What are the responsibilities and job description for the Human Resources Business Partner position at myTOD, LLC?
The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and leaders supporting designated client groups. The position formulates strong cross functional partnerships across the organization to deliver value-added service to management and employees that reflect business objectives. HRBP is responsible for leading, implementing and delivering HR initiatives and will act as a change agent. This role works collaboratively with management to lead strategic people priorities and solutions that accelerate the achievement of business plans through organizational effectiveness.
Essential Duties & Responsibilities
- Act as a frontline thought partner to dedicated leaders on all aspects of the employee experience : full employee life cycle, talent onboarding, organizational architecture, change management, employee engagement initiatives, total rewards, performance management, career development, employee relations, off-boarding, etc.
- Own the employee experience through the implementation of robust organizational onboarding strategies (e.g., stay interviews, check-ins, focus groups, employee engagement surveys) that measure employee satisfaction and morale; analyze results and provide recommendations to management for action plans to improve culture and boost retention rates
- Provide day-to-day performance management guidance to leadership (e.g., coaching, counseling, career development, disciplinary actions); work closely with management and employees to improve work relationships, build morale, and increase productivity and retention
- Facilitate regular 9-Box exercises and aid in leadership-tool kit adoption to promote upward mobility, career pathing, and succession planning strategies to create strong internal bench strength for organizational leadership readiness
- Partner with business leaders and dedicated client groups to determine the right organizational structure, compensation analysis, skill sets, and capabilities required to deliver strong internal / external equity as part of retention strategy
- Facilitate compliance-based training locally to new and emerging leaders to help navigate the legal landscape of becoming a leader and proactively mitigate risk (e.g., wage and hour, coaching / counseling, IP / ADA process, LOA administration, investigations, and offboarding)
- Partner with dedicated client groups to consult and administer the LOA and IP / ADA process from beginning to end; in close partnership with benefit team, TPA, and local management with regional support of HR Generalist
- Generate monthly HR metrics (e.g., FTE headcount, turnover, diversity, demographics, retention rate, critical touchpoints, promotional rates, LOA cases, etc.) and analyze trends in partnership with Sr. HR Leadership and client groups to solve challenges, develop solutions, create programs, and drive data-informed people strategies; facilitate monthly and / or quarterly client business review meetings
- Assist in the facilitation of annual open enrollment for Company benefit plans; provide field assistance to employees with questions or concerns related to benefit programs; liaison between benefits team for complex inquiries
- Interpret human resources policy to local management; ensure regulatory compliance with legal requirements pertinent to the day-to-day management of dedicated client groups in collaboration with Sr. HR Leadership
- Interacts effectively, professionally, confidentially, and diplomatically in all employee relations, always projecting a professional image in keeping with Company goals and objectives while exercising the highest degree of confidentiality and professionalism
- Local travel to client group locations required; four days in office with optional one day remote
Qualifications
