Sr. People and Culture Business Partner

Overview

We are committed to building a workplace where everyone feels heard and respected, and extending our culture of care so that every individual can reach their full potential. We want you to have a sense of belonging and feel valued for your contributions and the perspectives you bring.

The Sr. People & Culture Business Partner works closely with assigned business unit leaders to ensure that People & Culture efforts and outcomes meet business needs. Supports the strategic plan and company mission, vision, and core values, under the guidance of the Sr. People & Culture Manager. This role serves as a liaison between employees/managers of a division. The Sr. People & Culture Business Partner will be assigned specific roles within the scope of People & Culture support and areas of responsibility and is also expected to influence and coach other People & Culture Operations team members in the completion of their duties and in supporting the needs of the individuals and departments.

Oversees the development and execution of company programs, policies, and activities established to benefit the employee-employer relationship. Provides high-level expertise and counsel to management and employees in all areas of People & Culture.

This role will be hybrid requiring a minimum of 3 days in office.

• Builds trusting relationships throughout the company by spending time with business leaders and learning the critical challenges to growing the business.
• Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.
• Coaches, counsels, and trains all managers and employees on company policies/procedures, organizational development training programs, career development, employee relations, and all other training programs.
• Consults with business unit leadership, providing People & Culture expertise, including organizational design, workforce planning, performance, and change management.
• Assists in recruiting activities such as job description creation and ensures complete compensation analysis. May participate in interviewing candidates for client groups.
• Maintains in-depth knowledge of legal requirements related to the day-to-day management of employees, reducing legal risk and ensuring regulatory compliance.
• Identifies process improvement projects proactively. Leads and executes the completion of those process improvements.
• Manages high-level strategic projects from beginning to end.
• Utilizes People & Culture systems to analyze workforce data and produce actionable insights for business leaders, including trends related to turnover, engagement, performance, and staffing levels; presents findings to inform strategic decision-making.
• Works closely with the business to improve engagement scores through analyzing engagement survey results and as required, presenting results and running improvement workshops
• Participates in the People & Culture’s team initiatives at a high-level.
• Presents themselves as a leader and is seen as an expert from client groups.
• Attends work regularly and punctually, as scheduled or expected.
• Complies with Employee Handbook, Code of Conduct, and Company Policies & Procedures.
• Presents, supports, and leads-by-example with a safety and quality-oriented attitude.
• Demonstrates ethics and integrity through self-accountability, compliance in all areas of Human Resource functionality, and sound policy application.
• Optimizes and executes work processes in a broad range of all areas within human resources.
• Ensures compliance with all government and company People & Culture policies and procedures.
• Ensures standards for all People & Culture-related processes are executed to maximize efficiency.
• Completes individually assigned development and strategic initiatives.
• Supports multiple client service groups.
• Participates in strategically aligned People & Culture projects.
• Serves as the "go-to" face of People & Culture to employees and managers within the assigned group(s) and primary liaison & single point of contact (the funnel) to other essential People & Culture functions, including compensation, benefits, and talent acquisition personnel.