Senior Human Resources Business Partner

The Senior Human Resources Business Partner (SHRBP) functions as the primary people strategy and execution partner for leadership in support of their assigned internal client group. This leadership position will serve as the key integrator, influencer, and advisor on People strategy and programming between the HR organization and the business. The incumbent must operate as a trusted consultant and functional expert on their client leadership team, as well as provide support to field employees. This role will collaborate with other HR leaders and People centers of expertise such as total rewards, employee relations, learning, and talent acquisition.
Responsibilities
The HRBP is accountable for building and executing the People strategic plan pillars that align with their client's business strategy or the enterprise strategy of ENPHG.
STAFFING/TALENT MANAGEMENT

• Work closely with talent acquisition to help build a talent pipeline for salaried positions. Identify solutions for hourly recruiting and ensure site leaders are executing their sourcing and hiring techniques effectively in support of staffing.
• Lead Organizational Development and Design initiatives to enable growth as well as resolve low-performance issues due to design constraints.
• Facilitate their client's participation in Talent Reviews and Succession Planning
• In partnership with their client and the Learning center of expertise, develop and implement necessary training and awareness programs to close talent bench issues or effectively onboard new hires.
• Communicate and assist in areas of performance evaluations and performance improvement plans.
• Participate in new hire orientations and exit interviews.

BUSINESS PARTNER/INFLUENCING

• Build strong relationships and HR Peers and Partners.
• Coach business leaders on employee relations matters; support the resolution of complex employee relations issues; provide thoughtful and objective consultation.
• Support site and local leadership to address employee relations issues in a timely manner and escalate level 3+ issues to the Employee Relations team; manage confidential information as appropriate to protect the organization and its guests/clients.
• If the assigned client has a collective bargaining unit within its population, partner with the Labor Relations team to support local site leadership with union management, grievance process compliance, and the contract negotiation process.
• Work as an integrated HR partner to ensure consistency and alignment across the HR organization.

STRATEGIC ACUMEN/ANALYTICS

• Review people analytics against the established rhythms to identify trends in our people data such as retention, time to fill, pay for performance, and diversity. Use trend analysis to then further dive into root cause analyses projects with their assigned clients to identify actions and resolutions that enable top People's performance across the organization.
• Monitor data integrity in the HRIS system for their assigned clients and create data integrity improvement initiatives with their clients.
• Advise business leaders to ensure compliance with all federal, state, and city laws relating to the employment lifecycle, talent development, training, and general handbooks/policy compliance.
• Monitor pay scales and ensure job position responsibilities align with compensation structure and market trends.

TEAM MEMBER EXPERIENCE LEADERSHIP

• Facilitates the annual team member engagement survey programming for assigned client groups from awareness to action planning; partners with top leaders to analyze and provide guidance on results to inform action plans; supports programming to keep team member engagement part of regular rhythms and communication moments.
• Facilitates the service award program for assigned client groups creating a positive experience for our awardees; partners with top leaders on service award celebration approach.
• Support work in partnership with client leadership to design and execute team member communications and events that directly link to engagement and retention initiatives using our Purpose and Core Values as the guiding principles.

PROJECT MANAGEMENT/BUDGET MANAGEMENT

• Participate in the Strategic Support Team rhythms and cascade both business direction and enabling people projects to the HR Lead Team and HR centers of expertise. Monitor progress and mitigate issues derailing high-quality results against the required projects.
• Lead the people tasks for new site, renovation, or rebuild projects for the assigned special strike team that may fall outside the day-to-day client accountabilities. Monitors progress and mitigate issues derailing high-quality results against the required projects.
• In partnership with client leadership, design and execute team member communications and events that directly link to engagement and retention initiatives using our Purpose and Core Values as the guiding principles.
• Design and lead large-scale change management initiatives to drive team members' understanding and acceptance of new business initiatives.
• Processes invoices and monitors spending to budget to ensure projects and vendors are within budget guardrails.
• Support and lead special projects as assigned

TEAM LEADERSHIP

• Participates as a member of the HRBP team and the broader HR Community to support engagement, change leadership, and living our Purpose and Values across the HR Team.

Qualifications

• Bachelor's Degree in Human Resources or related field required. Master's degree in HR preferred.
• 7+ years' experience in the Human Resources department.
• 3+ years' experience in an HR leadership position.
• Strong understanding of HR principles and current employment law spanning talent management, recruiting, employee relations, and project management.
• Intermediate understanding of total rewards - compensation and benefits - program design and policy requirements.
• Advanced data analytics and Excel skills with the proven ability to influence action based on root cause analysis and data.
• Advanced written and oral communication and influencing capabilities both at the individual and group levels.
• Experienced change management leader across a multi-site division or company.
• PHR certification is a plus.

The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. All personnel may be required to perform duties outside of their normal responsibilities from time to time, as needed.
Eat'n Park Hospitality Group provides equal employment opportunities to all team members and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.
This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.