Job Summary

Aligns business objectives with employees in designated department(s) by helping business leaders identify, prioritize, and build organizational capabilities, behaviors, structures, and processes. The Human Resources Business Partner (HRBP) serves as a consultant to management on Human Resources related issues. Acts as a change agent, assessing and anticipating HR-related needs. Seeks to develop integrated solutions by communicating between HR and the department. Formulates partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization. Maintains an effective level of business literacy about the department and its culture. Drives the business through partnerships with VPs, Heads of Departments, Directors and Managers.

Primary Activities and Responsibilities

• Works under the direction of a senior leader to support designated department(s) by facilitating long-term initiatives aligned with the strategic agenda. Drives the business through partnerships with VPs, Heads of Departments, Directors and Managers.
• Acts as a liaison between the department and HR to ensure that HR services are aligned with internal client needs. Identifies new opportunities where HR can add value to the department.
• Ensures that a strong leadership and coaching culture permeates the organization. Provides expert advice and coaching to employees when appropriate. Encourages culture of engagement through regular communication, employee recognition and ongoing employee interactions.
• Supports line managers in forecasting and planning their talent pipeline requirements in line with the function/business strategy. Partner with appropriate business partners to identify trends, anticipate changes, and develop & implement the strategy for workforce needs.
• Works with centers of expertise to implement appropriate employee programs. Helps the department leader identify development opportunities for employees and ensure that they are able to meet current and future performance standards.
• Maintains knowledge of progressive HR practices and key trends. Identifies and drives the communication and sharing of best practices across functions to facilitate continuous improvement.
• Reviews and benchmarks the internal and external environment to improve the HR policies and initiatives. Develops and promotes feedback mechanisms for employees to influence the continuous improvement of HR services and processes.
• Manages specific projects as determined in ongoing HR supported programs and activities.
• Participate in functional and cross-functional initiatives.
• Miscellaneous activities and responsibilities as assigned by manager

Minimum Qualifications

• Bachelor's Degree/4-year Degree
• 3 or more years of experience in of experience required in Human Resources, Labor Relations, Payroll, Business or related field

Preferred Qualifications

• Graduate Degree
• 5 or more years of experience in of experience in Human Resources, Labor Relations, Business or related fields
• GPHR (Global Professional in Human Resources)
• PHR (Professional in Human Resources)
• Senior Professional in Human Resources (SPHR)

Knowledge and Skills

• Business acumen and customer focus
• Ability to navigate through complex and ambiguous situations while serving as the procedural expert, change agent, and employee advocate
• Commitment to teamwork
• Integrity and ethics, and the ability to produce the right results, the right way
• Knowledge of HR labor and employment law, and the ability to interpret, apply, and articulate this knowledge in support of business initiatives
• Microsoft Office and Oracle Human Resources Information System (HRIS) skills
• Verbal and written communication skills to include delivering effective presentations to senior leadership
• Ability to anticipate and analyze problems, resolves issues through creative problem solving, and manage multiple assignments and changing priorities
• Ability to improve employee and organizational performance in challenging work environments while maintaining the appropriate balance between multiple key HR roles: Strategic Partner, Human Resources and Legal.