Hr Business Partner

Company Description

Domino’s Pizza, which began in 1960 as a single store location in Ypsilanti, MI, has had a lot to celebrate lately: we’re a reshaped, reenergized brand of honesty, transparency and accountability – not to mention, great food! In the rise to becoming a true technology leader, the brand is now consistently one of the top five companies in online transactions and 65% of our sales in the U.S. are taken through digital channels. The brand continues to ‘deliver the dream’ to local business owners, 90% of which started as delivery drivers and pizza makers in our stores. That’s just the tip of the iceberg…or as we might say, one “slice” of the pie! If this sounds like a brand you’d like to be a part of, consider joining our team!

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 designated 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.

 

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.
• 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.

 

Team Member Experience and Risk Management:

• Oversees and resolves complex employee relations issues through thorough and objective investigations.
• Responsible for supporting leaders with driving a consistent performance management process. Works alongside managers to coach, counsel, provide disciplinary actions if necessary and career development guidelines.
• Identify and facilitate (if needed) 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.

Qualifications

Basic

• Bachelor’s Degree in Business, Human Resources, or related field
• 5+ years of experience in HR; with at least 2+ years of dedicated HRBP and HRG support
• Thorough knowledge of the principles, practices and procedures of human resources management in the areas of employment, employee relations, talent development, people analytics, labor risk management and organization development

Preferred

• Master's Degree in HR related field or MBA
• S/PHR certification or equivalent
• Experience supporting hourly employee client groups
• Experience in a call center, distribution center, or manufacturing environment
• Demonstrated experience managing and leading employees
• Proficiency with HRIS System
• Human Resources experience with companies supporting 250-500 or more associates

Travel may be required for specific HRBP roles depending on client area and geography

A successful candidate will demonstrate:

• Experience in analyzing human resource and management problems and devising effective solutions
• Ability to communicate effectively in verbal and written mediums, including preparing and delivering complex correspondence, reports, presentations and proposals to drive influence or decision making
• Solutions focused and be comfortable working in an environment which demands strong deliverables along with the ability to identify problems and drive appropriate solutions
• A flexible skill set, including the ability to think strategically, execute tactically, have a data driven growth mindset and collaborate across many teams, levels, and situations.
• Bias for action, stellar work ethic, and desire to achieve excellence
• Operates with autonomy and discretion; A true hands-on approach as well as the ability to successfully monitor the "pulse" of the employees to ensure a high level of employee engagement
• Experience with rapid and complex changing work environment

 

Additional Information

All your information will be kept confidential according to EEO guidelines.