HR Business Partner II

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The HR Business Partner II is an experienced professional with knowledge of employee relations principles, practices, concepts, and theories. This role is strategic, consultative, and coaching in nature, and works directly with the organization’s leadership to develop and direct an HR agenda that closely supports the organizational goals. The position will cultivate and maintain effective relationships with clients, serving as a focal point for delivering HR solutions. And, serves as the liaison between functional leaders and the rest of the HR team. The role assesses and anticipates HR-related needs, communicating such needs proactively with the HR team and management, continually aligning to business objectives in designated business functions.
Key Responsibilities
- Champions a corporate culture that emphasizes transparency, integrity, safety, environmental responsibility, employee development, diversity and inclusion, customer service, and operational excellence.
- Partners with HR subject matter experts and business leadership teams to deliver practical solutions in areas of HR including employee/labor relations, talent development, compensation, performance management, benefits, training, change management and talent acquisition.
- Build effective working relationships within the internal client organization and contribute to the management of the partnering relationship, delivering high-quality professional services within established routines or as part of an agreed project.
- Researches, develops and implements appropriate human resources strategies, programs, policies, and/or processes in response to changing internal and external conditions.
- Develops a strong understanding of the company's organizational structure, operations, values and culture in order to effectively provide HR support in a manner which compliments the identified goals and objectives.
- Completes specialized or moderately complex processes or activities, requiring some interpretation of practices, and an understanding of policies and programs. Provides counsel to management related to union and non-union people issues.
Qualifications
Required Education, Skills & Experience
- Bachelor’s degree in Human Resources, Business Administration or related field
- 3-5 years of related experience
- Knowledge of Microsoft Office, specifically Microsoft Excel
- Experience with Workday, a plus
- Strong interpersonal, persuasion, writing, speaking, and listening skills especially in times of uncertainty or controversial situations.
- Ability to multitask while handling stress and fluctuating workloads to prioritize demands for time to meet deadlines. Proven strong organizational skills and ability to manage multiple priorities.
- Must be credible and approachable working effectively with employees at all levels within the company.
- Experience supporting organization-wide talent management programs.
- Ability to effectively interpret, solicit input, and implement new strategies that address business issues for the long-term.
- Knowledge of local, state, and federal employment laws and legal requirements.
- Stays abreast of new emerging trends and best practices related to HR and the industry.
- Regular travel will be required
- Experience working with both union and non-union work groups
- Progression to this level is strictly restricted based on critical individual capabilities and business requirements; must be supported by market survey data.
Licenses and Certifications
- HR (SHRM or HRCI) certification, preferred
Key Competencies
BEHAVIORAL
- Balances stakeholders
- Builds effective teams
- Business insight
- Communicates effectively
- Courage
- Demonstrates awareness
- Drives Results
- Drives Vision and Purpose
- Ensures Accountability
- Instills trust
- Nimble learning
- Plans and Aligns
- Strategic mindset
May perform other duties as assigned.