Human Resources Business Partner (4-Month Contract)

• The HRBP functions in a strategic business partner role to provide and
• facilitate HR strategies and services.  In this role you will serve as the
• primary HR contact to Department Head (s) and Senior Leaders of your assigned
• Business segment, business unit and operating units on all HR programs, and
• regularly provides HR status updates to the HR Management team.  The HRBP will
• interact with all levels of the organization including managers, employees, and
• HR colleagues to ensure timely and effective delivery of HR services in
• supporting business initiatives.

• The role requires strategic, operational and project management skills ensuring
• HR remains an active contributor to the success and goals of your assigned
• Business segment, business unit and operating units. Utilizing your functional
• experience, flexibility, creativity, and project management skills, you will
• assist on special projects and new program development as needed.

• Must have excellent interpersonal, organizational, communication and
• presentation skills. Must be able to facilitate in meetings where emotions may
• be high.  Must possess sound judgment and ability to listen, assess problems and
• arrive at good logical solutions that achieve an appropriate balance between
• sound HR practices and business needs. Must be confident, credible,
• professional, and well respected. Capable of managing multiple assignments/tasks
• concurrently.  Must be able to work effectively and efficiently in a matrix
• management environment.

RESPONSIBILITIES

• Strategic Advisor
• Must be regarded by business leaders/managers as a qualified

• consultant/advisor in Human Resource practices. Provide thought leadership
• related to assigned client team and regularly update Senior Management
• while acting as a catalyst for sustained business performance, ensuring HR
• strategies are relevant and translated into concrete actions with tangible
• results.

• Act as a “talent agent” to help identify, develop, and deploy talent to

• meet short- and long-term business requirements. by partnering with
• management and COE teams to continually evaluate and develop employees
• within the organization including career planning, skill building and
• competency modeling.

• Use data analytics and external/internal insights to design innovative HR

solutions based on short and long-term business needs.

• Performs talent and organization diagnostics to align with and drive

strategy.

• Implements innovative solutions that deliver the highest value and impact.
• Business Coach & Consultant
• Quickly build and leverage strong relationships with business leaders to

position HR priorities and influence business strategy.

• Ability to assess and communicate leaders’ blind spots and provide

recommendations to overcome barriers.

• Build and maintain high degree of connectedness to employees and managers

• of all levels in assigned client groups to proactively draw out and
• identify areas of conflict, confusion, and barriers to effective
• productivity, engagement, and execution of strategic goals: Implement
• action plans and interventions, including coaching, counseling and
• mediation, using support resources as needed.

• Keep abreast of legislation affecting associate relations.  Educate

managers and support business practices to minimize risk to the company.

• Change Agent
• Own transformation process in partnership with business leaders.
• Utilize data analytics to anticipate change and measure impacts.
• Identifies risks to the delivery of the business strategy and brings the

right resources forward to manage.

• Manage communications and project plans related to HR program deliver to

• assigned client organization to ensure thorough understanding and
• completion of programs on time/within acceptable timelines.

• HR / Business Liaison
• Identify need for HR Solutions and “broker” within the HROM to deliver

integrated solutions.

• Lead initiatives ranging from complex to highly complex that have a

• significant impact. Innovate on existing programs to help leaders look
• around corners to drive success.

• Ensure Service are delivered (Time/Cost/Value/Quality) according to SLAs.
• Knowledgeable of processes and guidelines to guide associates and managers.
• Proactively leverage HR system data for client groups and other reporting

• vehicles to maintain high integrity of employee and organizational data;
• provide management information analysis using data and metrics that give
• insight on people issues including retention, performance management,
• engagement, and conflict.

• Proactively plan and carry out policies and practices for Human Resources

• in compliance with current state and federal law in supporting regional
• business plans and initiatives.

• Meeting the physical requirements – listed below
• Other duties as assigned

QUALIFICATIONS

• Education
• High School Diploma/GED
• Bachelors and Master’s degree preferred
• Some experience may be substituted for some of the above education.
• PHR/SPHR preferred

Work Experience

• 8-10 years of relevant work experience
• 1-3 years of supervisory/management experience.

Knowledge, Skills and Abilities

• Strong decision-making capabilities with extensive experience interpreting

information to make business decisions and recommendations

• Extensive experience partnering and using a consultative approach with

stakeholders

• Creative, entrepreneur mindset that is solution orientated
• Global & Cultural effectiveness
• Business Acumen - understanding and applying information to contribute to the

organization's strategic business and people plan.

Physical

• Seeing
• Ability to Travel
• Listening