Learning & Development Business Partner

Butler/Till is a results-driven marketing agency offering deeply collaborative client experiences, proprietary technology, and world-class partnerships.  At Butler/Till, we take immense pride in our independent, women-owned and led status, our unwavering commitment to a purpose-driven approach, our B-Corp status, and our unique structure as a 100% employee-owned company (ESOP). 

SUMMARY   

The Learning and Development Specialist / Talent Business Partner is responsible for driving performance management, talent development, and employee engagement initiatives. This role will support the organization in utilizing the Quantum Workplace performance management system, implementing strategic development programs, and managing employee engagement surveys and action plans. Additionally, the role involves collaborating with leadership teams to ensure alignment of talent strategies, improve onboarding, and foster a culture of continuous learning and inclusion. 

KEY OUTCOMES & RESPONSIBLITIES: 

Key Outcome: Foster high engagement among employees.   

Key Responsibility: Lead Employee Engagement & Action Plans 

• Lead the employee listening strategy, analyze employee survey data and collaborate with leadership to develop action plans based on insights and feedback. 

• Design, implement, and manage employee recognition programs that align with company values and contribute to a positive workplace culture.  

• Implement mechanisms for gathering ad hoc employee feedback as needed (including surveys, focus groups, or regular check-ins) to gather valuable insights into employee sentiment and engagement levels using this feedback to inform Talent strategies and initiatives. 

• Lead the design, implementation, and management of 360-degree feedback initiatives, ensuring anonymity and actionable insights for development. 

• Analyze feedback data to identify developmental opportunities and support growth across teams. 

Key Responsibility: Enhance Onboarding Experience 

• Develop and refine the onboarding process to provide a positive and informative experience for new hires. 

• Collaborate with HR to ensure new hires have the necessary training, tools, and resources for success. 

• Continuously evaluate and improve the onboarding experience based on feedback. 

• Design a 30/60/90-day onboarding experience, ensuring structured integration for all levels. 

Key Outcome: Key Outcome: High-performance culture through effective talent management 

Key Responsibility: Serve as the subject matter expert for the Talent Management System (Quantum Workplace) 

• Manage and oversee the performance management system (Quantum Workplace) to ensure seamless functionality and drive adoption for employees and managers. 

• Provide guidance on goal-setting, performance tracking, feedback, and evaluations, ensuring alignment with company objectives. 

• Monitor performance data, identify trends, and maintain integration with HRIS for information updates to support talent management processes. 

Key Responsibility: Facilitate Integrated Annual Review & Goal Development Programs 

• Lead the annual review process, ensuring alignment between individual goals and organizational objectives. 

• Support managers in setting SMART goals and conducting impactful performance reviews while managing continuous feedback in Quantum Workplace. 

Key Responsibility: Enhance Leadership & Management Development Opportunities and Programs 

• Design and coordinate quarterly leadership development programs and deliver training on management skills, team building, and conflict resolution. 

• Partner with senior leaders to identify high-potential employees using Talent Reviews and Succession Planning in Quantum Workplace and create tailored leadership development plans. 

• Collect feedback from participants to refine programs and ensure effectiveness. 

Key Outcome: Provide guidance on leadership development, recruitment needs, workforce planning, and succession.  

Key Responsibility: Act as a Strategic Talent Business Partner to assigned Organizations and Leaders 

• Partner with Organizations and Leaders to design and implement career pathing programs to enhance employee development and retention.  

• Oversee goal setting and performance management processes, assisting managers with goal drafting, follow-up, and continuous feedback.   

• Coach the department level managers/supervisors through the annual performance processes, and decision making around compensation and remuneration programs in line with our pay-for performance culture.     

• Ensure all role profiles, position openings and RFA’s are complete, approved and submitted for processing.  

• Actively promote DEIB initiatives through training and support of managers and employees that foster an inclusive culture, and support recruitment efforts to attract diverse talent.  

• Work closely with leaders to align talent strategies with department objectives, translating business needs into actionable initiatives. 

• Support organizational restructuring and manage change processes, ensuring effective communication and manager support. 

• Advise on talent acquisition, compensation planning, and succession strategies.  

• Receive and manage resignation letters for your departments, initiating Wrike project, and conducting the exit interview. Collaborate with Talent tech and payroll for processing.   

Key Responsibility: Navigate Unique Employee Relations Situations While Maintaining Compliance Requirements  

• Serve as an advisor on employee relations matters, resolving conflicts, conducting investigations, and guiding managers through corrective actions. 

• Ensure compliance with HR laws and regulations, proactively updating policies and ensuring clarity and fairness. 

• Educate employees on policies and self-service resources, ensuring alignment with company standards. 

Key Responsibility: Maintain a High Level of Confidentiality & Data Privacy 

• Uphold strict confidentiality standards when handling employee information, ensuring compliance with regulatory requirements and safeguarding sensitive data. 

QUALIFICATIONS    

 REQUIRED QUALIFICATIONS: 

• The ideal candidate will have a bachelor’s degree in human resources, Organizational Development, Business Administration, or a related field preferred.  

• 6-8 years of progressive Human Resources business partnering experience, related experience, or equivalent combination of education and experience.  

• Experience with performance management systems (Quantum Workplace or similar) and employee engagement surveys. 

• Proven experience in employee relations, with a focus on creating positive workplace culture. 

• Strong coaching, conflict resolution, relationship and team building skills and demonstrated ability to influence business leaders. 

• Demonstrated client service focus and ability to build strong relationships quickly.  

• Outstanding interpersonal, verbal, and written communication skills that facilitate prompt and constructive solutions. 

• Ability to use independent judgment, problem-solve, be creative and answer questions. 

• High ethical standards and a commitment to diversity and inclusion. 

• Strong knowledge of HR laws and regulations. 

• Comfortable adapting to change in a fast-paced, dynamic, and ambiguous environment and ability to think clearly under pressure. 

• Flexibility to work across a diverse range of projects with different stakeholders.  

• Self-motivated and able to work in an autonomous environment but contribute as a team member.  

• Highly organized, attention to detail and excellent follow-through required. 

• Proficient in Microsoft Office (Word, Excel, PowerPoint, and Outlook) 

PREFERRED QUALIFICATION: 

• Professional certifications such as SHRM-CP, SHRM-SCP, PHR, or SPHR  

CORE COMPETENCIES  

• CUSTOMER FOCUS/CLIENT INTIMACY: seeking to understand client business challenges/needs and delivering continuous value to our clients.   

• COLLABORATIVE: working with teams and across the organization with ease   

• OWNER AGILITY: able to continuously learn and quickly adapt to changing circumstances.   

• RESULTS DRIVEN: accepts accountability to deliver business outcomes, even under changing circumstances, delivers on commitments.   

• DISCIPLINED: Thinks, plans, and prioritizes work on an ongoing basis, plans and aligns with key team members before acting 

WORK ENVIORNMENT & PHYSICAL DEMANDS 

The work environment and physical demands characteristics described here are representative of those an employee encounters while performing the essential functions of this job, typically in an office setting or in a home office. An employee in this role may be in a stationary position, often standing or sitting for prolonged periods and using office equipment and computers. The noise level in the office environment is usually moderate. (I.e., business office with computers and printers, light foot traffic, etc.). Reasonable accommodation may be requested to enable individuals to perform the essential functions.  

Commitment to Diversity, Equity, Inclusion and BelONGing 

Our dedication to Diversity, Equity, Inclusion, and Belonging (DEIB) is a cornerstone of our culture. We believe that the diversity and inclusivity of our workforce are sources of strength. As you become part of our community, you'll discover that we are dedicated to creating a positive impact, not only for our clients but also for the communities where we live and work. 

EEO DISCLAIMER 

Butler/Till is an Equal Opportunity Employer to all employees and applicants and prohibits discrimination and harassment of any kind without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. This applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. 

COMPENSATION

Butler/Till is committed to providing pay transparency of our compensation philosophy and ensuring equitable pay practices for our employee owners. The compensation range for this position is $75,000 - $85,000 and represents the annual salary range in Rochester, NY. Base pay offered may vary depending on multiple individualized factors, including location, skills, and experience.

This is just one component of Butler/Till’s total compensation package for employee owners. The total compensation package for this position may also include other elements, including ESOP (employee stock ownership plan), an annual bonus, in addition to a full benefits package, and paid time off benefits, including 100% paid parental leave. Details of participation in these benefit plans will be provided if an employee receives an offer of employment.

Salary : $75,000 - $85,000