Human Resources Strategic Business Partner Lead

The Human Resources Strategic Business Partner Lead will contribute to RESPEC’s performance by providing tactical and strategic consulting on people and organization development strategies in support of market sector objectives. This position will perform Human Resource (HR) related duties as a key partner supporting more than one functional group, and will carry out responsibilities in the following functional areas:Talent acquisition.Employee relations consultation.Policy interpretation and application.Performance and compensation management consultation.Talent management consultation.Additional responsibilities may include organizational design, employee development initiatives, and training. The Strategic Business Partner Lead will be expected to exhibit key components of our core values (Passion, Accountability, Caring, and Teamwork [PACT]) and can effectively lead strategic initiatives, translate complex issues into actionable solutions, manage a variety of projects, communicate, and lead effectively while demonstrating professional and ethical actions. Projects will have an enterprise-level impact.Essential Job Responsibilities:Strategic Partnership and Leadership SupportPartner with leadership to align HR strategy to business strategy.Partner with HR market sector partners to teach, coach, and mentor growth of skill sets and strategy execution.Act as a change agent to business through process design and approaches that support change and transformation – striving to lead mutual processes to best practice status.Provide day-to-day and long-term coaching to leadership on a variety of actions, including employee relations issues, policy interpretation and application, talent management and development, and organizational design consultation.Support leaders in developing and implementing a succession planning strategy, including processes, resources, and reporting.Work with senior leaders to develop process plans at the department, team, and individual levels, based on key metric indicators and strategic dashboards.Collaborate with senior leaders to assess company-wide organizational projects with impact on organizational culture and people.Talent Acquisition and Workforce PlanningConduct ongoing supply and demand analysis within Human Resources on current and future state staffing and skill needs and designs with talent acquisition strategies to meet those needs.Perform talent acquisition partnerships with assigned client base.Prescreen candidate applications and resumes for required skills, experience, and knowledge to fit position requirements.Make referrals to hiring managers and ensure efficient turn-around activity.Actively participate in recruitment campaigns with market sectors to help grow robust candidate pipelines.Co-facilitate parts of onboarding for new hires with market sectors, including new leader development.Remain current on trends and innovative recruiting techniques to compete in the market and within the industry.Organizational Development and EffectivenessWork with senior leaders to develop engagements to enhance effectiveness within the various levels of the organization.Facilitate engagements and work sessions to enhance effectiveness at the individual, team, and functional level.Evaluate issues, patterns, and trends to provide proactive insights for HR solutions and program designs (e.g., training to address certain needs).HR Operations and Program ManagementLead and/or support HR cycle deliverables to include performance management, merit and bonus awards, benefits enrollment, etc.Analyze and facilitate current and future state analyses, trends, and metrics in partnership with HR peers to develop solutions, programs, and policies.Partner with Payroll, HRIS, and Compensation and Benefits functions as needed to provide solutions for clients.