Strategic Human Resources Business Partner

Strategic Human Resources Business Partner

Join our Team as a Strategic Human Resources Business Partner
!

The Strategic HR Business Partner is a business-minded, dynamic HR professional who will support HR functions including Associate relations, talent management, performance management, Associate engagement and a high-performing work culture.

This person must be results-oriented and partnership focused with an approach that is responsive and aligned with business strategies. In addition, this role will be instrumental in facilitating an Associate-oriented, high performing, and diverse and inclusive workplace culture.

The Strategic HR Business Partner (HRBP) position is responsible for aligning business objectives with Associates and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and Associates that reflects the business objectives of the organization.

What You’ll Be Doing

• Partner with the departmental leaders of businesses they support on various strategic initiatives such as organization engagement and culture, transformation and business restructures, workforce planning, performance management and succession planning, etc.
• Provides guidance and coaching to Associates concerning Associate engagement, performance management, career development, talent assessment and retention.
• Identifies opportunities for improvement to the Associate experience and partners with leaders to develop and implement innovative solutions.
• Support Talent Acquisition Partners in managing the life-cycle of the recruitment process to include: working with hiring managers to identify the required knowledge, skills and abilities, and the sourcing and recruiting, screening, and hiring of successful candidates.
• Involved in policy and program creation to attract, retain, and promote a diverse workforce.
• Partner with business leaders to identify training needs for Associates. Follows up to ensure Associates are trained.
• Work with business leaders on leadership coaching and development.
• Conduct training needs assessments and recommend training programs to the Training and Development Team.
• Resolve employee relations matters by providing guidance and coaching to leaders and associates. Conducts effective, thorough and objective investigations.
• Facilitate conflict-resolution measures and corrective action/discipline processes as needed.
• Conduct HR orientation program that introduces organizational policies, procedures, organizational culture and facilitates staff retention for new Associates.
• Lead and facilitate the off-boarding process; conduct exit interviews with Associates.
• Manage the annual performance review process and provide ongoing support on performance management.
• Communicate health and wellness, retirement and other benefits programs provided by TMH.
• Lead TMH’s annual merit and bonus process. Make recommendations to ensure compensation strategy aligns with the organization's performance-based culture and also remains competitive with relevant external markets.
• Lead and execute Succession Management activities on behalf of TMH.
• Monitor workplace practices to ensure full compliance with all applicable employment laws; provide guidance and interpretation of existing policies as needed.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Interpret TMH policies and communicate changes/additions throughout the organization.
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Manages job and organizational structures in partnership with the business.
• Creates departmental competency matrixes in partnership with the business.
• Utilizes tools such as career mapping/competency matrix to define career paths and development of Associates.
• Maintain compliance systems and records such as e-verify and i-9 requirements.
• Track temporary associate information in ADP.
• Communicate and recommend recognition program usage within TMH.
• Ov…