Human Resources Business Partner

Summary

The Human Resources Business Partner (HRBP) plays a pivotal role in aligning human resources strategies with business objectives by acting as a trusted advisor to the organization. Acting as a strategic consultant to business leaders, the HRBP drives organizational effectiveness through various HR initiatives. This business partner is required to manage multiple, complex issues and prioritize projects concurrently. The HRBP is assigned clear deliverables for multiple business groups, and their work is reviewed for application of sound professional judgment.

This role is expected to contribute to new ways of thinking across business areas and advocate for process improvement to increase employee engagement, efficiency, innovation, and consistency.

• Provides partnership to multiple business groups and leaders to ensure units are strategically aligned, structured properly to facilitate seamless operations and productivity, and staffed with the right number and level of talent to meet business objectives.
• Provides day-to-day collaboration and support on all types of employee relations issues and works promptly with key partners to resolve conflict, mitigate associate and organizational risk, and maintain high levels of performance and retention.
• Maintains excellent standards of HRIS data integrity, including regular audits and compliance checks.
• Leads efforts to support and promote the organizational culture including adoption and adherence to the Epiq cultural values.
• Provides support on many talent acquisition activities such as recruiting, interviewing, on-boarding etc. to ensure the business is hiring top talent in alignment with strategic business goals.
• Partners with business groups to sustain and increase employee and team performance levels through timely execution of performance coaching, corrective action and quality completion of the performance management process.
• Supports talent development including the identification of development opportunities for associates, partnership on identification of development solutions, and the execution of organization-wide development programs and initiatives.
• Coaches and facilitates the business and its employees through effective change management practices to ensure broad-based organizational change initiatives are successfully adopted and executed.
• Administers enterprise-wide and local HR policies and procedures; appropriately partners with internal Legal team to ensure policies comply with local law; delivers training to managers and employees as appropriate to ensure understanding and compliance with policies. Supports enterprise-wide initiatives such as performance management, leadership development, compensation, engagement surveys and HR policies and procedures.

• Bachelor’s degree in related field or 4+ years of related work experience required
• 4 plus years of progressive HR experience, with significant experience in HR Business Partner or Senior HR Generalist role supporting multiple business units
• Demonstrated, hands-on employee relations experience, including investigating and resolving complex employee relations matters. Advising leaders on corrective action, performance improvement plans, and terminations. Mitigating organizational and legal risk through sound judgment and documentation
• Exceptional verbal and written communication skills.
• Ability to recognize, process, and express emotions, to manage interpersonal relationships by encompassing self-awareness, self-regulation, empathy, and social skills.
• Experience with minimizing adverse effects of organizational changes.
• Experience with collecting and interpreting data to make decisions, answer questions, solve problems, drive change, and influence.
• Demonstrated ability to provide consultation to leaders by advising, analyzing, interpreting, and applying federal and state laws and human resources policies and procedures.
• Comprehensive knowledge of compensation practices.
• Proficient in Microsoft Suite and HRIS software.