Mission:The HR Business Partner (HRBP) serves as a strategic advisor and trusted partner to multiple business units within a shared services environment at M3. This role provides comprehensive HR support tailored to the unique priorities of each business unit, while ensuring alignment with overall corporate policies, culture, and goals. A successful candidate will advocate for both the business units’ needs and enterprise-wide HR alignment, while collaborating with leaders and employees to deliver effective people strategies, drive organizational effectiveness, and foster positive employee experience across a central services HR structure.
Essential Duties and Responsibilities:Including, but not limited to the following:Strategic FunctionAct as an HR Partner and consultant on all HR matters to support business unit-specific prioritiesSupport US business unit leaders with their unique HR strategies, workforce needs, and challenges, and translate them into HR initiatives.Provide consultation and strategic input to the Director of HR/CHRO on creating and implementing a unified HR approach across all U.S. business units, ensuring alignment of policies, practices, and culture while respecting local differences.Partner with HR leadership to develop, maintain, and update HR policies and procedures to ensure compliance with federal, state, and local laws, as well as alignment with company values and business needs.Support the company CEO and CHRO with HR projects and initiatives as assignedEmployee RelationsEngage managers to discuss people issues and provide guidance on employee relations matters, ensuring fair and consistent application of policies.Partner with managers to address ER issues, conduct investigations, and implement corrective action plans and separations when necessary.Talent Management & DevelopmentSupport talent acquisition efforts by partnering with the recruiting team to align hiring and onboarding practices with business unit needs.Lead performance management processes, coaching leaders on goal-setting, feedback, and development planning.Identify skill gaps and recommend targeted training, succession planning, and leadership development.Compliance & Policy ManagementManage periodic review and updates of the employee handbook, ensuring accurate reflection of current regulations, company policies, and best practices.Maintain accurate and complete HR documentation to support compliance with record retention requirements, audits, and legal inquiries.Identify compliance risks and recommend proactive solutions to prevent violationsSupport the rollout of compliance-related training programs (e.g., anti-harassment, workplace conduct, HIPAA/confidentiality, wage & hour compliance) to managers and employees.Prepare, coordinate, and submit required state and federal reports (including EEO-1, VETS-4212, ACA, and other mandated filings), ensuring accuracy, timeliness, and alignment with corporate standards.Monitor changes in employment legislation and HR best practices; provide timely updates and guidance to business unit leaders and employeesWork closely with the CHRO, legal counsel, and other HR leaders to ensure consistent interpretation and application of policies across all business unitsPartner with dedicated Benefits, Payroll, Leave Management functions to resolve complex employee cases within assigned units.Data & ReportingLeverage HR analytics to provide insights related to turnover, engagement, headcount, and workforce trends.Partner with leaders to develop data-driven solutions to business unit challenges.Communication and Employee EngagementSupport organizational changes, restructures, and integrations across business units.Promote employee engagement and drive culture initiatives tailored to each business unit’s needs.Develop communication strategies to ensure employees understand changes, policies, and programs.