HR Business Partner I

The HR Business Partner I reflects the mission, vision, and values of NM, adheres to the organization’s Code of Ethics and Corporate Compliance Program, and complies with all relevant policies, procedures, guidelines, and all other regulatory and accreditation standards. As a key strategic partner, the HR Business Partner I (HRBP I) aligns business objectives with employees and management in designated business units.  The HRBP I serve as a consultant to management on HR related issues which may include performance management, workforce planning, employee relations, talent acquisition, organizational and leadership development, compensation, and benefits. The successful HRBP I will act as an employee champion and change agent.  HRBP, I assess and anticipate HR-related needs.  Communicating needs proactively within the HR department to the HR Centers of Excellence (COEs) and across the operating business units, the HRBP I seek to develop integrated solutions.  The HRBP I formulate partnerships among the COEs across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization.  The HRBP I maintain an effective level of business literacy about the organization’s strategic plan and its culture. Responsibilities:As the key HR resource, provides guidance and support to assigned business/operational units regarding employee relations, workforce planning, compensation, talent and performance management, organizational and leadership development.Collaborates with Leaders to determine how HR services can advance organizational and business unit priorities and strategy.Help implementing complex, broad people strategiesLeads and supports employee engagement initiatives.Advises Leadership on the development and implementation of workforce best practices and policies to advance the strategy and support the mission, vision, and values of NM.Provides coaching on the handling of employee relations matters, including managing performance issues, managing conflict, and addressing employee retention issues.Investigates various complaints made to HR, EEOC or other regulatory agencies.  Maintains thorough documentation.