Sr. Human Resource Business Partner

Job Responsibilities and Requirements

Provides strategic and hands-on human resources expertise and leadership that engages all levels of employees, effectively addresses needs and issues, and supports the achievement of business results.

Strategy-Setting

* Develops and maintains positive, professional and objective relationships with employees and management.

* Partners with and influences leadership to create a supportive learning culture that builds employee morale, engagement, and potential while achieving business results.

* Partners with leadership and the Talent Development team to drive the talent assessment process, and determine talent development needs, including management and development of high potential employees.

* Works with leadership and the HR team to determine the appropriate reward and recognition programs; helps manage/execute programs as appropriate.

* Participates in and /or leads various strategic and tactical-level HR initiatives/special projects.

Workforce Alignment to Strategy

* Partners with and influences leadership to create understanding and alignment between business needs and HR practices/programs.

* Champions positive and constructive change in the organization; provides coaching and skill building as necessary to facilitate change.

* Partners with leadership and the Talent Acquisition team to develop workforce planning programs.

* Participates with leadership and the Talent Acquisition team to ensure position specifications and requirements are appropriate for the position.

* Participates in the interview/selection process for client groups.

* Follows up with new hires to determine the success of the hiring, selection and on-boarding process; identifies and solves issues as they arise.

* Monitors and advises managers in the performance management systems (development and assessment) of the company.

* Coaches and trains managers in their communication, feedback, recognition, and interaction responsibilities with direct reports.

* Assists leadership in performance improvement plans as necessary.

* Provides consultation and coaching to leadership and employees in order to manage employee relations issues in a fair, legal and supportive manner that supports the company culture and facilitates a positive outcome.

* Manages/oversees one or more ongoing HR programs.

Strategy-Support

* Develops and utilizes various HR metrics, competitive benchmarking and employee feedback to develop and improve the organization; monitors trends in leadership and employee behavior relative to desired culture.

* Reviews, guides, and approves management recommendations for employment life cycle decisions.

* Based on a sound understanding of employment law, conducts investigations when employee complaints or concerns are brought forth, and provides and/or implements recommendations for resolution; consults with outside counsel as appropriate.

* Manages the application of policies and procedures to ensure the company is operating in a fair and legal manner; interprets the employee handbook using these same guidelines.

* Supports the organization's mission, strategy and values and models the desired behaviors.

* Stays abreast of current trends, innovations, legal and regulatory policies and practices.

* Works on special projects and may have responsibility for certain HR initiatives.

Required Knowledge, Skills, Abilities and/or Related Experience

* Bachelor's Degree in Human Resources, Business Administration, Psychology or related

* 10+ years directly relevant HR experience serving as an HR Business Partner and advisor to senior executives helping build high employee engagement workplaces.

* Insurance industry experience a plus.

* Must possess thorough knowledge of employment law and ongoing legislation.

* Experience in developing, analyzing and managing workforce analytics.

* Effective and professional relationship skills.

* Possess and demonstrate excellent change management, project management, leadership, coaching and collaboration skills.

* Ability to translate business needs into HR priorities, thinking strategically and acting tactically to deliver results.

* Embraces opportunities to streamline processes to…