Key Responsibilities:

HRBPs will use and grow their skills in the following key areas of responsibility:

Culture management: identify and drive toward the intended culture and ensure that decisions align with the organizational culture. Support, without favoritism, both employees and people leaders. Identify opportunities and solve for principal cause in areas including performance and talent management, coaching for success and corrective action, and succession planning.

HR knowledge: utilize HR knowledge to identify and minimize risk, assess, coach and develop leaders as people leaders, and conduct thorough and thoughtful investigations. Responsible for communications, tasks, and recommendations associated with labor relations; formal complaints and investigations; and ensuring consistent application of compliance requirements including federal, state and local laws.

Employee focus: understand that employees are the face of the organization and that a positive employee experience contributes to positive results. Actively support and promote the importance of health and well-being in the workplace. Listen to and learn from employees to support CSM being a known employer of choice in attraction, retention and engagement.

Data analysis: understand what quality data is and use it to make decisions and help others ask the right questions to get the right answers. Analyze workforce, operational and financial data as well as trends to provide strategic recommendations in support of top performance.

Organization design: collaborate with leaders to determine optimal organizational structures, staffing and best practices for success. Ensure there are clear expectations and accountability to both what is expected and how it is done to uphold both performance and CSM’s Values.

Change management: help to accelerate change in the organization to meet business imperatives. Focus on the people side of change, which involves preparing, supporting and equipping people to adopt and adapt to changes in business processes, organizational structures, and more.

As the primary HR point of contact for employees and leaders, the HRBP serves as the liaison between the businesses they support and HR Centers of Excellence (CoEs). HRBPs have knowledge of, and partnership with, HR CoEs including Payroll, HRIS, Benefits, Compensation, and People Development and Engagement. They are involved with Talent Acquisition, supporting strategy and execution of interviewing, compensation recommendations, hiring, onboarding and retention.

The HRBP position is intimately connected to the business and its overall performance and is incented with a performance-bonus based on business results and individual performance. An HRBP is responsible for the improvement of key people strategies such as engagement, retention and recruiting, and for the reduction of risks such as people, legal and financial.

Additional Requirements:

Is resourceful, effectively using external and internal resources

Is a continuous learner for self-development as well as employer and employee trends and topics

Has strong facilitation and written and verbal communication skills

Uses professional maturity to be able to influence at all levels including providing critical feedback, resolving conflict and diffusing situations

Leads with ethics, integrity, sensitivity and confidentiality

Finds opportunities for continuous improvement

Prioritizes and reprioritizes work load while balancing competing responsibilities

Promotes collaboration and a positive, professional work environment

Able to think big and execute details