management.
• Partnering with other internal HR&C resources in their area of expertise (e.g., recruiting, total rewards).
• Providing core Human Resources services and support including advice and counsel to managers on a daily basis, interpreting and applying policies and procedures to resolve issues related to recruitment, compensation, disciplinary action and conflict.
• Consulting with and educating managers in client group(s) regarding the annual salary increase process and bi-annual bonus process (e.g., advise on rationale for recommendations, review recommended amounts, ensure all steps are followed, support timeline and review of comp cycles).
• Establishing in-depth understanding of the client group’s needs and priorities in order to identify organizational and talent opportunities, recommending solutions to human capital issues, working creatively with hiring managers to explore backfill and new position skill sets and needs.
• Proactively watching for issues affecting retention and guiding leaders on taking appropriate action to retain strong talent. This may include ensuring that development plans are in place for top talent, or addressing performance gaps/inconsistencies effectively in partnership with managers.
• Being in a position to observe leader and employee behavior on a regular basis in order to coach and counsel individuals about improving engagement or performance.
• Acting as primary point of contact for leaders and employees in the designated client group; building and maintaining effective long-term trusted client relationships with leaders, managers and employees; serving as a credible and trusted thought-partner.
• Providing consulting expertise that addresses business issues and improves the overall employee experience.
• Working closely with management and employees to improve work relationships, build morale, and increase engagement, productivity, and retention.
• Collaborating with leadership to formulate organizational strategies that align with both short- and long-term organizational goals including serving as subject matter expert on re-organizations/structural design and change.
• Collaborating with other HR&C team members by leveraging their expertise.
• Working with team leaders to implement engagement action plans in order to improve the employee experience (including facilitating…