Human Resources

• Identify the most pressing talent opportunities and challenges for respective client group(s) and ensure the workforce implications are reflected in business plan.
• Inform HR priorities; evaluate demand for new or adjusted HR offerings from business or trends.
• Execute existing and new HR solutions and capabilities.
• Partner on hiring and development and advancement of team members; this includes working with hiring managers and Talent Acquisition to fill open positions, onboard new hires and build strong pipelines.
• Explore external trends in the marketplace and make recommendations on how those could affect internal employees.
• Take a proactive approach to Employee Relations, and make recommendations by providing guidance, interpreting policy and issue resolution.
• Work with leadership and the broader HR community to develop and execute HR strategies that support the successful integration of organizational changes, including strategic, structural, technological, and people-oriented changes.
• Help manage change and uncertainty among employees, providing guidance and support throughout transitions. This involves communication, alignment, and employee involvement to facilitate the change journey.
• Facilitate cultural integration processes by identifying cultural differences, fostering open dialogue, and implementing activities to build a cohesive and inclusive environment.
• Actively participate in ensuring smooth and efficient onboarding for new hires and offboarding experiences for departing employees.
• Focus on retaining key talent by identifying critical individuals and implementing strategies to keep them motivated and committed to the organization. This might involve recommending retention plans, compensation changes, and growth opportunities.
• Participate in the evaluation of individual or unique roles as part of the larger business and help address each role’s relative value to ensure that employees are compensated fairly and competitively.
• Partner with the Compensation team and the Sr. Director of HR to recommend the right balance between base salary, commission, bonuses, and other incentives.
• Help identify and develop high-potential employees, and work with key partners to ensure there are leaders in place to fill critical roles in the future.
• Collaborate with managers to create career development opportunities for employees, fostering a culture of growth and advancement.
• May also be involved in designing and delivering training programs to enhance employee skills and knowledge.
• Help managers implement performance management systems, ensuring that employees are regularly evaluated and given feedback.
• Maintain transparency and open communication channels to keep employees informed, address concerns, and manage expectations to minimize anxiety and build trust.
• Acts as a steward of the organization’s HR policies and procedures. These responsibilities encompass a wide range of tasks, including gathering feedback and running audits to keep HR data and services effective and efficient.
• Act as and informed advisor to leaders, providing coaching and support as they navigate the complexities and lead their teams through change.
• Enable collaboration and networking both within the HR function and throughout the organization
• Listen to the problems of the business, challenge business leader assumptions, inform and/or educate leaders about the talent implications of decisions, and then recommend alternate explanations and ideas.
• Reprioritize actions for immediate implementation of ad-hoc topics or assignments.

HR Business Partner – Growth

Human Resource Business Partner

Employee Relations Specialist

Employee Relations Specialist