Manager, HR Business Partner

What We Do – Accountabilities

• Assures effective selection, performance management and succession planning processes that align with business objectives, maximize workforce competence and diversity, while minimizing risk to the organization.
• Assures actionable efforts that reduce reactive responses and support functional, divisional, and overall company objectives.
• Assures strong partnership to effectively guide and influence culture, leadership behaviors and implementation of best practices.
• Assures the development, implementation, and on-going improvements of programs, processes, and training that are consistent with maintaining a respectful work environment and a high-performing organization.

Essential Functions

• Establishes and maintains strategic business partnerships with functional leaders.
• Identify and surface organizational talent needs and partner with appropriate internal partners to develop processes and interventions.
• Analyze data to:
  • Assess the state of talent in business units.
  • Assess current and future needs for talent.
  • Identify and communicate talent gaps.
  • Identify trends in performance issues/concerns and recommend proactive solutions.
  • Ensure organizational structure supports company strategic direction.
  • Develop and maintain effective partnerships with the management team and other internal partners.
• Develop, implement and continually improve to:
  • Ensure best practices in selection of external candidates and placement of internal candidates.
  • Ensure selection decisions lead to a diverse workforce.
  • Ensure fair and equitable compensation.
  • Ensure leadership continuity.
• Coach management on inspiring associates and team performance while removing barriers to high performance.
• Manage processes to provide timely investigation, follow up and ongoing communication with leaders and associates regarding performance.
• Develop and approve consistent dismissal standards and monitor dismissal processes.
• Ensures processes and programs are in place to prove a professional, diverse and safe work environment.
• Conduct exit interviews for associates to identify trends to help make proactive changes to assist with associate retention.
• Partners with leadership to develop comprehensive on-boarding plans and facilitates execution of plans to ensure associates in new roles or new associates are able to contribute to the success of the organization as quickly as possible.
• Investigate and respond, in a timely manner, to all state and federal claims, attorney letters and other legal matters as needed.
• Provide training, development, and team building tools that enhances leadership skills and prepare talent for future growth.
• Facilitate conflict resolution and provide guidance to ensure fair, legal and consistent administration of company policies.
• Facilitates the successful on-boarding of new talent by partnering with hiring managers to create robust on-boarding planners.

Preferred Qualifications & Education

• Four (4) year BA or BS degree preferred or commensurate work experience
• Degree in HR beneficial
• 3-5 years Human Resources experience preferred
• Strong communication and interpersonal skills
• Problem solving
• Critical thinking
• Relationship Building
• Collaboration
• SAP experience a plus
• Microsoft Office proficiency required
• Visio and MS Access experience preferred

Physical Requirements and/or Environment

• Office/ Cubicle