HR Business Partner II

CORE FUNCTIONS/MAJOR RESPONSIBILITIES

• ESSENTIAL FUNCTIONS:

  • First level support
    • Provide first level support to employees and managers regarding questions about workplace practices, programs, systems and other needs. May include managing inquiries through ticketing systems.
  • Employee relations
    • Serve as a trusted advisor and advocate for employees, addressing employee relations issues, conflicts, and concerns in a fair and consistent manner.
    • Advise managers and leaders on employee relations matters, including consideration of relevant employment laws; conduct and/or assist in effective, thorough, and objective investigations.
    • Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
    • Perform employee relations tasks, including guidance and coaching regarding employees and job-related conflicts, problem-solving and dispute resolution, performance issues, terminations and exit interviews.
    • Support the coordination with Leave of Absence and Workers Compensation programs and processes, including transitional work and accommodations.
  • HR Programs
    • Partner with People Operations & Disability Inclusion to deliver HR programs and initiatives, such as talent development/management and rewards practices programs. May be responsible for specific programs with enterprise responsibilities.
    • Guide management and employees on human resources issues, and employment law, while supporting new programs and initiatives to meet management needs.
    • Provide guidance and consultation to management on HR policies, procedures, and best practices, ensuring compliance with legal and regulatory requirements.
    • Effectively communicate and execute necessary changes to people practices.
    • Ensure timely and accurate entries to the HR systems.
    • Perform audit and compliance functions as requested on items such as audit reports verification, and payroll information.
    • Maintain employee records in compliance with state and federal requirements where applicable.
    • Participate in cross-functional projects and teams to support organizational initiatives and drive continuous improvement in HR processes and practices.
    • Analyze HR metrics and trends to identify opportunities for improvement and drive data-driven decision-making.
    • Stay informed about industry trends, labor laws, and HR best practices to proactively recommend and implement changes to HR policies and practices.
    • Serve as a role model for company values and behaviors, promoting diversity, equity, and inclusion in all aspects of HR practices and decision-making.
  • Organizational Development
    • Partner with business leaders to understand strategic objectives and develop HR strategies that support organizational goals.
    • Facilitate employee engagement initiatives, such as surveys, focus groups, and recognition programs, to foster a positive work environment and improve employee satisfaction.
    • Lead organizational change efforts by providing change management expertise, communication support, and training to employees and managers.
    • Partner with managers and/or leaders to assist with the development of org. structures, career paths, competency matrices, and job scope requirements.
    • Identify, recommend, and implement programs aimed at increasing leadership and organizational effectiveness and retaining key talent.
  • Talent development and coaching
    • Collaborate with managers and/or leadership to identify staffing needs, develop workforce plans, and implement recruitment strategies to attract and retain key talent.
    • Partner manager and leaders to develop performance review frameworks, career development pathways, and standardized protocols for managing team member performance.
    • Provide day-to-day performance management guidance to line management (e.g., coaching, counselling, career development and disciplinary actions)
    • Analyze trends and metrics in people data in partnership with other Shared Services groups to develop solutions, programs, and policies that improve employee performance.

  QUALIFICATIONS:

  1. Education and/or combination of experience in Human Resources, Business Administration, or related field depends on level; HR certification and bilingual preferred.
     1. Level I – Bachelor’s and/or equivalent experience (Total 4+)
     2. Level II– Bachelor’s and/or equivalent experience, +2 years (Total 6+)
     3. Level III – Bachelor’s and/or equivalent experience, +6 (Total 8+)
  2. Proven experience as an HRBP or HR Generalist, with a track record of successfully partnering with leaders to drive HR initiatives and achieve organization results.
  3. Strong knowledge of employment laws, regulations, and best practices, with the ability to apply them in a practical and compliant manner.
  4. Excellent communication and interpersonal skills, with the ability to build trusted relationships with employees, managers and leadership at all levels of the organization.
  5. Demonstrated ability to influence and negotiate with stakeholders to achieve consensus and drive change.
  6. Strong analytical skills, with the ability to interpret HR metrics and trends to inform decision-making and drive continuous improvement.
  7. Ability to manage multiple priorities and projects in a fast-paced, dynamic environment.
  8. High degree of integrity, confidentiality, and professionalism.
  9. Proficiency in HRIS systems and Microsoft Office Suite.