HR Business Partner

The human resources business partner is responsible for providing high-level, strategic human resources support to UFG leadership. The HRBP is a partner and advocate to an assigned business unit and will work closely with the business unit leaders to assist in execution of various people strategies. This role is critical in executing our people initiatives, providing great internal support, and driving human resources excellence and process improvement. The HRBP reports to the Human Resources Department, but partners with and delivers support to various areas across the organization.

Essential Duties and Responsibilities :

• Research, develop and recommend relevant people related efforts that will enhance overall organizational effectiveness
• Support the UFG strategic vision by helping to ensure individual business unit goals are consistent with organizational strategy
• Regularly run reports to provide relevant data on various HR metrics to assist business unit leaders in producing results that have a positive return on investment
• Evaluate organizational design and make recommendations to optimize performance, efficiency and cost effectiveness.
• Consistently identify and implement people related strategies to address talent gaps, and various areas of improvement within business units. Work with business unit leadership team and functional areas in HR to develop resources, offer support and provide relevant solutions.
• Support human resources initiatives to enhance organization's strategic objectives.
• Regularly collaborate with and offer various types of support to business unit leaders.
• Participate in various human resources projects, practices and procedures to support business goals and to contribute towards continuous improvement of the human resources department.
• Serve as a liaison between HR functional areas (Talent Acquisition, Benefits, Change Management, Ops) and employees to ensure questions / concerns / feedback are shared and addressed in a timely manner.
• Maintain and process employee documentation including but not limited new hire forms, termination forms, promotions / transfers, benefit or payroll changes, disciplinary notices or other miscellaneous employee documents.
• Facilitate and maintain leadership onboarding program and any necessary training.
• Provide human resource guidance and support to leaders and employees on a wide range of strategic and operational human resources issues, policies including employee relations matters
• Proactively impact turnover by monitoring internal and external trends to develop various retention strategies with assigned leadership team.
• Assist leaders with development and delivery of necessary PIPs. Offer various types of support and resources for employee performance matters.
• Investigate and act on performance and / or legal matters, as necessary.
• Conduct exit interviews and provide feedback and recommendations to improve employment practices.
• Share feedback and recommendations with various functional areas within HR to help maintain a positive, well-rounded culture and employee experience.
• Serve on relevant committees and initiatives and provide insight from a human capital perspective.
• Maintain and update human resources policies, as necessary.
• Mitigate legal liability by ensuring business practices are within the scope of state and federal law.

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