HR Business Partner

Job Description
The Human Resource Business Partner is the central spoke in the interaction model between team members, client areas, centers of excellence (HR and others) and internal/external partners. The role will be both a strategic and tactical people partner providing full cycle HR support to a business unit. The individual in this role must understand business priorities and translate them into an HR agenda that supports the business as it grows. Success in this role will require influential partnership with middle and senior management within the organization to execute the HR strategies that foster organizational and people effectiveness with a strong emphasis on employee relations, performance management, talent development, inclusion, equity and diversity, employee engagement, organizational effectiveness, etc. in support of short-term and long-term business goals.
Main responsibilities
Business Partner and HR strategy support:
Understand business priorities and translate them into the highest impact work.
Build effective relationships to help business leaders and HR COEs look around corners with data-driven recommendations to execute HR strategies that improve performance, retention, and the overall employee experience. Strategies would expand to talent management, organizational effectiveness, workforce planning, and employee engagement.
Act as a trusted advisor, providing guidance on HR best practices, including but not limited to talent acquisition, performance management, engagement, total rewards and organizational development.
 
Talent Planning and Staffing
Understand the entire talent system and each stage of the employee lifecycle and apply that understanding to craft integrated solutions that are thoughtful and reinforced by upstream and downstream talent programs.
Partner with leadership to lead talent reviews, drive accountability and any support on talent action plans related to workforce and people planning, succession and inclusion and diversity objectives.
Partner with Talent Acquisition, Talent Management and other COEs to determine and support sourcing and talent competitive approaches to attract, retain and plan for business growth, workforce rightsizing and team staffing needs for assigned organizational areas. This includes hands-on support with interviewing and hiring as needed.
Collaborate with leaders to identify skill gaps, implement training programs, and facilitate professional development opportunities for employees.
Determine and coordinate employment offers with Compensation, TA, finance, business leaders and HR leadership.
Facilitate and influence programs, like Health and Wellness, HR transformation, that run across the broader HR team to ensure effective impact and experience for client area, HR team and company.
Support cross-functional projects by providing subject matter expertise including research, detailed planning, and implementation.
 
Organizational Design and Effectiveness:
Identify opportunities to improve organizational effectiveness by diagnosing challenges, prescribing solutions, and supporting implementation, gaining insight from direct leader as necessary.
Provide tools to help guide Departments through a high degree of growth and change including, but not limited to communication strategy, proactive needs assessment, and team effectiveness efforts.
Partner with leaders to navigate organizational change and ensure smooth transitions and minimal disruption to employees.
 
Team Member Experience and Risk Management:
Responsible for the implementation of performance management processes, providing guidance on goal-setting, performance evaluations, and feedback mechanisms.
Works alongside managers to coach, counsel, provide disciplinary actions if necessary and career development guidelines.
Identify and facilitate training needs for specific business units and monitor the success of implemented training programs to drive employee experience, people leadership and risk mitigation.
Partner with Talent Management, I&D and L&D to support the rollout of corporate team member initiatives that support development, along with creating custom offerings based on business needs.
Oversees and resolves complex employee relations issues through thorough and objective investigations.