HR Business Partner Manager Job Description

About TalEx

Since our inception in 2012, TalEx has set out to disrupt the HR & Talent/Staffing Management industry. Purposefully designed to connect great companies and great talent, we have become a white glove boutique firm known for our agility and high operational excellence standards.

TalEx offers unprecedented customer service by developing customized, worry-free, cost-effective and time-saving HR & Talent/Staffing Management Models for our valued clients – building thoughtful solutions based on our clients’ unique needs. Our reputation of disrupting the norm, serving as an agile and lean recruiting provider and employer of record has contributed to our notable growth of 4,900% over three years.

With a diverse workforce of over 500 and annual revenue right under $50M in 2018, TalEx is looking to bring their accounting in-house to facilitate our rapid growth.

Duties and Responsibilities:

We are looking for a top HRBP professional who can utilize their HR expertise, client service and business operations experience to provide exemplary service to one of our largest enterprise clients and to support the COO in driving strategic company level initiatives.

The HR & Employee Relations Manager performs human resources-related duties and carries out responsibilities in the following functional areas (internally & externally): employee relations & investigations, training & development, benefits, performance, and policy development and management, and program & project management.

Client Service

1. Oversee and develop a strong partnership with our largest client.
2. Provide exemplary service to our client and stakeholders.
3. Manage the day-to-day engagement with contingent workers & managers (from an employee relations and client service perspective).
4. Manage client inquiries and serve as an escalation point for client issues.
5. Conduct Quarterly reviews and host meetings with client and stakeholders as necessary.

Employee Relations

1. Consult and coach leaders to conduct effective, thorough and objective investigations, and document and resolve complex employee relations issues.
2. Evaluate the complexity and risk factors associated with each employee relations issue and escalate complicated matters to the Director of HR.
3. Provide expertise on ethics, compliance, and employee relations issues.
4. Provide performance management guidance and support to managers (e.g., coaching, counseling, career development, disciplinary actions).
5. Coordinate, implement and monitor mandated training.
6. Develop strong relationships with employees/contingent workforce.

Program Development & Management

1. Lead the creation and implementation of key HR programs and processes including performance management, total rewards, leadership and employee development, culture & engagement, retention and compensation.
2. Identify organizational development opportunities, and facilitate identification/creation of employee training programs.
3. Develop and implement communication plans both internally and externally.

General HR Support

1. Provide day-to-day support with general HR questions and inquiries.
2. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
3. Interpret and apply HR policies, procedures and programs, ensuring consistent application and keeping in mind federal and state laws applicability.
4. Create and generate HR reports as needed.

Special Projects & Strategic Initiatives

1. Oversee new and current HR programs and strategic programs/projects in conjunction with senior leaders (C-Suite).
2. Manage company performance dashboard to ensure milestones are met and strategic initiatives are driven to completion.
3. Provide input on future HR projects and initiatives that drive organizational goals.
4. Identify and communicate opportunities to improve efficiencies with HR processes.
5. Leverage business and people metrics to identify valuable insights and drive business solutions and outcomes in support of the business strategy.
6. Provide guidance and input on organizational restructures, workforce planning, talent management strategies, and succession planning.

Qualifications:

1. 3-5 years strong HR experience with emphasis in employee relations.
2. Outstanding service orientation; a sense of urgency; high-level of personal integrity.
3. Ability to work well under pressure and flexible in adapting and responding to changing situations.
4. Ability to work independently, but a strong effective team player.
5. Excellent written and verbal communication skills - ability to present, train, influence, and negotiate.
6. Strong project management and program development skills and experience.
7. Strong interpersonal, customer service and problem-solving skills.
8. Must show initiative, self-motivation, and attention to detail with the ability to manage multiple projects with competing priorities.
9. The ability to quickly establish and maintain rapport with people of diverse backgrounds and professional levels.
10. Works on unusually complex problems and provides solutions that are highly creative.
11. Uses independent judgment to accomplish objectives.
12. Strong proficiency in G-Suite, Microsoft Office.
13. Highly organized and detail-oriented.
14. Strong process development, optimization, and implementation skills.
15. Proven demonstration of effective line management relations in a high-performance culture with a strong sense of customer service.
16. Proven management skills in coaching, performance management, and facilitating business competency.