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