Human Resources Business Partner

Position Title:
HR Business Partner (HRBP) 

Department: Human Resources

Reports To: Senior HR Director or HR Manager

Supervises: NA

FLSA Status:

Shift:

Work Location: On-site

Position Overview:

The HR Business Partner (HRBP) serves as a strategic partner to business units, providing HR support and guidance to enhance organizational effectiveness and achieve business objectives. The HRBP collaborates with leadership to address HR needs, implement HR strategies, and drive initiatives that align with the company's goals and values.

Essential Duties and Responsibilities:
The essential duties of the position include the following, and other duties may be assigned.

• Strategic HR Partnership:
• Act as a key advisor to business leaders on HR matters, including workforce planning, talent management, and organizational development.
• Collaborate with management to understand business goals and develop HR strategies that support those objectives.
• Provide insights and recommendations to improve business performance through HR practices.
• Talent Management and Development:
• Support the recruitment process, including developing job descriptions, participating in interviews, and onboarding new employees.
• Implement talent management programs, including performance management, career development, and succession planning.
• Identify training needs and coordinate development programs to enhance employee skills and capabilities.
• Employee Relations:
• Address employee concerns and resolve conflicts in a timely and effective manner.
• Promote a positive work environment by fostering open communication and addressing workplace issues.
• Ensure fair and consistent application of HR policies and procedures.
• Compensation and Benefits:
• Assist in the administration of compensation and benefits programs, including salary reviews and benefits enrollment.
• Provide guidance on compensation-related matters and ensure alignment with market trends and organizational goals.
• HR Policies and Compliance:
• Ensure compliance with federal, state, and local employment laws and regulations.
• Advise management on HR policy interpretation and ensure adherence to company policies and procedures.
• Conduct investigations and manage employee disciplinary actions as needed.
• Organizational Effectiveness:
• Support organizational change initiatives and help manage the impact on employees and teams.
• Analyze HR metrics and employee data to identify trends and recommend solutions to improve organizational effectiveness.
• Facilitate team-building activities and support organizational culture initiatives.
• HR Projects and Initiatives:
• Lead or participate in HR projects and initiatives aimed at improving HR processes and practices.
• Collaborate with other HR team members to implement new programs and systems.
• Provide input and feedback on HR policies and procedures to ensure they meet business needs.

Supervisory Responsibilities:
 No

Qualifications:
 To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education/Experience:

Education:
 Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree or HR certification (e.g., SHRM-CP, PHR) preferred.

Experience:
 Minimum of 5-7 years of HR experience, with at least 3 years in an HR Business Partner role or similar capacity.

Skills:
Strong business acumen and understanding of organizational dynamics. Excellent communication, interpersonal, and relationship-building skills. Proven ability to manage multiple priorities and work effectively in a fast-paced environment. In-depth knowledge of employment laws and HR best practices. Proficiency in HRIS systems and Microsoft Office Suite.

Additional Requirements:
Ability to analyze and interpret HR metrics and data. Strong problem-solving skills and a proactive approach to addressing issues. Experience working in a diverse and inclusive environment is a plus.

Language Ability:
 Excellent verbal and written communication skills are essential. The manager must be able to articulate complex concepts and strategies clearly and persuasively across all levels of the organization, including senior management, team members, and clients. Strong ability to read, comprehend, and produce high-quality documentation, including SOPs, training materials, performance reports, and strategic plans. Must be able to draft detailed correspondence and memos that convey information accurately and concisely. Capable of delivering presentations to both technical and non-technical audiences, ensuring clarity in conveying operational strategies, performance data, and project outcomes. Ability to engage with small groups or larger audiences to facilitate understanding and drive action. Effective in one-on-one and group settings, with the ability to listen actively, provide constructive feedback, and foster open communication within teams and across departments.

Math Ability:
Proficient in analyzing and interpreting complex datasets, including system performance metrics, financial reports, and call center KPIs. Ability to use statistical tools to draw meaningful insights from data, supporting data-driven decision-making. Strong numerical skills required for budgeting, resource allocation, and financial forecasting. Ability to conduct cost-benefit analyses for IT projects, call center initiatives, and operational improvements. Competent in calculating and interpreting service level agreements (SLAs), uptime, incident resolution metrics, call center performance metrics (e.g., average handling time, customer satisfaction scores), and other key operational indicators. Capable of performing complex calculations related to process optimization, resource management, and efficiency improvements, ensuring optimal use of company resources.

Reasoning Ability:
 Strong analytical and critical thinking skills are essential. The manager must be able to diagnose operational issues, identify inefficiencies, and develop effective solutions that align with overall business objectives. Ability to think strategically and anticipate future needs or challenges within IT and call center operations. Capable of developing long-term plans that align with the company's goals while maintaining flexibility to adapt to changing circumstances. Expertise in making informed decisions under pressure, prioritizing tasks, and managing crisis situations effectively. Ability to balance competing priorities and make trade-offs that best serve the organization. Ability to solve practical problems and address a variety of concrete variables in situations where limited standardization exists. Must demonstrate extreme attention to detail, ensuring thorough documentation of facts and careful consideration of all possible outcomes.

Certificates and Licenses:
 SHRM Certification (SHRM-SCP, SPHR), preferred

Travel:
 This position does not require travel.

Work Environment:
 The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job in an office environment. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. A typical, climate-controlled office environment exists. The worker is not substantially exposed to adverse environmental conditions.

Management Expectations:

• Demonstrate Expertise: Serve as the foremost Subject Matter Expert (SME) within the department, possessing extensive knowledge and proficiency in the relevant field.
• Lead Team Effectively: Direct and supervise a team of employees, providing training, guidance, and support to ensure the team achieves departmental objectives. Lead and guide the team while fostering a positive and productive work environment.
• Manage Operations Efficiently: Oversee day-to-day operations and workflow, including prioritizing tasks, resolving escalations, allocating resources, managing time and attendance, overseeing payroll, and facilitating departmental onboarding and training.
• Evaluate Performance Regularly: Monitor and assess team performance on a regular basis, offering constructive feedback, coaching, and conducting performance reviews to drive continuous improvement. Set clear goals and establish performance metrics to measure success.
• Collaborate Strategically: Collaborate with senior management and cross- functional teams to develop and implement strategies, policies, and initiatives that contribute to organizational growth and success.
• Ensure Effective People Management: Execute consistent and effective practices in recruiting, onboarding, professional development, succession planning, performance management, and retention.
• Promote Positive Work Environment: Cultivate a positive work environment by fostering collaboration, communication, and teamwork among team members. Address departmental issues, resolve urgent matters, and lead efforts in conflict resolution.

ISM and Privacy Statement:

• Employee Privacy and Confidentiality:
   Ensure that employee personal information is handled with confidentiality and that data is shared only with authorized personnel.
• GDPR Compliance:
   Confirm that employee consent is gathered (via GDPR attestations) when processing their data, including consent for offboarding and performance reviews.
• Offboarding Process:
   Ensure that offboarding procedures include GDPR-compliant consent and the proper handling of employee data when they leave the organization.