Human Resources Business Partner Job Frederick area,Maryland USA,HR/Recruitment

At Banner Life Insurance Company, we lead with heart and ambition. Every day, we transform purpose into progress, guided by our unwavering commitment to be better for our customers, clients, and communities, not just today but long-term as well. Our people are the driving force behind everything we achieve. Their passion, purpose, and pursuit of innovation empower us to deliver cutting-edge solutions that support those we serve, ensuring we are here for you, here for good and striving for better.

We’re a forward-thinking company energized by our work and how we show up for one another. Our culture is built on meaningful impact and genuine enjoyment, because we believe great work and great experiences should go hand in hand.

By offering career development opportunities, comprehensive benefits, and programs that support your wellbeing, we help you thrive personally and professionally. We are here for you, here for good and here for better.

The Human Resources Business Partner is responsible for aligning business objectives with employees and management and for solving complex organizational challenges through people-related solutions. Work closely with the leadership of their client group to provide proactive support on all aspects of HR, thinking strategically about challenging people topics that need innovative solutions. Create people strategies that support staff in their career growth and development while enhancing engagement and cultural initiatives.

This positions partners with the rest of the HR team to deliver value-added services to management and employees. The HRBP position aligns HR with the needs of the business and contributes to the development of and the accomplishment of the organization-wide business plan and strategy.

Provide a customer-centric approach to HR by supporting the assigned client group’s leadership team on strategic issues for the department. This would include ensuring the right talent is in place to meet business objectives, assisting with job design and maximizing organization structures for efficient workflows, consulting on reward/pay for talent retention, and working to strengthen employee engagement in the group.

Analyze people data and trends to design and execute strategies for how we staff, onboard, develop, retain, and organize work. Be the change champion for new business processes and programs that support the digital business strategy.

Attend client group senior leadership staff meetings (minimally once per month) to ensure thorough understanding of department issues/concerns and provide appropriate HR guidance where needed. Champion department issues with HR “expert” as necessary to resolve problem and provide service delivery excellence to the client group.

Working with the entire HR team, use data strategically to identify and surface trends in both quantitative and qualitative data to help improve organizational health.

Based on client feedback and information, evaluate current HR programs, and anticipate HR needs. Recommend changes to procedures or processes to enhance the client group’s experience with HR. Collaborate with colleagues in HR to develop new programs, policies, or solutions.

Facilitate strategic conversations with business leaders to identify their talent pipeline requirements and in building a future focused Workforce Plan, aligned to their business strategy. Ensure pipeline of succession ready candidates for all key leadership roles.

Work with the talent team to hire and position talent within the organization with the intent of building a strong and capable workforce that adds to the Company’s bottom line and increases organizational capability. Achieve assigned staffing objectives using a broad base of business knowledge along with expertise in human resource laws and best practices.

Implement new and creative ways of attracting and engaging a talented workforce (e.g. social media, web recruiting tools, referrals, networking, branding efforts, expanding functionality of existing recruiting tools).

Respond to inquiries from employees and managers. Provide information and interpretation of Company policies, benefits, and other HR…