HR Business Partner; Northfield, IL

Position: HR Business Partner (Northfield, IL)
Location: Northfield

Job Summary
The HR Business Partner partners directly with business leadership to develop and drive strategic HR initiatives in support of organizational goals and objectives (short- and long-term) and to improve the overall effectiveness of the business and the HR function. This individual leads HR activities such as strategic staffing, employee relations consulting, talent management initiatives, organizational development initiatives, compensation planning and administration, change management, conflict management, equal opportunity/affirmative action, diversity and inclusion initiatives, leader consulting, and HR communications.

In addition, the HRBP assesses and anticipates HR related needs to ensure compliance and mitigate risk and liability while helping to drive employee engagement and retention by focusing on employee relations, learning and development, performance management, and employment law compliance.

Job Description

MAIN RESPONSIBILITIES

CONSULTING:

• Serve as primary point of contact to business leadership for all HR-related needs and initiatives.
• Provide strategic HR consulting and coaching with the goal to influence business leadership action.
• Maintain an effective level of business literacy about the business unit's financial position, strategic plans, culture and competition.
• Help drive productivity and performance, using HR systems and analytics to understand business issues, trends and recommended course correction. Includes disposition of key metrics, projected outlook, employee relations issues, reasons for labor turnover, etc.

STRATEGY:

• Collaborate with business leadership on organizational strategy, talent acquisition, learning and development, performance management, compensation, benefits, and employee and labor relations.
• Translate organizational needs into plans of action to achieve organizational goals and strategies.
• Ensure human resource policy and procedure throughout the organization fit the needs, goals, and aims of the organization and its top leadership.

TALENT MANAGEMENT:

• Develop and execute strategic talent management initiatives addressing Workforce Planning, Talent Acquisition, Retention, Performance Management, Employee Engagement, Training & Development, and Succession Planning to ensure alignment with overall business goals.
• Help to deepen cross cultural competence in Leaders and their groups through support of training efforts and diversity councils, as well as through the consideration of cross cultural impact to business decisions.
• Provide guidance and input on business unit restructures, workforce planning and succession planning. Establish strategies to develop leadership and management bench-strength and succession readiness.
• Identify and facilitate the delivery of individual executive coaching needs.

CHANGE MANAGEMENT:

• Enable business change through education and influence of business leadership while considering impacts on business goals and objectives.
• Provide thought leadership related to strategic delivery of HR initiatives; reinforce value of HR initiatives.
• Manage HR program implementation to minimize disruption; partner with leaders to communicate and execute.

FACILITATE:

• Partner with Centers of Expertise (Employee Relations, Compensation, Benefits, HR Technology, Talent Acquisition and Talent Management and Development) to ensure cohesive delivery of HR programs and services.
• Foster partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization and Medline.
• Applying a broad understanding of all HR programs, oversee execution of all annual and ad-hoc HR initiatives (ex. Annual Pay Review Cycle(s), Performance Planning Process, Talent Management Review, Promotion Process and Review, Employee Engagement Review, Workforce Planning Initiatives). This position has no direct supervisory responsibilities. Applies depth and/or breadth of HR expertise as a coach or mentor for other positions in the department or in the development of company-wide HR initiatives and strategies.

MINIMUM REQUIREMENTS

Education:

• Bachelor's Degree in Human Resources or Business-related field.

Work Experience:

• At least 7 years of Human Resource Generalist or Business Partner experience demonstrating knowledge of multiple human resource disciplines, (compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws).
• Experience consulting, influencing and partnering with business leaders to develop/execute people strategies in driving business performance.

Knowledge / Skills / Abilities:

• Strong employee relations and investigations experience.
• Experience controlling and coordinating concurrent projects, competing priorities and critical deadlines.
• Experience working with cross-functional teams and facilitating teams to identify and implement solutions to complex problems.
• Excellent organizational skills with the ability to handle…