Senior Human Resources Business Partner (Finance)
The Human Resources Business Partner (HRBP) collaborates strategically with business unit leaders to integrate effective HR programs and practices into service and business operations. As a true partner with designated business units, the HRBP provides excellence in human resources consulting to drive outcomes in workforce planning, talent management, employee and labor relations, diversity and inclusion, performance management, engagement and rewards.Minimum Required: Bachelor's Degree Labor/Industrial Relations, Human Resources, Business, or a closely related field.
Preferred: Master's Degree Labor/Industrial Relations, Human Resources, Business, or a closely related field.
SPHR or PHR preferred
Minimum Required: 3 - 5 Years equivalent experienceStrategic Partner:
• Partners with people leadership to align HR strategies with business objectives.
• Develops and implements HR strategies that support business growth and operational
excellence.
• Anticipates and solves organization, people, and change related issues.
• Drives workforce planning, talent development and retention, and succession planning
initiatives.
• Leverages HR analytics to provide data-driven insights for decision-making.
• Coaches and guides leaders
• Sources HR solutions versus building barriers
• Designs and implements solutions that cut across multiple disciplines, even those
beyond human capital.
• Ensures alignment between business operations and HR practices and objectives.
• Understands the business unit strategy, provides dynamic solutions using experience,
data analyses, and organizational agility to make decisions.
Employee & Labor Relations Champion
• Serves as an HR point of contact for union-related matters, supporting management and
employees in interpreting and adhering to CBAs.
• Partners with union representatives to foster positive working relationships and resolve
workplace concerns effectively.
• Supports and participates in contract negotiations, including preparation, research, and
analysis of labor agreements.
• Collaborates with management to provide responses to union grievances, arbitrations,
and other labor disputes in collaboration with legal and HR leadership.
• Provides training and guidance to managers on employee and labor relations, union
contract interpretation, and effective employee management.
Functional Expert:
• Provides expert guidance on HR policies, procedures, and employment law compliance
and regulatory standards.
• Provides accurate data to other departments in the organization.
• Develops and conducts training sessions for managers and employees on HR best
practices and legal compliance.
• Partners with leaders to resolve employee relations issues using a solution-oriented
approach.
• Coordinates and/or leads investigations.
• Identifies potential HR risks and mitigates with appropriate action.
• Partners with compensation and benefits teams to ensure competitive and equitable
total rewards.
• Leads and facilitates HR projects.
• Provides HR project management supporting projects in alignment with business
initiatives.
• Act as a trusted advisor to leadership on complex HR issues, providing sound
recommendations.
• Provides guidance, mentoring and coaching to HR Business Partners and other HR team
members.
• Serves as back up for HR Management as needed.
Change Agent:
• Leads and supports organizational change initiatives, ensuring smooth transitions.
• Drives alignment with the organization's culture, mission, and strategic initiatives.
• Institutionalizes company values and beliefs and champions inclusion.
• Assesses and manages organizational change capability.
• Supports mergers, acquisitions, and restructuring efforts from an HR perspective.
• Delivers organization optimization.
• Advocates for a culture of continuous improvement and innovation.
• Navigates and Coaches employees through change.
• Partners with leadership rounding
• Facilitates leadership training on change management best practices.
• Partners with leadership to implement strategies that enhance workforce agility and
adaptability.
Culture Champion:
• Ensures fair and consistent outcomes during management discussions.
• Collects, analyzes, and acts on feedback from employees and leaders.
• Partners with leadership to enhance employee engagement and retention strategies.
• Conducts employee feedback initiatives, including pulse surveys and engagement
assessments.
• Drives performance management cycle.
• Supports leadership in creating a psychologically safe workplace environment.
• Champions recognition and reward programs to enhance employee motivation and
performance.
• Leads action and supports employee and labor relations issuesStrategic Partner:
• Partners with people leadership to align HR strategies with business objectives.
• Develops and implements HR strategies that support business growth and operational
excellence.
• Anticipates and solves organization, people, and change related issues.
• Drives workforce planning, talent development and retention, and succession planning
initiatives.
• Leverages HR analytics to provide data-driven insights for decision-making.
• Coaches and guides leaders
• Sources HR solutions versus building barriers
• Designs and implements solutions that cut across multiple disciplines, even those
beyond human capital.
• Ensures alignment between business operations and HR practices and objectives.
• Understands the business unit strategy, provides dynamic solutions using experience,
data analyses, and organizational agility to make decisions.
Employee & Labor Relations Champion
• Serves as an HR point of contact for union-related matters, supporting management and
employees in interpreting and adhering to CBAs.
• Partners with union representatives to foster positive working relationships and resolve
workplace concerns effectively.
• Supports and participates in contract negotiations, including preparation, research, and
analysis of labor agreements.
• Collaborates with management to provide responses to union grievances, arbitrations,
and other labor disputes in collaboration with legal and HR leadership.
• Provides training and guidance to managers on employee and labor relations, union
contract interpretation, and effective employee management.
Functional Expert:
• Provides expert guidance on HR policies, procedures, and employment law compliance
and regulatory standards.
• Provides accurate data to other departments in the organization.
• Develops and conducts training sessions for managers and employees on HR best
practices and legal compliance.
• Partners with leaders to resolve employee relations issues using a solution-oriented
approach.
• Coordinates and/or leads investigations.
• Identifies potential HR risks and mitigates with appropriate action.
• Partners with compensation and benefits teams to ensure competitive and equitable
total rewards.
• Leads and facilitates HR projects.
• Provides HR project management supporting projects in alignment with business
initiatives.
• Act as a trusted advisor to leadership on complex HR issues, providing sound
recommendations.
• Provides guidance, mentoring and coaching to HR Business Partners and other HR team
members.
• Serves as back up for HR Management as needed.
Change Agent:
• Leads and supports organizational change initiatives, ensuring smooth transitions.
• Drives alignment with the organization's culture, mission, and strategic initiatives.
• Institutionalizes company values and beliefs and champions inclusion.
• Assesses and manages organizational change capability.
• Supports mergers, acquisitions, and restructuring efforts from an HR perspective.
• Delivers organization optimization.
• Advocates for a culture of continuous improvement and innovation.
• Navigates and Coaches employees through change.
• Partners with leadership rounding
• Facilitates leadership training on change management best practices.
• Partners with leadership to implement strategies that enhance workforce agility and
adaptability.
Culture Champion:
• Ensures fair and consistent outcomes during management discussions.
• Collects, analyzes, and acts on feedback from employees and leaders.
• Partners with leadership to enhance employee engagement and retention strategies.
• Conducts employee feedback initiatives, including pulse surveys and engagement
assessments.
• Drives performance management cycle.
• Supports leadership in creating a psychologically safe workplace environment.
• Champions recognition and reward programs to enhance employee motivation and
performance.
• Leads action and supports employee and labor relations issues
