Senior HR Business Partner

Senior HR Business Partner

The HR Business Partner works in close collaboration with management to deliver value-added service to management and employees that reflects the business objectives of the organization. This position will serve as a business partner with leaders and employees across the organization by providing support in employee relations, performance management, change management, organizational development, individual development planning (succession planning), workforce planning, and other workplace initiatives, to drive operational excellence.

The role assesses and anticipates HR-related needs, communicating such needs proactively with the HR department and management, continually aligning all business objectives in designated business units. Leads implementation of HR initiatives, policies, programs and employment law. As appropriate, provides individual coaching to leaders regarding their own or their department's future development plans and actions. May require travel to facilities within the service territory.

Develop and administer initiatives at an individual, group, and company-wide level in support of strategic objectives, organizational health, and continuous improvement. Responsible for partnering with all levels of the organization to support achievement of their key results and assure high value HR service to all stakeholders. Keep corporate business unit management apprised of HR activities.

Complex responsibilities related to primary focus of job area. Uses best practices and in-depth business knowledge to solve complex problems and improve products or services. May adapt procedures, processes and techniques to meet the more complex requirements of position.

Provide advice and consultation to HR colleagues and management on complex employee relations issues, discipline and termination, performance management, member development, organizational changes, compensation, etc. Utilizing a collaborative, data driven approach, discern business needs and proactively secures resources to drive HR initiatives that support organization effectiveness and advance strategic initiatives. Independently administer and communicate various human resource plans and procedures (i.e. reasonable suspicion administration, return to work process, performance management administration, ADA etc.).

Partner with HR and Business COE's in roll-out of HR programs and policies. Counsel and provide assistance to employees and all levels of management in employee relations issues; seek advice and guidance from corporate Ethics and Legal teams to maintain compliance with company policies and employment laws. As needed, investigate and obtain factual information concerning employee/management inquiries and employee suggestions and/or complaints.

Conduct employee relations investigations, counseling, discipline, terminations and exit interviews. Partner with members and leaders to support and drive initiatives in culture management (engagement), employee relations, change management, organizational design, workforce planning, succession planning, and HR project management. Conduct workplace assessments and/or utilizes resulting information to construct and implement interventions to prevent or resolve problems and issues throughout the company.

Participate in the development of strategies and action plans to effectively manage change. Utilize OD assessment tools, such as MBTI and 360, and partner with leadership to develop individual development plans for members and leaders. Support the company imperative of Member and Leader Development through participation in the creation, design, execution and/or enhancement of development programs. Lead and collaborate with key stakeholders to develop project implementation plans (i.e. organizational change, strategic initiatives, etc.)

that consider cultural sensitivities with all accountable parties. Use HR subject matter expertise, influence and process skills to help internal/external customers and stakeholders identify and meet their high priority needs while considering cultural and diversity implications. Act as a coach and mentor to new or less experienced team members. All other duties as assigned.

Associates degree in related field combined with HR Certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) and 8 years of HR Generalist or HR Business Partner experience, with 6 years practicing in employee relations; OR Bachelor's or Master's Degree in Human Resources (or related field)…