HR Business Partner

Overview

How You’ll Make an Impact

The Human Resource Business Partner position is a key role that partners with management on business decisions related to people strategy and supports all Human Resource-related activity for the Sales organization. Responsibilities include an emphasis on strategic people partnership and a focus on employee relations management and performance management. Through active listening, sound advice and effective coaching, the HRBP will build trusted relationships with and be sought for advice from leaders, managers, employees and HR Centers of Excellence.

The HR Business Partner will report to the Vice President (VP) Human Resources and will partner closely with other members of the HR Centers of Excellence, including Talent Acquisition, Benefits, Payroll, Talent Management, Learning and Organizational Development, DEI and Compensation. The HRBP will also build strategic relationships with leaders in the business, as well as their management teams and employees. This is a hybrid role, requiring a minimum of 2 days a week in-office.

• Interact and engage with all levels of associate population. Additionally, be able to influence without direct authority across a dynamic highly matrixed, team environment
• Directly collaborate with and support Sales Leadership Teams from HR perspective
  • Support, investigate, counsel, and coach in the following ways:
  • Conduct investigations on claims received
  • Prepare and execute RIFs and involuntary terminations
  • Work with managers to create and deliver written disciplinary actions
  • Ensure that employees receive timely, objective and actionable feedback
  • Assist in maintaining a positive work environment
  • Work closely with management and employees to improve work relationships, increase employee engagement and morale, and increase productivity and retention.
  • Partner with managers on delivering and maintaining Performance Improvement Plans
• Drive and provide feedback to COE’s to continuously improve overall HR initiatives such as: annual merit process, performance management lifecycle, mentoring, recognition initiatives, HRIS reporting, associate survey reporting, etc.
• Ensure adherence to company policies and procedures. Apply knowledge of HR practices & principles and the laws and regulations affecting HR
• Data-Driven Leader – Run various HRIS reports to create routine and ad‑hoc reports for your needs, and your clients’ needs including turnover analysis, recognition reports, promotion reports, etc. Gain insights to drive business decision and transformations
• Ability to manage multiple demands simultaneously and meet aggressive deadlines
• Keep your fingers on the pulse of the organization by conducting exit interviews and stay interviews; provide feedback to your clients on key themes while maintaining the confidentiality of individuals. Document resignation trends and coach leadership on ways to minimize voluntary turnover
• Coach and advise employees on problem resolution; help them identify solutions and encourage them to constructively resolve conflicts
• Continuously look for and recommend the most efficient organizational design. More tactically, will need to coordinate employee transfers or promotions into open positions, working with managers to ensure smooth transitions, and provide feedback on resulting salary changes as needed
• Client-centered approach; acknowledge and/or respond to inquiries from clients and colleagues promptly
• Leverage HR knowledge to partner with the business on special initiatives, org restructuring, workforce planning and succession management
• Ability and interest to learn the business’ core functions, culture, industry and competition.
• Perform other duties as assigned

• What you’ll bring with you:
  • 3‑5+ years of cumulative HR experience with at least 2 years in an HR Generalist role
  • Excellent written and verbal communication skills
  • Excellent problem‑solving skills; highly motivated and results‑oriented
  • Strong interpersonal and relationship‑building skills including comfort presenting to and partnering with senior leaders across the organization
  • Ability to analyze data and recommend changes based on the analysis
  • Experien…