HR Business Partner

POSITION SUMMARY

The HRBP (Human Resources Business Partner II) acts as a partner and front-line advisor to the business. This position will be responsible for maintaining a high level of confidentiality regarding sensitive employee and company information. The position supports and partners with leaders and employees and integrates into their operations serving as an HR liaison. Based on business needs, the role also interacts with workforce projections and consultative discussions, and the HRBP will direct and deploy HR services to the business.

JOB RESPONSIBLITIES

• Provide daily support to the multiple departments and leaders as it relates to the Human Resources needs and objectives of those areas.
• Establishes and develops a pro-active relationship and communication channels with the leadership team and employees.
• Position is also assigned as the Company DER (Designated Employee Rep.) for the FAA Drug Abatement Program; includes following up with vendors/employees, and confirming correct paperwork is submitted and or received in an accurate and timely manner.
• Immerse into customer group’s business operations, staying abreast of business and workforce challenges, needs and talent-related gaps in capabilities.
• Establish standing meetings with business leaders to consult on talent management issues, discussing and creating service-oriented action plans for issues such as succession planning, development of high potential talent, multi-source feedback and career development programming
• Communicates and ensures compliance with various Human Resources policies, procedures, laws and Company programs. 
• Track relevant metrics and analytics to report on the impact/results of talent-related services deployed in assigned customer departments.
• Responsible for managing the following items in relation to assigned departments: participating in the interviewing process, hands-on support for the onboarding/employee orientation process as it relates to HR related topics, collecting new hire paperwork, facilitating any/all Company related HR programs; such as performance evaluations.
• Partners with HR leadership, and or facility leadership, and or legal, to facilitate resolution of employee relations issues, corrective action/coaching, support payroll related issues, and any other areas of opportunity relating to Human Resources services and products.
• Works with Corporate HR (US and Brazil), HR leadership (US and Brazil) and local leadership of assigned departments to consult on and to facilitate organizational development, training, Company initiatives and programs.
• Steadily refine and tweak HR services in assigned customer groups to maximize outcomes and to best meet the needs of the workforce.
• Provides any trouble-shooting support as related to any HR-related issues/topics. Supports and provides all requested HR-related business reporting.
• Consult with business leaders to discuss position requirements based on business needs, sourcing strategies for open requisitions and ideal candidate profiles; relay information back to talent acquisition team where direct contact has not already been made.
• Deliver leadership development programming to assigned customer group leaders (includes training and tracking for leadership assessments, delivery of workshops, and or ongoing coaching and guidance).

ESSENTIAL KNOWLEDGE, SKILLS AND ABILITIES

Education:

• Prefer BA degree: Human Resources, Business Administration or Psychology.
• PHR or SPHR, desirable.

Experience:

• Prefer 3-5 years of experience in Human Resources as a HR Business Partner or Sr. level HR Generalist role dealing within several aspects of Human Resources, including employee relations, leadership consulting and development, HR programs, administration, benefits, analysis and reporting, and policies and procedures.
• Strong preference for a candidate with extensive knowledge related to FAA Drug Abatement Program.
• FLSA Exempt, Consultant Level Individual Contributor with multiple functional groups. 

Knowledge, Skills & Abilities:

• Role requires innovative, critical thinking skills towards solving problems and anticipating future issues that may occur as a result of current decisions that are made
• Role applies leading edge theories and techniques to resolve human resources programs, activities, information systems, tools, techniques, and laws (ADA, FMLA, EEOC, FLSA, etc.)
• Strong communication and interpersonal relationship skills; organized and detailed oriented.
• Role takes leadership for applying new processes and skills to improve the function's status quo.
• Benefits Administration and ADP Payroll routines.
• Microsoft Office (Word, Excel, and Power Point).