Senior HR Business Partner

• Subject matter expert and resource for the business unit team providing both strategic and hands-on expertise with HR policy and practice;
• Partners with management teams and employees to coach and facilitate problem-solving and develop, implement, and administer employee relations programs that will contribute to a positive and progressive work environment. Provide counsel and ensure prompt investigation for all legal-related matters; ensure that appropriate legal counsel is brought into these matters;
• Provides HR policy guidance and interpretation;
• Coordinates and monitors company performance management program by ensuring performance expectations and policy guidelines are being met, and are conducted effectively and in a timely manner;
• Proactively seek knowledge of both industry and functional specialty researching best practices, legal developments, emerging trends, technological advancements, and benchmark comparisons to create HR practices that are best in class;
• Drive organizational development efforts to improve processes, team dynamics, and overall effectiveness;
• Design, administer, and analyze employee engagement surveys, translating results into actionable insights and initiatives to improve the workplace environment;
• Develop and execute strategies to enhance employee engagement and retention;
• Design and implement leadership development initiatives to build leadership competencies and prepare high-potential employees for future roles
• Provides guidance and input on business unit restructures, workforce planning, and succession planning; Partner with Talent Acquisition team as needed on staffing strategies;
• Identifies training needs for business units and individual executive coaching needs;
• Provides guidance on pay decisions, policy and guideline interpretation, and job evaluation;
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions);
• Stay abreast of changing business needs and anticipate human resources issues and opportunities that will have both internal and external impacts
• Develop company programs to increase employee engagement, provide change leadership, talent development, career & succession planning, retention and supporting process improvements;
• Other duties as assigned.

• Ability to manage several complex projects simultaneously while working under pressure to meet deadlines;
• Exceptional analytical skills and ability to understand, evaluate, and make judgment calls on various HR-related activities;
• Knowledge of all federal and state regulations, filing, and compliance requirements both adopted and pending;
• High level of interpersonal and customer service skills and ability to maintain confidentiality;
• Leadership ability to select, lead, evaluate, and develop employees;
• Adaptable to changing work environment and shifting priorities;
• Strong proficiency in the use of Microsoft Office software including Outlook, Excel, PowerPoint and Word, and HRIS (Workday)
• Ability to effectively engage employees and build relationships across the organization with all levels of employees;
• Strong analytical and problem-solving skills with the ability to interpret HR data and metrics;
• Deep understanding of HR best practices, employment law, and organizational behavior;
• Ability to work on both strategic and tactical responsibilities in a fast-paced environment

JS Consulting