WHY Jewelers Mutual: 

We are a financially secure, exceptionally positioned, and intellectually curious company driven by our core values of Agility, Accountability and Relevancy! We continue to raise the tide of the jewelry industry we’ve served since 1913 through our innovative people, our unyielding customer commitment, and evolution of our products and services to be the most trusted advisor to all we serve.

With a generous benefits package, office locations throughout the United States, and a mantra of “making your mark today”, consider evolving your career and shining bright with Jewelers Mutual Group!

SUMMARY

The Senior Human Resources Business Partner role is responsible for aligning business objectives with employees and management for their designated business units. The Sr HRBP serves as a consultant on HR-related issues, assesses and anticipates HR-related needs, and delivers HR programs.

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.

• Partner with people leaders to assess the business, processes, concerns, and challenges and ensure integrated HR solutions and strategies are aligned to business needs across the organization.
• Lead large-scale change initiatives across a department and organization. Assist with preparing for working sessions, employee meetings, and other wide-spread announcements.
• Work with leadership to create a culture of high employee engagement and empowerment, as well as high accountability; in order to create a high-performance culture.
• Serve as a go-to coach and mentor for individuals at various levels of the organization.
• Lead talent efforts such as succession planning, annual merit increases, and critical talent processes.
• Partner, design and deploy the way in which we work (office, virtual, flexible)
• Support business leaders in the development and implementation of the optimal organizational structure, including when it’s appropriate to use contractors
• Partner with the Talent Acquisition team and lead sourcing/market penetration strategy for current and new tech talent markets.
• Analyze trends and metrics in partnership with the HR team to develop solutions, programs and policies for the business
• Manage and resolve employee relations issues, diagnose root causes, and identify appropriate resolutions. Conduct effective, thorough, and objective investigations. Recommend methods to minimize and prevent future issues.
• Maintain in-depth knowledge of employment law requirements, reducing legal risks and ensuring regulatory compliance. Partner with the Legal department as needed.
• Advise management on promotions, internal transfers, and related compensation changes
• Provide performance management guidance to management team and have specific performance-based conversations with employees at all levels of the organization.
• Provide advice and deliver programs that provide career development and coach managers on how to develop their teams
• Work closely with HR colleagues, leadership, and employees to improve work relationships, build morale, and increase productivity and retention
• Provide HR policy guidance and interpretation
• Provide guidance and input on business unit restructuring, workforce planning and succession planning
• Monitor training programs to ensure training objectives are being met
• Help guide other HR Business Partners, HR Specialists or other HR roles on the team

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

QUALIFICATIONS

• A bachelor’s degree is required, preferably in Human Resource Management.
• Must have a minimum of ten years of related HR experience, including a minimum of 3 years in an HR Business Partner role.
• Must have a broad HR background that spans employee relations, employment law/compliance, coaching, career and leadership development, performance management, compensation and benefits, and talent acquisition.
• Must have a strong opinion on talent and be comfortable expressing it
• Must have the ability to advise on policy and provide strategic advice and counsel
• Must have strategic communication experience tailored for various audiences. Must be able to proactively anticipate change and communication needs, as well as respond to them.
• Must be able to understand/anticipate business needs and provide relevant human capital solutions and advice.
• Must be comfortable having direct and difficult conversations for the betterment of the individual, the team and the organization.
• Related HR certifications are preferred