Hr Business Partner

Overview
#LI-JET1
Work Location: Westchester, IL
Work Schedule: Hybrid - Chicago, IL
Job Description
Position Overview
The HR Business Partner (HRBP) is responsible for building strong collaborative relationships and will be a trusted partner helping to shape our culture, support our business strategies and identify and develop the talent necessary to deliver our Company's Mission to be a trusted partner to schools and institutions in helping to drive success for their students.
The HRBP leverages best-in-class HR practices while partnering with business leaders and HR Centers of Excellence to continually design, deliver and support the Company's people strategies and business initiatives while ensuring that business goals are met. The HR Business Partner will help to establish Follett as an employer of choice while empowering all team members at all levels of the organization.
The HRBP serves as the primary strategic partner and consultant to the business, developing HR strategies, conducting needs assessments, developing corresponding HR solutions, and acts as an employee champion and change agent with a strong emphasis on employee engagement initiatives while demonstrating the Follett Values -- Integrity, Accountability, Customers, Each and Every Associate, Innovation, and Teamwork.
Responsibilities
Succession Planning/Talent Review/Organizational Development:

• Leads the departmental Talent Review and ensures there is an effective Succession Plan strategy in place for all key positions
• Partners with business and retail operations training team to create development plans and high-potential programs for A-players
• Supports culture change initiatives and establishes key change management strategies for business-related events impacting human capital
• Partners with HR Centers of Excellence in the design, development, and execution of solutions through organizational development, cultural and process-oriented perspectives
• Collaborates with the HR Center of Excellence and works closely with management in the successful implementation and communication of corporate policies, processes, and initiatives related to human resources, organizational and employee development at the business unit or retail level

Strategic Partner and Consultant:

• Serves as the primary strategic partner and consultant to the business, developing HR strategies, needs assessments, and resulting HR solutions
• Collaborates with Business Partners to influence business strategy based on a deep understanding of the business implications for the organization and brings HR expertise to business/operational discussions with linkage to HR strategy and business objectives
• Establishes, builds, and maintains strong relationships with key HR partners in the Centers of Excellence and HR Service Centers to ensure elements of HR are successfully coordinated to meet business needs; including relationship management, leadership, HR roles responsibilities, and service delivery commitments
• Based on the business strategy, works with Business Partners to identify, design, and implement appropriate organizational structures and key capabilities required to achieve business objectives
• Responsible for managing business needs of multiple senior leadership teams - know the Business

Performance Management:

• Supports the Performance Management cycle for their assigned departments including reviews, compensation, bonuses, IDPs, mid-year updates, and turnover improvement
• Plays an active role with Business Partners in managing Team Member performance and maintaining a culture of accountability
• Works with Business Partners on Development Plans and identifying talent for succession

HR Insights and Analytics:

• Reviews HR Reports; analyzes and identifies trends in key people metrics that have implications for the business
• Partners with Business Partners to ensure there is a plan in place to improve Team Member Engagement scores
• Provides coaching and counseling for Business Partners on trends in internal employee relations issues
• Conducts exit interviews, shares information, and highlights opportunities for improvement
• Identifies retention risks and makes recommendations for retention

Additional Projects as assigned
Requirements

• 7-10 years of relevant experience.
• Bachelor's degree or equivalent.
• HR certification is a plus, PHR, SPHR, and/or GPHR.
• Minimum of 8 to 10 years of experience resolving complex employee relations issues and Business Partnering experience.
• Minimum 8 to 10 years of progressive experience in multiple human resource disciplines, including talent management, talent acquisition, compensation practices, organizational diagnosis, employee relations, diversity, and federal and state respective employment laws.
• Strategic thinker - able to provide strategic advice, develop options, analyze risks, make good judgments, and solve problems.
• Proven experience supporting senior leaders on strategic initiatives.
• Direct experience in the development, delivery, and facilitation of leadership course content to manager-level audiences.
• Successful track record in leading employee engagement initiatives at multiple levels within an organization.
• Proven track record of building and managing strong collaborative relationships.
• Ability to effectively interact with all levels of the organization.
• Business and strategic planning skills.
• Ability to use data-driven business information (analytics), to extract insight from analysis and translate the impact of HR solutions via measurable results.
• Ability to plan and manage projects within time constraints.
• Strong process improvement capability.
• Retail experience is strongly preferred.
• 3-5 years of people management experience preferred.
• Exceptionally strong consulting and coaching skills.
• Demonstrated Change Management experience.
• Excellent management and communication skills.
• Corporate HR or Divisional HR or similar setting experience preferred.
• Experience working in a field HR position with multi-state-based clients preferred.
• Strong developer of organizational talent.
• Extensive employee engagement abilities.
• Thorough knowledge of state and federal laws pertaining to Human Resources.
• General Computer Skills.