Business Partner, People & Culture
Description
• Works closely with management and employees to proactively assess business and organizational performance, drive action through a consultative, “influence without authority” approach, strengthen working relationships, and increase productivity and retention.
• Provides day-to-day performance management guidance (e.g., coaching, counseling, career development, disciplinary actions) by being a dependable, trusted advisor.
• Advise on headcount/resource management and partner with Talent Acquisition and Compensation partners to ensure an effective recruitment and offer process.
• Attends and participates in employee disciplinary meetings, terminations, and investigations.
• Manages and resolves complex employee relations issues conducting effective, thorough and objective investigations.
• Conducts 1:1’s with supervisors and managers as trusted business partner, subject matter expert, and coach.
• Provides coaching and direction to managers and employees, offering feedback and advice on issues in a proactive and compassionate manner.
• Provides regular training sessions for new managers in areas like effective one on one meetings, career conversations, providing constructive feedback, and resolving conflict.
• Conducts need assessments, as well as on-going meetings with leaders and managers to address performance issues.
• Identifies training needs for the Company, as well as individual executive coaching needs.
• Partners with stakeholders on engagement, restructures, workforce and succession planning.
• Facilitates the Mentorship Experience initiative across the business, including mentor/mentee pairing and workshops.
• Analyzes trends and metrics to develop solutions, programs and policies to enhance performance with the ability to present in a clear and compelling way that influences action on recommendations.
• Maintains in-depth knowledge of legal trends / requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
• Partners with the legal department as needed/required.
• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
• Partners with regional locations to ensure the company values, business objectives and People & Culture policies are implemented and upheld.
• Leads Change Management initiatives when necessary.
• Participates in the Company Engagement Survey and reinforces its goals and objectives.
• Performs other related duties as assigned.
• Requires 25% travel to offsite meetings and properties.
• Bachelor’s degree preferred. SHRM or HRCI certification a plus.
• Minimum of 5 years of HR Generalist experience.
• Proven knowledge and multifaceted experience with compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.
• Demonstrated ability to influence and partner with leaders to drive business results.
• Ability to perform with a “roll-up your sleeves” attitude, equally adept at thinking strategically and operationally.
• Respond to leaders and employees with sense of urgency and appropriate follow through.
• Prior experience managing individual contributors a plus.
• Excellent verbal and written communication / influencing skills with ability to be collaborative and drive progress by translating complex issues to a broad audience.
• Ability to act with integrity, professionalism, and confidentiality.
• Highly intelligent and analytical, possessing the curiosity to probe and understand how the dimensions within their area of responsibility work and influence the broader business.
• Results-oriented approach to decision making, negotiations and conflict resolution with proven ability to quickly assimilate and have impact.
• Self-awareness and strong interpersonal skills that build trust and confidence, with leaders and team members throughout the organization.
• Thorough knowledge of CA employment laws and regulations.
• Agile with ability to meet deadlines and adapt to a dynamic environment.
• Embraces a philosophy of transparency, healthy curiosity, and accountability; and will work to integrate all attributes into the organization’s employee engagement culture.
• Exceptional organizational skills and attention to detail.
• Proficiency in HRIS software (Workday/ADP) and Microsoft Office suite.
• Advance Microsoft Excel skills a must.