How will this role impact First Command?

The HR Business Partner directly contributes to and enables the HR strategy by alignment of First Command’s talent to the company’s strategic objectives.  Serves as a strategic business partner to talent across all levels and within assigned business units as a first point of contact to provide high level consulting in areas such as organizational and talent/leadership development, organizational design, talent management and acquisition, performance management, compensation, employee relations and change management.  Is instrumental in driving employee experience through development of trusted, effective working relationships, influencing leaders on style and development of their people plans in support of the achievement of the organization, business area and HR strategies. 

What will the employee do in this role?

• Proactively supports organizational design and change efforts.
• Provides talent management and development tools, including coaching, to ensure employee alignment and high performance.
  • Regularly and proactively looks for opportunities to contribute to the progress of the business.
• Provides coaching, problem resolution and guidance to all levels of employees and managers regarding employee relations, policies and procedures, compensation practices and performance management.
• Promotes leadership capability through learning and development programs.  Works as a leadership coach and ensures leaders are demonstrating First Commands desired competencies.
• Works closely with leaders to define people priorities that align with the experience we want to create for our people.
• Provide business insight to HR and HR insight to business.
• Works with the wider HR team and business to co-design the right people products/initiatives.
• Facilitates discussions around change, transformation and engagement.
• Works with leaders to identify and develop their talent.
• Owns the employee life cycle and key people practices for designated departments.
• Works with people managers to support them to identify, build relationships with and attract future talent.
• Builds HR insight into how our people feel and what’s important to them.
• Provides development for leaders on how to facilitate team building, team reviews, setting goals and measuring results.
• Works to create a seamless employee experience (with HR team and other functions).
• Responsible for managing certain projects/initiatives in order to support the overall employee experience (examples that will be split among the other HRBPs): HR Compliance, Exit Interviews/Turnover tracking, Employee Experience Survey, Psychological Safety Survey, First Command scholarship program, individual career development, compensation, performance management, administering sponsorship program (not an exhaustive list)

What skills/qualifications will this employee need? 

 Education

• Bachelor’s degree required

Work Experience

• 5 years of experience as HR generalist
• Previous experience being a strategic partner or consultant to the business is a plus
• Experience administering sponsorships preferred

Certifications (preferred)

§  PHR or SHRM-CP preferred

Required Knowledge, Skills and Abilities

• Excellent coaching skills
• Effectively influences across teams and leaders at all levels
• Inclusive, empathetic and collaborative
• Has a holistic understanding of company and functional business units
• Client focused
• Expert knowledge of HR practices and principles and applicable labor, pay, health and safety laws and regulations
• Ability to work in ambiguity
• Demonstrates strong business acumen
• Ability to handle a high level of confidential information
• Excellent judgment/discretion, planning, time management, communication, decision making, presentation, organization and interpersonal skills
• Strategic orientation
• Consummate team player
• Skilled in Microsoft Word, Power Point, Excel and other office software

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