HR Business Partner, Corporate - HR​/Legal; Remote

The HR Business Partner (HRBP) position is responsible for aligning company objectives with employees and management in designated departments. The HRBP is an HR professional who works closely with department leaders and/or managers to achieve shared organizational objectives, in particular designing and implementing HR systems and processes that support strategic business goals. The HRBP is the first point of contact for all HR related matters and assist department leaders through HR related processes.

Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated and collaborative solutions. This key position answers complex employee questions, explains involved aspects of company personnel programs such as benefit administration, employee development, employee relations and services, equal employment opportunity, and/or labor relations.

• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Regular and in-person attendance and participation in designated department meetings and establish self as a part of the team.
• Establish a regular and frequent presence in all assigned departments and with all levels within these groups.
• Understand business goals, objectives and priorities of assigned departments and identify how HR can support and help drive the business.
• Communicate and share partner department priorities and objectives with HR leadership to ensure alignment and support for business areas.
• Partners with department management, providing HR guidance when appropriate.
• Conducts effective, thorough and objective investigations.
• Creates and maintains employee relations investigation notes
• Partners with Sr. Human Resources Manager on employment action
• Conducts and attends regular meetings with respective department leaders and teams.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Provides day-to-day performance management guidance to all levels of management (coaching, counseling, career development, disciplinary actions).
• Provides HR policy guidance and interpretation.
• Works as the liaison between the department leaders and talent acquisition team to identify staffing needs and set staffing priorities.
• Assists Sr. HR Manager in providing guidance and input on department changes and succession planning.
• Works as the liaison between the department leaders and training team to identify training needs for business units and individual executive coaching needs. Participates in evaluation and monitoring of success of training programs. Follows-up to ensure training objectives are met.
• Partners with department leaders on performance reviews, and promotions
• Responsible for New Hire Orientation and Onboarding Plan for new associates in assigned business areas
• Responsible for Exit interviews and providing feedback to Sr. HR Manager and Department Leader
• Participate in committees and HR projects as needed

• Formulates partnerships across the HR function to deliver value-added service to management and employees that reflect the business objectives of the organization
• Work closely with his or her department leader, department managers and employees on all HR related matters and will assist with all HR related processes.
• Responsible for assisting his or her department with new policy changes and communicating HR related information.
• Hold a high level of confidentiality.

• Supervises staff – No direct reports
• Organizational Scope – All US…