HR Business Partner (Senior/Executive)

Job Overview:

The HR Business Partner (HRBP) serves as a strategic partner to business units (BUs) by aligning HR initiatives with business goals. The HRBP will manage various HR functions, including recruitment, talent management, performance management, and employee engagement. The ideal candidate will have a strong background in HR practices, a deep understanding of business operations, and the ability to drive strategic initiatives and foster a positive work environment.

Key Responsibilities:

Recruitment:

• Lead recruitment intake processes, including identifying staffing needs and developing job descriptions.
• Conduct interviews, including case studies, and manage the offer process.
• Oversee onboarding processes to ensure alignment with organizational standards.

Workforce Planning:

• Collaborate with business units to align workforce planning with organizational goals.
• Manage budgeting and ensure alignment of headcount levels and numbers.
• Perform benchmarking to ensure competitive staffing practices.

Talent Management:

• Support business units in identifying high and low performers and track individual development plans (IDP) and performance improvement plans (PIP).
• Oversee performance management processes, including goal setting, performance reviews, and promotion/adjustment decisions.
• Conduct rewards conversations and manage PIP processes as necessary.

Employee Relations:

• Act as the primary point of contact for employees, ensuring clear feedback channels and high levels of engagement.
• Represent the BU in feedback initiatives such as GPTW, focus groups, operational meetings, and surveys.
• Cultivate and shape the culture of the business units, focusing on communication, transparency, fairness, motivation, and recognition.
• Resolve conflicts and ensure accurate processing of HR data and information.

Project Management:

• Drive HR projects that align with business goals and improve organizational effectiveness.

Coaching and Development:

• Coach and empower managers to enhance their leadership capabilities and support their development.
• Identify and implement learning and development initiatives to support business units' objectives and SICC goals.

Change Management:

• Support business units through organizational changes initiated by the club, HR, or the business units.

Data and Insights:

• Utilize data and analytics to influence HR decisions and actions.
• Provide insights through data visualizations and trend analysis.