Address
Form of work
SalaryPosted
17-Jan-2024
Service line
GWS Segment
Role type
Full-time
Areas of Interest
People/Human Resources
Location(s)
Burlington Township - New Jersey - United States of America, Cranbury - New Jersey - United States of America, Fishkill - New York - United States of America, Hawthorne - New Jersey - United States of America, Lawrence Township - New Jersey - United States of America, Liverpool - New York - United States of America, Logan Township - New Jersey - United States of America, New York - New York - United States of America, Newburgh - New York - United States of America, Remote - US - Remote - US - United States of America, Westampton - new Jersey - United States of America
JOB SUMMARY
Manages the effective implementation of human resources (HR) initiatives, policies and procedures, including compliance, employee onboarding and exiting, performance management, training, compensation, affirmative action planning and employee safety. Performs work that is varied and may be somewhat difficult but usually involves limited responsibility. Primary Business Partners are first line supervisors, mid-level managers and directors.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Manages the HR function for a business unit or line of business.
Provides employee relations support, including conflict resolution, disciplinary action and performance improvement counseling.
Conducts investigations regarding discrimination and unfair employment practices, including, but not limited to, those involving federal and state agency charges.
May be responsible for managing several HR functions such as employment, labor relations, compensation, training, equal employment/affirmative action, records, safety and health, benefits and employee services.
Assists management in planning, development, implementation and evaluation activities.
Studies feedback and develops strategies that balance the needs of employees and management with relation to employee services and policy alignment.
Evaluates the status and productivity of HR programs and recommends changes to improve efficiency and cost-effectiveness.
Develops and conducts training for management and employees on a variety of issues including, but not limited to, performance management, diversity, etc.
May perform other responsibilities as assigned.
SUPERVISORY RESPONSIBILITIES
None. Responsible for identifying training needs, tracking performance, coaching and motivating employees. Responsible for partnering with clients and management on decisions relating to hiring, terminating, compensation and performance evaluation.
Manages the effective implementation of human resources (HR) initiatives, policies and procedures, including compliance, employee onboarding and exiting, performance management, training, compensation, affirmative action planning and employee safety. Performs work that is varied and may be somewhat difficult but usually involves limited responsibility. Primary Business Partners are first line supervisors, mid-level managers and directors.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Manages the HR function for a business unit or line of business.
Provides employee relations support, including conflict resolution, disciplinary action and performance improvement counseling.
Conducts investigations regarding discrimination and unfair employment practices, including, but not limited to, those involving federal and state agency charges.
May be responsible for managing several HR functions such as employment, labor relations, compensation, training, equal employment/affirmative action, records, safety and health, benefits and employee services.
Assists management in planning, development, implementation and evaluation activities.
Studies feedback and develops strategies that balance the needs of employees and management with relation to employee services and policy alignment.
Evaluates the status and productivity of HR programs and recommends changes to improve efficiency and cost-effectiveness.
Develops and conducts training for management and employees on a variety of issues including, but not limited to, performance management, diversity, etc.
May perform other responsibilities as assigned.
SUPERVISORY RESPONSIBILITIES
None. Responsible for identifying training needs, tracking performance, coaching and motivating employees. Responsible for partnering with clients and management on decisions relating to hiring, terminating, compensation and performance evaluation.
QUALIFICATIONS
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
EDUCATION and EXPERIENCE
Bachelor's degree (BA/BS) from 4-year college or university and a minimum of 5 to 7 years of related experience.
CERTIFICATES and/or LICENSES
Professional in Human Resources (PHR) designation preferred.
COMMUNICATION SKILLS
Ability to comprehend, analyze and interpret business documents. Ability to effectively respond to sensitive issues, complex inquiries or complaints from clients, co-workers, supervisor and/or management. Ability to motivate employees and client groups to take desired action.
FINANCIAL KNOWLEDGE
Ability to perform basic mathematical functions including percentages, discounts and commissions.
REASONING ABILITY
Ability to analyze and interpret considerable data in varying circumstances and provide solutions to varying unique challenges.
OTHER SKILLS and ABILITIES
Strong Microsoft Word, PowerPoint and Excel skills required. Knowledge of PeopleSoft.
SCOPE OF RESPONSIBILITY
Decisions made with thorough understanding of procedures, company policies and business practices to achieve general results and deadlines. Responsible for setting work unit and/or project deadlines. Errors in judgment may cause short-term impact to department.
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
EDUCATION and EXPERIENCE
Bachelor's degree (BA/BS) from 4-year college or university and a minimum of 5 to 7 years of related experience.
CERTIFICATES and/or LICENSES
Professional in Human Resources (PHR) designation preferred.
COMMUNICATION SKILLS
Ability to comprehend, analyze and interpret business documents. Ability to effectively respond to sensitive issues, complex inquiries or complaints from clients, co-workers, supervisor and/or management. Ability to motivate employees and client groups to take desired action.
FINANCIAL KNOWLEDGE
Ability to perform basic mathematical functions including percentages, discounts and commissions.
REASONING ABILITY
Ability to analyze and interpret considerable data in varying circumstances and provide solutions to varying unique challenges.
OTHER SKILLS and ABILITIES
Strong Microsoft Word, PowerPoint and Excel skills required. Knowledge of PeopleSoft.
SCOPE OF RESPONSIBILITY
Decisions made with thorough understanding of procedures, company policies and business practices to achieve general results and deadlines. Responsible for setting work unit and/or project deadlines. Errors in judgment may cause short-term impact to department.
CBRE carefully considers multiple factors to determine compensation, including a candidate’s education, training, and experience. The minimum salary for the People Business Partner position is $80,000.00 annually [or $38.46 per hour] and the maximum salary for the People Business Partner position is $90,000.00 annually [or $43.27 per hour]. The compensation that is offered to a successful candidate will depend on the candidate’s skills, qualifications, and experience. Successful candidates will also be eligible for a discretionary bonus based on CBRE’s applicable benefit program.
CBRE is an equal opportunity employer that values diversity. We have a long-standing commitment to providing equal employment opportunity to all qualified applicants regardless of race, color, religion, national origin, sex, sexual orientation, gender identity, pregnancy, age, citizenship, marital status, disability, veteran status, political belief, or any other basis protected by applicable law. We also provide reasonable accommodations, as needed, throughout the job application process. If you have a disability that inhibits your ability to apply for a position through our online application process, you may contact us via email at recruitingaccommodations@cbre.com or via telephone at +1 866 225 3099 (U.S.) and +1 866 388 4346 (Canada).
NOTE: Some, but not all, of our positions may have an additional requirement to comply with COVID-19 health and safety protocols, including COVID-19 vaccination proof and/or rigorous testing. If you have questions about the requirement(s) for this position, please inform your Recruiter.
CBRE GWS
CBRE Global Workplace Solutions (GWS) works with clients to make real estate a meaningful contributor to organizational productivity and performance. Our account management model is at the heart of our client-centric approach to delivering integrated real estate solutions. Each client is entrusted with a dedicated leader and is supported by regional and global resources, leveraging the industry's most robust platform. CBRE GWS delivers consistent, measurably superior outcomes for our clients at every stage of the lifecycle, and across industries and geographies.
