Summary:The Human Resources Business Partner (HRBP) serves as a consultant to leadership on human resources-related concerns. The position formulates partnerships across the HR function to deliver value-added services to leadership and team members that mirror the business objectives of the organization. The successful HRBP acts as a team member champion and change agent to ensure the Company is attracting, motivating and retaining a high-performing, diverse, and successful workforce.Duties and Responsibilities:
Analyzes trends and metrics in partnership with business leaders to develop solutions to people strategy gaps. Conducts meetings, as needed, with respective business units to understand the people needs and partner to solve concerns quickly and effectively.
Provides total human resource functional service to business units including HR policy guidance and interpretation.
Manages and resolves complex team member relations issues. Conducts effective, thorough, and objective investigations for escalated concerns.
Provides day-to-day performance management guidance to leadership (i.e., coaching, counseling, career development, disciplinary actions) and supports programincluding performance and merit administration. Provides guidance and input on business unit restructures, workforce planning and succession planning.
Provides recommendations on training needs based on identification of skills gaps in business unit(s).
Train and monitorthe use of Self-Service to ensure team members are coded (LOA, terminations, suspensions) correctly.Assists other Store Support Center business partners in resolving discrepancies.
Assists other Store Support Center teams in implementing HR related projects, programs, and other related activities while evaluating and monitoring programs to ensure success. Follows up to ensure training objectives are met.
Performs other related duties as assigned.
Expected to travel up to 50%.
Preferred Education and Experience :
5 years prior HR experience resolving complex employee relations issues.
Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.
SHRM-SCP or SPHR a plus.
Required Skills:
Commitment to acting with integrity, professionalism, and confidentiality.
Strong verbal and written communication abilities.
Interpersonal, negotiation, and conflict resolution proficiency.
Skilled in prioritizing tasks and delegating as needed.
Robust analytical and problem-solving aptitude.
Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
Proficient in Microsoft Office Suite or related software.
Proficiency in, or rapid acquisition of, the organization's HRIS and talent management systems.
The above statements are intended to describe the general nature and level of work performed by employees assigned to this classification . The statements are not intended to be an exhaustive list of all job duties performed by employees assigned to this classification.