What will I be doing in this role?

The HR Business Partner (HRBP) supports the alignment of business initiatives with employees and management for their assigned line of business (LOB). The HRBP will serve as a strategic partner to leadership in the line of business they serve and will assess and anticipate HR related needs and deliver value added service that addresses the initiatives of the organization. Additionally, the role will leverage and formulate partnerships across the Centers of Excellence (COE) to ensure HR deliverables are addressed in a timely and manner.

• Responsible for understanding the business initiatives affecting the line of business (LOB), to include any operational, financial and performance improvement initiatives impacting their groups.
• Actively evaluates and provides feedback and direction on trends and metrics that have an impact on operations and provides consultation regarding measures to address and develop solutions.
• Ensure people, processes, programs and systems are aligned to the business unit's strategy and objectives.
• Consults with leadership to provide applicable HR guidance, critical evaluation and recommended solutions based on operational drivers or outcomes to include developing and leading implementation plans and analysis of business information to process various ongoing HR actions.
• Develops leadership presence, establishes credibility and trustworthiness at the business unit level and influences change management effectively.
• Identify and advise on learning and organizational development needs to ensure talent management, through meaningful evaluations, clear and proactive career development and succession planning.
• Manages and resolves employee relations issues, through effective, thorough and objective investigations and recognizes when to escalate problems to a higher level when warranted.
• In partnership with leaders, proactively engage and identify people gaps and opportunities, propose changes and facilitate the change processes necessary to mitigate risk.
• Interprets HR specific policies, practices and guidelines across organization and recommends policy changes to support business needs.
• Reinforces difficult decisions that align with organizational strategies and values.
• Interprets and supports departmental action planning as a result of employee engagements surveys and coach LOB leadership performance and/or behavior by providing specific advice.
• Develops partnerships across the HR functions to collaborate with other members of the HR team (COE, LOB) to share best practices, identify areas of common improvement and participate in team initiatives and projects.
• Provides education, training and development support for managers and employees.
• Provides strategic consultation to line of business regarding compensation matters in order to ensure fair market value, equity, consistency in pay practices, adherence with local/federal wage and hour regulations as well as the organizations compensation philosophy.

This is a fixed term role for 1 year and may be extended per operational needs.