HR Business Partner

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Summary of This Role

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.

Summary

Description Summary of This Role

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.

What Part Will You Play?

• Provides professional HR guidance and support to internal client groups across geographies with the objective of adding value to the business
• Assists with the implementation and day-to-day management of corporate human resource policies and programs at the segment or division level
• Builds and maintains strong relationships with business leadership to provide consultation and guidance on all HR related matters
• Resolves employee relations issues through a systematic approach and takes lead role in investigations and resolving escalations in partnership with Legal as needed
• Provides guidance on sensitive employee relations issues including performance management, terminations, exit interviews, unemployment claims and hearings to ensure proper course of action is being taken in order to ensure consistency throughout the assigned business unit
• Assists with company-wide programs and initiatives (e.g., employee engagement, salary reviews, bonus awards, equity grants, workforce planning, and organizational changes)
• Facilitates organization and leadership development efforts, working with employees and managers to address root causes of human resources issues
• Partners with corporate level HR functions such as Compensation, Shared Services, HRIS, Talent Acquisition, etc. to provide feedback and insight on business needs and works closely with HR leadership to identify process improvements
• May include responsibility for at least 1 HR Center Of Excellence (COE) to include recruiting, payroll or benefits, etc.
• Mentors Associate HRBP Level and may serve as key contributor on med to high impact projects
• Ensures data integrity is maintained in human resource information system records and reports;
  Develops reporting tools and techniques to capture and distribute meaningful data and metrics related to HR areas

• Bachelor's Degree
• Relevant Experience or Degree in:
  No degree specified; combination of relevant professional training and/ or experience in lieu of degree accepted
• Typically min of 5 years relevant experience OR Min 1 year as an Assoc HRBP with GP

• Previous corporate HR experience
• Society of HR Management (SHRM) Certification - Professional Human Resources (PHR) or Senior Professional Human Resources (SPHR)

• Skills / Knowledge - Having broad expertise or unique knowledge, uses skills to contribute to development of company objectives and principles and to achieve goals in creative and effective ways. Having ownership of a function, account or matrix management responsibilities, uses knowledge to ensure success, strengthen relationships, expand the business, and lead matrix teams on complex projects. Barriers to entry such as technical committee review may exist at this level.
• Job Complexity - Works on significant and unique issues where analysis of situations or data requires an evaluation of intangibles. Exercises independent judgment in methods, techniques and evaluation criteria for obtaining results. Creates formal networks involving coordination among groups, both internal and external.
• Supervision - Acts independently to determine methods and procedures on new or special…