HR Business Partner

Job Overview

The Senior People Operations Business Partner role serves HTI business units by providing strategic consultation and execution of People Operations accountabilities. Senior Business Partners must be competent in all areas of accountability and collaborate with business leaders and subject matter experts to solve strategic and complex problems. A successful Senior Business Partner works with management to ensure business goals of best-in-class company culture, an engaged workforce, increased revenue generation, and ultimately profitability. This role must apply their knowledge to unique situations within assigned business units while building standardization and efficiencies across the company. The role is ultimately accountable to HTI corporate, reporting through a People Operations shared service department, and mutually engaging with all department specialties to drive outcomes.

Responsibilities and Duties

Strategic People Operations Consulting

• Participate in decision making through recommendations on business strategy and operational plans by gathering data, then presenting metrics and insights to management.
• Develop and execute a roadmap for assigned business units in alignment with the business units' strategy and People Operations department roadmap.
• Serve as an expert on policies, practices, and culture that impact people to enable informed decisions and appropriate recommendations for continuous improvement.
• Lead the planning, execution and monitoring of people-related projects or initiatives.
• Regularly collect, analyze, and present metric-based insights to assess workforce trends, performance, and employee engagement.
• Work closely with People Operations department specialties in the execution of all job duties.

Manager and Employee Support

• Build and maintain relationships with management and employees in assigned business unit to grow influence and support the employee-employer relationship.
• Maintain a reputation as a trusted advisor to employees and managers on HR-related issues, providing conflict resolution, dispute mediation, coaching, and counseling.
• Work closely with other People Operations specialties to ensure employees and managers receive service related to pay, benefits, time off etc.

Organizational Development

• Serve as a subject matter expert of the business unit revenue generation and operating model and contribute to recommendations on how to improve business results.
• Co-lead organizational design and development efforts that maximize performance by partnering with other People Operations specialties.
• Assess the business unit's compensation management, position management and similar practices to ensure they drive performance and are aligned with corporate strategy.
• Drive labor cost control in assigned business units by assessing staffing levels, developing targets and supporting budgeting and cost analysis, mitigate when they are under/over target
• Lead business transformation as a change agent by executing People Operations initiatives.
• Conduct research, analyze trends, recommend and execute opportunities for continuous improvement within assigned business units.

Talent & Performance Management

• Consult management and oversee all employment actions including hiring, separation, demotion, promotion, transition, transfer, immigration, and relocation.
• Advise, coach, and equip managers on people-related matters such as staffing, performance management, talent management, and employee relations, among others.
• Ensure effective execution of regular activities such as performance or compensation reviews, annual increases, compliance audits etc. by partnering with People Operations specialties and supporting management.
• Analyze, advise and create plans on the development, retention and engagement of talent, then execute on the same, partnering with other People Operations department specialties early and often.
• Add value to the hiring process when needed, including participating in interviewing, evaluation, selection and offer negotiation, partnering with a hiring manager accountable for the effort and outcome.
• Ensure a successful new hire onboarding process in partnership with the People Operations Service Center.
• Advise managers on and recommend disciplinary practices and application.
• Manage and recommend reduction in force and layoff efforts, ensure appropriate and compliant separation efforts.
• Accomplish exit interviews; develop valuable, actionable insights; and execute on the same.

Compliance and Risk Management

• Ensure business unit practices align with HTI policy and compliance standards. Recommend new or adjusted policy needs to People Operations leadership and execute as directed.
• Consult business management on employment law, statutory and regulatory compliance.
• Proactively identify and mitigate potential issues or risks related to employees and management.
• Act as the subject matter expert on company policies for managers and employees.
• Lead disciplinary action, incident management, employee relations cases, and employee investigations in collaboration with the People Operations Service Center.
• Work with the Service Center to ensure state and federal compliance in execution of employment actions such as hiring, employee separations, promotions, transfers etc.
• Partner with the People Operations Service Center to ensure on-the-ground practices adhere to policy and compliance requirements, and accurate classification of employees according to the FLSA, EEOC etc.

Competencies and Qualifications

• A bachelor's degree in human resources, management, business or related field and/or 7-10 years of experience in human resources or a combination of both is required.
• Experience as a business partner or human resources manager preferred.
• Certification in human resources such as PHR, SPHR, GPHR, SHRM-CP, SHRM-SCP preferred.
• Experience in the transportation industry and/or a distribution business a plus.
• Expert of human resource practices and compliance requirements, strong research ability, and experience applying the same to complex scenarios.
• Proficiency with a variety of HR technology or demonstrated ability to quickly become proficient.
• A high level of proficiency with all Microsoft Office software, both desktop and online versions, including Word, PowerPoint, Excel, SharePoint, Outlook, Teams
• Proven ability to consistently and effectively apply strategic thinking and decision-making in a complex environment.
• Demonstrated ability to effectively engage and influence stakeholders and lead projects that have significant business impact.
• Excellent planning, organizational, prioritization and time management skills while managing multiple efforts and requests at one time.
• Demonstrated ability to analyze multiple data points, draw meaningful conclusions, then clearly communicate valuable, actionable insights.
• High-level of emotional intelligence and ability to influence change, resolve conflict, and build trusted relationships.
• Commitment to personal accountability and enthusiasm for business transformation.
• Demonstrated respect for colleagues and teammates with diverse profiles and backgrounds.
• Demonstrated ability to maintain and enforce a high-level of integrity, professionalism and confidentiality.
• Demonstrated ability to adapt communication style to audiences to maximize effectiveness.

Physical Requirements

• Must be able to lift/carry 5 lbs. frequently.
• Must be able to lift/carry 25 lbs. infrequently.
• Prolonged periods of sitting at a desk and working on a computer.

#INDH