Senior Hr Business Partner (Coppell, Tx)

The Senior HR Business Partner supports the healthcare uniform segment. The role is based in Coppell, Texas. This is a multi-functional HR support role that acts as a strategic Business Partner to the segment executive team and supports the healthcare segment (approximately 130 employees including the warehouse). This role drives the full employee life cycle; onboarding to off boarding, positive employee relations, employee development, employee engagement, rewards and recognition and talent management guidance, as well as community outreach.

The Senior HRBP will work with all levels of the organization and will make a positive impact on the overall HR Strategy, engagement and development of employees. He/She will think strategically as well as roll up their sleeves and dive deep into practical application. This role will provide guidance and counsel on the effective management of people and the organization while helping build ownership and accountability. This role partners with business leaders to deliver initiatives that are part of the people and culture strategy. This position will also work closely with the corporate HR Shared Services team who manages the company payroll, benefits, and compliance.

ROLE AND RESPONSIBILITIES

• Manages, partners and collaborates with the Company’s business teams to drive people and culture initiatives
• Supports employee development by managing the talent assessment process to review employee development needs and close talent gaps through action
• Champions employee engagement by organizing and encouraging analysis of employee feedback and supporting engagement action plans with employees
• Project manages and coaches leaders and employees through the semiannual employee development discussion process. The development plan process is a self-evaluation with management support that sets goals and provides feedback so that employees are constantly self-evaluating and improving their performance.
• Shares in the successful on boarding of new hires by supporting and ensure that employees are properly on boarded and integrating into the company and their teams
• Partners and provides direction on employee relations for a wide range of issues. May include conducting investigations in response to issues and recommending or implementing a course of action based on investigation results
• Manages employee terminations (voluntary and involuntary). Conduct employee exit interviews and report results to leadership along with reporting on trends that can lead to improvements
• Acts as the lead to coordinate for employee events such as town halls and charitable events
• Creates employee communications as need for special projects
• Other duties as assigned

REQUIRED EDUCATION/SKILLS/EXPERIENCE

• 5+ years as a strategic HR Business Partner experience in high growth organizations
• Thrive in a fast paced, high sense of urgency environment with high levels of personal accountability.
• Ability to navigate competing priorities, changing priorities and ambiguity
• Broad experience in HR functional areas including employee relations, policy development, performance management, talent development, employee engagement and federal/state/local employment laws & regulation
• Relationship builder focused on employee experience and customer service within a high-touch HR team.
• Strong interpersonal and communication skills with collaborative, consultative and innovative approach to business challenges.
• Creative problem-solver who is always focused on positivity and growth and who demonstrates high levels of initiative to identify and align proper resources for success
• Ability to Influence through strong, trust-based relationships
• Track record of partnering with leaders to help solve their most complex people challenges

PREFERRED QUALIFICATIONS

• Bi-lingual: English & Spanish preferred
• Bachelor’s degree in H.R. or related field preferred

COMPETENCIES

• Leadership Communication – They generate a shared commitment to the organization, build morale, and encourage ownership of mission, goals, and values.
• Strategic Thinking – They develop and help drive a shared understanding of a long-term vision that describes how the organization needs to operate now and in the future.
• Leading Change – They effectively create a vision for change and engage others to implement the change process.
• Business Acumen – Individuals in an HR Leader position make sound business decisions based on a strong understanding of the company’s business model, strategic goals, and relevant policies, as well as best practices and current technologies in their own discipline or functional area.
• Fact–Based Management – They view the organization as an open system, synthesize information from diverse sources, come to conclusions, and make decisions that are rational and based on sound evidence.
• Organizational Savvy – They gather and accurately assess information related to the organization’s formal and informal communication channels and power relationships.
• Global Mindset – Individuals who exhibit this competency value and manage cultural differences and consider diversity of thought as an asset to leverage.
• Conflict Management – HR Leaders address problems openly and objectively and bring substantial conflicts and disagreements into the open with the intention of resolving issues in an unemotional and constructive manner.
• Negotiating – They identify key bargaining points for all parties and work effectively toward win-win solutions.

**Along with a competitive compensation package, the company offers an excellent benefits package, including Medical, Dental, a defined contribution plan (e.g. 401(k)), life insurance, long term disability, a flexible spending account (FSA) and paid maternity/paternity leave.

Qualified applicants will receive consideration for employment without regard to their race, color, religion, sex, national origin, age, disability, sexual orientation, veteran status, genetic information, or other status protected by applicable federal, state, or local law.