Human Resources Business Partner

Primary Role

The HRBP role will partner with business leaders in a State or Head of a Corporate function to develop and execute HR strategies focused on talent acquisition, talent development, workforce planning, organizational effectiveness, labor relations and employee engagement.

The HRBP is a trusted advisor and member of the leadership team for their assigned client area providing guidance and HR consultation to business leaders.

Primary HR contact - typically for a smaller scale operation/business line determined by either geographic or employee/leader count

Partners with different levels of leadership to identify and grow talent and technical capability for the business.

Key Accountabilities

• Design, support and execute people-related strategy and programs. 
• Advise and support the business with the design and implementation of business re-structures, workforce planning initiatives, and succession planning needs.
• Partner with various HR COEs and to provide data driven recommendations to the business to improve performance, retention, workforce planning and overall employee experience. 
• Partner closely with the business in initiatives related to strategic growth opportunities including M&A Due Diligence, M&A Integrations, and On-boarding. 
• Understand specific business priorities/needs and provide high impact solutions.
• Use designated tools, process guidance, and systems to ensure consistent execution of tasks.  
• Provide consultation and support to the business for all HR areas.
• Partner closely with ELR COE to ensure consistent delivery of service, provide input and guidance including risk analyses. 
• Provide talent acquisition consulting in partnership with talent acquisition partner. 
• Engage in outreach initiatives in support of community, diversity, and inclusion. 
• Facilitate and deliver training on a variety of HR topics.
• Provide group and one-on-one coaching to business leaders.
• Participate in labor relations strategy and the resolution of LR issues.
• Participate in project teams in support of the broader HR team and business initiatives.
• Identify trends, risks, and opportunities within the organization and develop solutions in partnership with division and matrix leadership, COE and regional/division HR business leadership.
• Use information systems to prepare and communicate metrics and quantitative data on HR and employee related activities.
• Will represent HR in a specific area of expertise as point of contact for identified projects.

Knowledge/Skills

• Strategy leader, Trusted Partner, Business Acumen,  Integrator, Change Advocate, Operational Excellence, Agile Mindset, Analytics  & Digital Champion.
• Broad understanding and ability to apply concepts of key HR areas to include Talent Development, Workforce Planning, Succession Planning, Change Management, Talent Acquisition, Learning, and Total Rewards. 
• Extensive knowledge of all Human Resources areas including employment law, labor laws, EEO, ERISA, and other compliance mandates to ensure compliance with various state and federal laws and/or agencies throughout diverse regions; guiding business managers to proactively identify and navigate risks.    
• State and Federal laws (ADA, FLSA, W&H, DOT, OSHA, PUC Licensing, etc..)
• Thorough understanding of regulatory requirements in recruiting, performance management, employee development, compensation, succession planning and employee & labor relations.
• Demonstrated coaching and strategic consultation skills.
• Flexible skill set, including the ability to think strategically, execute tactically, and collaborate across many teams, levels, and situations.
• Solutions focused and comfort with working in an environment which demands fast-paced deliverables.
• Ability to identify problems and drive appropriate solutions.
• Ability to collaborate across a matrixed organization.
• Ability to navigate technology platforms.
• Have a whatever it takes approach, sense of urgency, 
• Maturity and professionalism
• Ability to communicate effectively verbally and in writing.
• Ability to maintain strict confidentiality.
• Strategic thinking skills.
•  Ability to influence other stakeholders.
• Teamworking and Collaboration.

Experience/Education

• Bachelor’s Degree in HR, Business, Management or related field
• Master’s Degree a plus
• PHR, SPHR, SHRM-CP, SHRM-SCP or other designation will be a plus
• Minimum 7 years of applicable experience, which should include:
  • Design and execution of departmental org re-structures.
  • Leading cross-functional HR projects to completion including organizing, planning, scheduling and following up on all project related items.
  • Recruitment and hiring processes, workforce management practices and talent development.
  • Designing and implementing people programs while balancing business objectives. 
  • Managing multiple compensation review cycles.
  • Workplace Investigations.
  • Discipline and performance management.
  • Strong experience within a union environment.
  • Demonstrated progression and increased scope in a matrixed, high-growth organization.

Travel Requirements

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• Ability to travel up to 30%.

Work Environment

• Indoor office environment – required to be in a work location with leaders/employees a minimum of 3 days per week (example: attending tailgate talks, various leadership and employee meetings and local events)

Competencies