Regional Hr Business Partner

Remote

Reporting to the Human Resources Manager the Regional HR Business Partner aligns business objectives with employees and management in designated business units. This role serves as a consultant to management on Human Resource related issues. The successful Regional HR Business Partner will act as an employee champion and change agent. The role will assess and anticipate HR-related needs. Communicating needs proactively with the HR department and business management, the Regional HR Business Partner seeks to develop integrated solutions. The Regional HR Business Partner formulates partnerships across the HR function to deliver value-added service to management and employees that reflect the business objectives of the organization.

• Serves as day-to-day go-to resource for employees of assigned business units and/or employee population.
• Serves as liaison for assigned business units for HR functions and projects.
• Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.
• Consults with line management providing HR guidance when appropriate. Provides day to day performance management guidance to line management (coaching, counseling, career development, disciplinary actions).
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.
• Works closely with management and employees to improve work relationships, build morale, increase productivity and retention.
• Monitors company disciplinary actions to ensure the consistent, uniform, and fair application of company policies and procedures.
• Prepares exit interview forms, notifies appropriate personnel of terminations, and provides appropriate benefits and/or unemployment information to terminated employees as applicable.
• Partners with entire HR team across Hunt Companies to develop and deliver meaningful solutions to drive business results.
• Provides HR Policy guidance and interpretation.
• Participates and conducts training.
• Provides follow-up to ensure training objectives are met.
• Ensures compliance with local, state and federal employment requirements.
• Stays current on recent federal, state and case law changes and monitors labor law updates and newsletters for changes that may affect HR.
• Treats the sensitive employee data with the highest integrity and with strict confidentiality.

Experience and Qualifications

• Minimum of five to seven years' in progressive HR experience.
• Ability to independently investigate, recommend and resolve employee relations issues.
• Must stay current on recent federal, state and case law changes and understands impact to HR.
• Experience with HRIS systems.
• Strong written and verbal communication skills and ability to interact and follow up with all levels of the organization.
• Ability to adapt to changing environment and support of multiple clients.
• Ability to analyze/interpret data and take appropriate action.
• Strong interpersonal skills and ability to develop and maintain relationships internally.

Other Skills

Requires a self-motivated, team player with excellent verbal and written communication skills who pays attention to detail and who can prioritize in a fast-moving environment with excellent consulting, client management and business literacy skills.  Strong conflict management, interpersonal and negotiation skills are required.  Develop strong trusting relationships in-order to gain support and achieve results.  Effectively envision, develop, and implement new strategies to address competitive, complex business issues.  Manage multiple business unit needs in multiple locations.  Manage multiple conflicting priorities.  Flexible and available to interact with employees at all levels.  Self-directed and motivated.  Takes initiative to identify and anticipate customer needs and make recommendations for implementation.