What are the responsibilities and job description for the HR Business Partner position at CKE?
POSITIO N SUMMARY
The Human Resources Business Partner is the primary resource to create alignment between Human Resource and business strategy. The HRBP is aligned to business units, business leaders, and / or functions to provide HR expertise and consulting for building organizational capability to achieve current and future business objectives through the development of proactive Human Resources strategy and practices. The HRBP drives and influences key organizational health and engagement initiatives with the business and provides advice, counsel and executes key initiatives. The HRBP effectively manages and resolves complex employee relations issues, resolution and investigations, performance management, talent / succession planning, with a focus on leadership development and implementing strategic and tactical initiatives that drive and support desired short and long-term business goals.
ESSENTIAL FUNCTIONS
May perform any or all of the following duties :
- Provides HR partnership, for both strategic and tactical initiatives, day to day HR support and execution of strategies for assigned business groups.
- Builds and maintains effective working relationships with leaders and employees to provide guidance and counsel on a variety of HR and business-related issues on both strategic and tactical levels
- Provides influence and guidance to client groups through developing partnerships to support achieving business objectives within the assigned populations.
- Manages and resolves employee relations issues : Conducts effective, thorough and objective investigations. Provides consultation / coaching / training to managers on performance, talent development, and employee relations. Partners with the legal department as needed / required.
- Maintains in-depth knowledge of compliance requirements related to day-to-day management of employees, ensuring regulatory compliance.
- Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
- Provides HR policy guidance and interpretation.
- Provides counsel and drives execution on workforce planning and organizational design
- Provides day-to-day talent and performance management guidance (coaching, mentoring, counseling, career development, disciplinary actions).
- Champions HR processes including performance management, compensation planning, workforce / capability planning, and talent management. Accesses talent opportunities and performance gaps; oversee talent planning, talent reviews, talent development, and succession planning for assigned business groups.
- Identifies training / coaching / mentoring needs for departments, managers and employees Partners with other HR team members, serving as the point of contact and liaison with supported groups to deliver robust HR services.
- Oversees and executes implementation of HR and / or business initiative in assigned business groups. Provides project management expertise through the initiation, management and driving of strategic projects and initiatives and change management.
- Participates in assigned business groups operational meetings, business reviews, and team building.
POSITION QUALIFICATIONS / CORE COMPETENCIES
WORK ENVIRONMENT
PHYSICAL DEMANDS
THE COMPANY RETAINS THE RIGHT TO CHANGE OR ASSIGN OTHER DUTIES TO THIS POSITION AS DEEMED APPROPRIATE WITH OR WITHOUT NOTICE
Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
