HR Business Partner

POSITION SUMMARY:
The Human Resources Business Partner is responsible for aligning business objectives with employees and management in designated business units. The position serves as a consultant to management on human resource and business-related issues. Additionally, the Human Resources Business Partner will partner with global HR colleagues on key business projects and HR processes, and guide as well as support managers with all matters relating to employee relations issues such as, performance management, grievances, and employment law compliance.

RESPONSIBILITIES:
•    With minimal oversight, support managers in resolving complex employee relations issues and provide day-to-day performance management guidance for assigned business units (investigations, coaching, counseling, career development, disciplinary actions, leaves of absence, etc.).  Reduces legal risk and ensures regulatory compliance.
•    With minimal oversight, drive the day-to-day project management of HR projects within assigned business units.  Proposes selected projects to Sr Mgr. Employee Relations, provides definition and scope of project, and ensures delivery of defined measures and objectives are met with minimal oversight.
•    Engages with leaders and managers and serves as a critical and influential member of the leadership teams they support. Translates business strategy into a business specific HR approach.
•    Identifies opportunities for process improvement by evaluating current practices, looking for ways to improve productivity, and reducing cost. Analyze HR metrics and trends to identify areas for improvement and present Sr Mgr. Employee Relations with potential strategies to address issues proactively.
•    Support the development and maintenance of HR Policies. Assist in identifying gaps in existing HR policies and contribute to the development of new HR policies and procedures. 
•    Perform other related duties as assigned.
  
AREAS OF EXPERTISE & SPECIAL SKILLS:
•    Bachelor's degree and/or equivalent combination of education/experience required
•    5 years of professional level HR experience providing strategic consultation and resolving complex employee relations issues paired with creativity and flexibility to meet business objectives  
•    Working knowledge of multiple human resource disciplines including compensation, talent acquisition, benefits and organizational development 
•    Knowledge of employee relations, performance management, federal and state employment laws  
•    Demonstrated ability to lead the development and implementation of projects.
•    Global HR exposure and project management experience
•    Strong client management and business literacy skills 
•    Strong interpersonal skills and experience in negotiation. Strong verbal and written communication skills  
•    Demonstrated ability to develop strong trusting relationships in order to gain support and achieve results  
•    Demonstrated ability manage employee matters across multiple locations and geographies, as well as manage multiple conflicting priorities
•    Flexible and available to interact with employees and managers at all levels 
•    Self-directed and motivated 
•    Proficiency in HRIS systems and Microsoft Office Suite

About the Company:
Toshiba Global Commerce Solutions is a dynamic billion-dollar global company based in Research Triangle Park, NC, providing retail store solutions to your favorite brands.  Have you ever been in a hurry and made use of the self-checkout at Lowe’s Foods, earned fuel rewards at Kroger, or just paid for purchases at retailers such as Walmart, Michaels, Carrefour, The Gap, Calvin Klein, Boots, Cencosud, BJ’s, or Costco?  These are just a few examples of our in-store solutions and impressive customer base that made us the world's installed market share leader. 
The nature of retail is changing quickly, so if you share our 'Together Commerce' vision of a seamless two-way, participatory shopping experience, let’s get together to drive the new economy. 
 
Toshiba Global Commerce Solutions, Inc. offers a competitive salary and generous benefits package including the following:  
•    Group health coverage (medical, dental, & vision)
•    Employee Assistance Programs
•    Company provided life insurance 
•    Employee discounts
•    Generous paid holiday schedule, paid vacation & sick/personal days  
 
EEO:
Toshiba Global Commerce Solutions is an equal opportunity/affirmative action employer that evaluates qualified applicants without regard to age, ancestry, color, religious creed, disability, marital status, medical condition, genetic information, military or veteran status, national origin, race, sex, gender, gender identity, gender expression and sexual orientation or any other protected factor. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements.

Individuals who need a reasonable accommodation because of a disability for any part of the employment process should email benefits@toshibagcs.com to request an accommodation
 
DIVERSITY, EQUITY & INCLUSION:
We at Toshiba Global Commerce Solutions firmly believe that our people are an integral part to the success of our customers. Furthermore, we’re committed to Diversity, Equity, and Inclusion for all our people as highlighted by our 5 Core Principles (Create Outreach, Foster Belonging, Unleash Opportunity, Diverse Cultural Engagement and Culture of Transparency).  We’re passionate about our customers the retail industry and becoming a more responsible company as we help create a brighter future.
 
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)