Human Resources Business Partner

Responsibilities

The Human Resources Business Partner (HRBP) role is both hands-on and strategic and provides expertise in the areas of employee relations, workforce planning, performance management, compensation, employee retention, coaching/development, conflict management and ad hoc projects as necessary.

Responsibilities and Essential Duties include the following (other duties may be assigned):

• Partner with HR leadership team to execute strategic initiatives for the Talent Management team
• Help lead at least one project related to the team’s annual strategic initiatives
• Develop and continually strengthen relationships with department/division leadership and employees within assigned departments or region
• Develop, maintain and demonstrate working knowledge of the business and take a consultative approach with assigned teams – anticipate, assess and provide creative HR solutions to meet business needs especially surrounding people strategy
• Provide guidance on promotions, performance management/talent development and help managers prepare for performance reviews
• Maintain a strong pulse on employee engagement in the team’s they serve; analyze trends and metrics of employee exits and provide potential solutions and recommendations for employee retention
• Serve as first point of contact for employee relations issues within assigned departments or regions
• Assist managers with the execution of people strategy, including providing guidance to department/division leadership on department/division restructuring and succession planning that will ensure Brasfield & Gorrie’s long-term success (talent in the right role at the right time)
• Facilitate the talent review process for assigned teams and ensure it aligns with Brasfield & Gorrie’s organizational growth (follow up and help with any action items created during talent reviews, check in with managers to ensure their completion)
• Identify training needs within the teams and serve as a liaison between departments/divisions and the Learning and Development team
• Advise, coach and guide leadership to develop positive ways to engage, lead and develop their teams
• Partner with department leadership to review and/or create title matrixes for work teams; ensure title matrix creates growth path for employees
• Conduct exit interviews and evaluate and discuss trends with the HRBP team
• Communicate HR policies and procedures to employees
• Attend department/division meetings to provide HR updates
• Assist with the administration and maintenance of SuccessFactors and provide help to managers and employees within designated teams especially with the Performance and Talent Reviews modules
• Identify recruiting needs and assist manager with hiring timeline (people forecasting)
• Consult with managers on hiring and integrating experienced industry professionals into a previously established teams (compensation compression, reporting structure, work duties, mentors, shared roles, )
  
  

Qualifications

Education - Skills - Knowledge - Qualifications & Experience

• Bachelor’s degree or higher in Human Resource Management or related field
• 7- 12 years of work experience in Human Resources, preferably talent management
• Working knowledge of HR practices, policies and procedures (including compensation, employee relations, and talent management)
• Working knowledge of HRIS systems
• Subject matter expertise in at least one talent management area of functional knowledge
• Excellent verbal and written communication skills
• Proven ability to establish and maintain strong working relationships
• Great problem-solving skills
• Customer service mindset and approach
• Excellent listening skills
• Ability to multi-task, meet established deadlines and achieve desired results
  
  

The above description covers the principal duties and responsibilities of the job. The description shall not, however, be construed as a complete listing of all miscellaneous, incidental, or similar duties which may be required from day-to-day. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.