Hr Business Partner

The HR Business Partner (HRBP) position is responsible for aligning business objectives with team members and leadership in designated business units. The position formulates partnerships through working directly with the organization's leadership finding solutions to problems and working to implement and execute the HR strategy that closely supports the organizational goals. Contribute to the management of partnering relationships with internal clients, building effective working relationships and providing high-quality professional services to support in delivering business strategy and plans.

SUMMARY

The HR Business Partner (HRBP) position is responsible for aligning business objectives with team members and leadership in designated business units. The position formulates partnerships through working directly with the organization's leadership finding solutions to problems and working to implement and execute the HR strategy that closely supports the organizational goals. Contribute to the management of partnering relationships with internal clients, building effective working relationships and providing high-quality professional services to support in delivering business strategy and plans.

RESPONSIBILITIES

• Help develop procedures for an area of the organization, and monitor their implementation.


• Draft HR frameworks and tools within an area of expertise to meet business needs, ensuring compliance with specified design principles, internal policies, and external legal requirements.


• Provide specialist advice on the interpretation and application of policies and procedures, resolving complex or contentious queries and issues and enabling others to take appropriate actions.


• Investigate complex hypotheses, using a wide range of HR data to diagnose underlying causes of key business issues and identify opportunities to enhance employee engagement and/or improve business performance.


• Investigate, and propose solutions for, complex ER cases in liaison with line managers; coordinate the organization's response to legal cases brought by individuals; contribute to the preparation of legal submissions and ensure all parties complete casework accurately and within deadlines.


• Specify, develop, and test HR data collection procedures and tools within an area of HR practice to meet defined key principles and ensure compliance with external requirements.


• Develop own capabilities by participating in assessment and development planning activities as well as formal and informal training and coaching; gain or maintain external professional accreditation where relevant to improve performance and fulfill personal potential. Maintain an in-depth understanding of technology, external regulation, and industry best practices through ongoing education, attending conferences, and reading specialist media.

BEHAVIORAL COMPETENCIES

Manages Complexity

Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. For example, consistently looks at complex issues from many angles; obtains a rich and deep understanding; swiftly cuts to the core issue; skillfully separates root causes from symptoms.

Communicates Effectively

Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences. For example, listens attentively and takes an interest. Keeps others well informed; conveys information clearly, concisely, and professionally when speaking or writing.

Business Insight

Applies knowledge of business and the marketplace to advance the organization's goals. For example, has a sophisticated grasp of business drivers, finds new ways to increase own contribution. Stays attuned to business and industry changes, ensures own activities remain aligned to key objectives.

Ensures Accountability

Holds self and others accountable to meet commitments. For example, accepts responsibility for own work, both successes and failures. Handles fair share and does not make excuses for problems. Usually meets commitments to others.

Optimizes Work Processes

Knows the most effective and efficient processes to get things done, with a focus on continuous improvement. For example, pursues, explores, and develops ways to ensure own work is as effective as possible within all relevant processes. Shares an analysis of process problems with stakeholders; discusses how to resolve the issue.

Decision Quality 

Makes good and timely decisions that keep the organization moving forward. For example, knows when to act independently and when to escalate issues. Integrates various inputs, decision criteria, and trade-offs to make effective decisions. Typically makes good independent decisions.

Drives Engagement

Creates a climate where people are motivated to do their best to help the organization achieve its objectives. For example, shares insight into the purpose of the work, involves others appropriately and gives them credit for their contributions. Praises the successes of others.

Collaborates

Builds partnerships and works collaboratively with others to meet shared objectives. For example, readily involves others to accomplish goals; stays in touch and shares information; discourages "us versus them" thinking; shows appreciation for others' ideas and input.

Self-Development

Actively seeks new ways to grow and be challenged using both formal and informal development channels. For example, creates a development plan that states clear goals and the tactics to achieve them. Gathers information on where to focus. Makes efforts to apply new skills on the job.

Manages Conflict

Handles conflict situations effectively, with a minimum of noise. For example, seeks out a variety of opinions and options; maintains an open mind; takes steps to ensure conflict remains constructive; avoids polarized or unilateral decisions; seeks agreement on critical issues.

SKILLS

Data Collection and Analysis

Works independently and provides guidance and training to others on analyzing data trends for use in reports to help guide decision making.

Planning and Organizing

Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on planning, organizing, prioritizing and overseeing activities to efficiently meet business objectives.

Policy and procedures

Works without supervision and provides technical guidance when required on developing, monitoring, interpreting and understanding policies and procedures, while making sure they match organizational strategies and objectives.

Verbal Communication

Applies comprehensive knowledge to act independently while providing guidance and training to others on using clear and effective verbal communications skills to express ideas, request actions and formulate plans or policies.

Assessment

Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on analyzing data from multiple sources to draw appropriate conclusions and make suitable recommendations.

Business RequirementsAnalysis

Works without supervision and provides technical guidance when required on analyzing the business requirements that IT solutions must meet.

Compliance Management

Works without supervision and provides technical guidance when required on achieving full compliance with applicable rules and regulations in management and/or operations.

Employee Relations

Works without supervision and provides technical guidance when required on making sure that the organization manages its employee relations within a clear framework

EDUCATION EXPERIENCE

General Education

University (First degree) in HR related field.

Preferred: HR Certification

General Experience

Experience enables job holder to deal with the majority of situations and to advise others (Over 3 years to 6 years)

Managerial Experience

None

At PGT Innovations, we may build and support high-quality, innovative windows and doors, but every day holds opportunities for us to do so much more – from building stronger teams through leading, supporting, mentoring, and collaborating, to fostering better relationships with our customers.

WHY WE’RE DIFFERENT

Every day we look for opportunities to grow and achieve greatness – together.

This isn’t an “everyone for themselves” environment. Here, we look out for each other. We help each other. We prop each other up during challenging times.

Because inventing, building, and delivering the future of windows and doors is not a one-person job. It takes all of us.

Our collaborative group.

Our understanding family.

Our strong team.

Working together to inspire greater opportunity for our customers, our community, and our team members.

PGTI Perks

• Competitive compensation
• Career advancement opportunities
• Medical coverage
• Dental coverage
• Tuition reimbursement
• Employee stock purchase plan
• 401k matching
• Profit sharing
• Paid time off
• Volunteer time off

Culture at PGTI 

Every great culture begins with a strong foundation. Ours is guided by our Togetherness Code:

• Dream & Do - We work together to think bigger and design better while creating the future of our products, services and our company.
• Inspire & Include - We make everyone feel like they are a part of our growth and our future opportunities.
• Build & Better - We keep quality in mind as we build our products and our relationships, both internally and externally
• Develop & Deliver - We take the time to learn, guide and mentor as we prepare our next generation of talent. 

PGT Innovations is an equal opportunity employer. Applicants are considered

for positions without regard to race, color, creed, national origin, ancestry,

religion, sex, sexual orientation, gender identity or expression, age, mental or

physical disability, marital/family/caregiver status, genetic information,

military or veteran status, citizenship or any other characteristic protected by

federal, state or local low. PGT Innovations also prohibits harassment of

applicants or employees based on any of these protected categories.

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