HRBP - Human Resources Business Partner

The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The HRBP will work closely with management and employees, providing strategic input, insight, and advice on people-related issues: talent management, employee relations, coaching/development, compensation, conflict management, organizational development, and training. The HRBP directs all people functions of the corporation in accordance with the policies and practices of the Corporation and the laws, regulations and administrative rulings of governmental organizations and other regulatory and advisory authorities and organizations.

Essential Duties and Responsibilities:

Business Acumen

• Collaborate and work effectively within the organization’s financial and operational context. Understanding finance principles, risk and reward, and business outcomes.
• Partner with compensation to facilitate resolution of complex compensation related issues within business or function; support the creation of new job descriptions and assist business leaders with annual performance review and salary increase processes.
• Ability to respond to shifts in the business environment, adapt and change course when necessary.

Relationship Management – People Ops Leader 

• Develop and execute solutions to business challenges and influence strategic business decisions. Analyze trends and metrics, resolve employee relations issues, improve work relationships and productivity, and suggest HR strategies.  

• Build relationships and coordinate effectively among a wide range of employees.
• Develop comprehensive strategic recruiting and retention plans to meet the human capital needs of strategic goals.

 Talent Acquisition and Management

• Identify, support, and execute HR activities of strategic value to the organization and meet employees’ needs across the employee life cycle.
• Collaborate with US and Global HR teams (talent acquisition, benefits, compensation, employee development) to implement initiatives that support workforce planning, talent acquisition and retention, succession planning, employee engagement, and organizational design.

Change Leader

• Acts as change agent to business through process design and approaches that support change and transformation.
• Optimize organizational design to increase productivity and improve performance of the business.
• Partner with key leaders in developing a future-proof compensation and benefits strategy.
• Enhance and/or develop and implement systems that will improve the overall operation and effectiveness of the corporation. Manage the human resource information systems database and necessary reports for critical analyses of the HR function and the people resources of the corporation.

Culture/Values/Employee Experience

• Establish and implement HR efforts that effectively communicate and support the firm’s vision and strategic vision and support the achievement of the overall firm business objectives.  Translate the strategic and tactical business plans into HR strategic and operational plans.
• Partner with management and personnel to solve conflicts, facilitate positive employee relations, maintain a good working environment, build morale, decrease turnover, and support a culture of diversity, equity, and inclusion.

Skills & Abilities

• Thorough knowledge of HR policies, procedures, and applicable state, and federal labor laws.
• Well-developed organizational skills
• Excellent communication skills, with the capability of articulating the company’s values and policies.
• Strong influencing skills necessary to implement work processes across locations and departments
• Ability to convey a high standard of honesty, integrity, trust, openness, fairness, and compassion
• Ability to work effectively across multiple functions and geographies

Qualifications

• Bachelor’s degree in business, Human Resources, or related area.
• Minimum:  5-10 years of professional experience in a generalist Human Resources environment, or related experience and/or training; or equivalent combination of education and experience.
• Must have experience with California State Labor Law
• Experience with New York State Labor Law highly desirable.
• PHR or SPHR certification highly desirable.
• Excellent command of both written and spoken English.
• Strong interpersonal skills and the ability to build genuine relationships at all levels.
• Excellent organizational skills and attention to detail.
• Must have the ability to exercise discretion over confidential and sensitive employment information.
• Must be able to work in a fast-paced environment and have a strong sense of urgency and problem-solving skills.