Human Resources Business Partner

  • location: United States,
  • type: Permanent

job description

Human Resources Business Partner

The HR Business Partner is responsible for driving strategic HR and business priorities with assigned/designated client groups. This person translates business strategies into people-focused initiatives, develops and shapes programs to address business-specific needs, and partners with HR COEs to execute and ensure positive impact. The HRBP uses knowledge of employment law, external market trends, and industry and HR best practices to operate proactively on behalf of business organizations. This professional applies knowledge of the business issues, trends, and competitive intelligence for the business groups being supported and consults on complex HR issues that impact individuals, teams and locations. The HRBP employs their business acumen to work with their business leader, ensuring that the objectives are aligned with overall corporate and business priorities and assists in leading change that positively impacts business results.

Consulting

The HR Business Partner has responsibility to provide proactive consultation to assigned/designated client groups. With a focus on identifying and proactively addressing client strategic challenges, the HR Business Partner is expected to develop people strategies that drive business solutions, enhance organizational design, organizational effectiveness, and culture change. Successful measurements of this include:

  • Active, value added participation on key business initiatives
  • Consults and partners closely with HR colleagues (ER/TR COEs, HR Shared Services and business leaders to drive and implement key strategic initiatives)  
  • Applies knowledge of the business issues, internal/external trends, and competitive intelligence for the business groups being supported  
  • Acts as a change agent to help drive and shape the culture; to enhance/impact the company's strategy and assigned clients' business results
  • Regularly uses metrics to measure impact to the business and influence leadership decisions. Interprets data to provide insights and recommendations regarding i.e.: turnover/retention, cost/EBITA, ER and TR financial impacts, bench strength and management pipeline, performance and productivity/manager effectiveness, compensation/market competitiveness
  • Influences business decisions in support of strategic pillars
  • Partners with Employee/Talent Relations Team on a range of HR issues across the business to ensure that best practices, legal requirements and internal practices are applied as well as creates a business environment built around fairness, equity, diversity and inclusion to migrate risk of third party challenges and regulatory intervention
  • Collaborates with leaders to develop and execute initiatives that will promote engagement 
  • Conducts root cause analysis on issues using data and metrics, before providing and partnering in the execution of appropriate solutions
  • Demonstrates courage to communicate difficult messages and constructively challenge the status quo
Drive Talent Management

The HR Business Partner has responsibility to execute on talent management initiatives to promote engagement and development of all Randstad employees. These initiatives include, but are not limited to, 360 assessments, profiling tools, succession planning, and leadership development. Successful measurements of this include:

  • Drives the talent agenda in partnership with HR/TM COE colleagues and business leaders by assessing and understanding the talent needs within the business
  • Leverages data to identify strengths and gaps in leadership
  • Develops individual and organizational capabilities of leadership; addresses talent issues before they impact the business
  • Executes clear plan for building leadership capability 
  • Encourages and fosters cross-OpCo career mobility
Deliver Project Leadership

The HR Business Partner will be accountable for participating in, leading and delivering project initiatives. This includes all activities relating to either client sponsored initiatives or specific HR projects. Successful measurements of this include:

  • Lead complex projects and provide key talent insights on business initiatives to drive results in support of overall talent strategies 
  • Develops and delivers new programs and processes to leaders and employees in a consistent, timely manner
  • Leads and/or collaborates on cross functional teams to develop best practices, processes, and policies that can be leveraged enterprise-wide
  • Execution of reductions in force, including risk management, proactive issue escalation, effective notifications
  • Partners with and provides feedback to HR Shared Services and HR COEsto identify areas for continuous improvement and streamline processes to fulfill business support SLAs
  • Rolls out HR Programs (Randstar, GPS)
Operational Excellence

  • Demonstrate strong written and oral communication skills
  • Present to executive level colleagues with confidence in a credible and influential manner
  • Exercise considerable judgment and discretion in establishing and maintaining good working relationships
  • Apply considerable knowledge of management-labor relations, as well as principles, practices, and procedures of human resources management
  • Apply knowledge of laws and regulations, maintain knowledge of regulatory changes 
  • Apply thorough knowledge in the specific areas of merit systems, job content, qualifications, educational and training requirements, and benefits and salary administration (FLSA, ACA, etc.)
  • Apply knowledge of data analysis, statistical concepts, methods, and data collection procedures
  • Apply strong business acumen and ability to understand business and financial KPIs, measures, and assess cause/effect implications
  • Prepares and presents required and special reports
  • May have budget accountability
Equal Opportunity Employer: Minorities/Women/Veterans/Disabled

Equal Opportunity Employer: Race, Color, Religion, Sex, Sexual Orientation, Gender Identity, National Origin, Age, Genetic Information, Disability, Protected Veteran Status, or any other legally protected group status.

At Randstad, we welcome people of all abilities and want to ensure that our hiring and interview process meets the needs of all applicants. If you require a reasonable accommodation to make your application or interview experience a great one, please just let us know.


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