The HR Business Partner (HRPB) is responsible for aligning business objectives with employees and management in designated business units. The HRBP assesses HR related needs and proactively communicates with functional HR teams and business leaders to develop integrated solutions in partnership with key stakeholders in and outside the HR function. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the objectives of the business unit. The HRBP maintains an effective level of business literacy about the business unit's financial position, its plans, its culture and its competition.

Role Specific Responsibilities:

• Develop and execute HR programs that support the organization’s overall strategic direction.
• Establish strong working relationships throughout the organization as a customer service oriented department that will lead departments to reach out to HR for assistance in working through organizational and people issues.
• Provide clear leadership by demonstrating understanding of business trends and needs.
• Contribute to business strategy by helping identify, prioritize and build organizational capabilities, behaviors, structures and processes.
• Support operational management in forecasting and planning the talent pipeline requirements in line with the function/business strategy.
• Work closely with management and employees to improve work relationships, build engagement and increase productivity and retention.
• Ensure feedback and coaching culture is embedded throughout the organization.
• Proactively identify and troubleshoot issues that could impede positive employee engagement; working with business leaders to determine the appropriate action plans in response to employee engagement survey results.
• Provide day-to-day performance management guidance to management (i.e. coaching, counseling, career development, disciplinary actions).
• Manage succession planning and talent review programs for business units.
• Manage and resolve complex employee relations issues. Conduct effective, through and objective investigations, providing consultation and maintaining confidentiality and integrity.
• Work with Talent Management team to develop appropriate system-wide policies and programs for employee relations issues; establishing ongoing education around these issues.
• Identify training needs for business units and individual coaching needs. Implement appropriate learning interventions, participate in monitoring of success of training programs and follow-up to ensure training objectives are met.
• Understand employee issues and viewpoints; anticipate employee needs and concerns.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
• Identify legal areas of risk within the business unit as it relates to the human resources area. Coordinate ongoing education around these issues to mitigate risk.
• Maintain knowledge of current trends and developments within area of expertise through methodical research; applying researched knowledge of leading practices within the functional unit where practical.
• Maintain employment policies and practices which comply with federal and state regulations (i.e. harassment, EEO, FMLA, etc.) Provide HR policy guidance and interpretation.
• Establish strong relationships with other HR functional teams to provide timely and well-planned support.