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Senior Human Resource Business Partner

In Arizona / United States

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Senior Human Resource Business Partner   

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JOB TITLE:

Senior Human Resource Business Partner

JOB TYPE:

JOB SKILLS:

JOB LOCATION:

Tempe Arizona / United States

JOB DESCRIPTION:

Job Title Senior Human Resource Business Partner

Location Tempe, Bay Area or NYC preferred

Duration 6 Months

Description:

The ideal candidate will integrate HR disciplines with the unique needs and challenges of their respective teams and will influence the strategies that ensure the success of our business. As a respected and highly productive partner, this person will be embedded in the line of business and will leverage independent thinking and organizational savvy to help drive their teams' success. Our goal as an HR organization is to align with the needs of our business and act as a trusted advisor to develop and execute plans that optimize the talent and culture here at and promote the continued success of our dynamic company. As a Senior Human Resources Business Partner, you will collaborate with your management team to integrate and distribute premiere compensation, benefits, learning and development, and staffing programs across the firm. Additionally, you will provide expertise in the areas of employee relations and organization development.

Performance Management: Ensures the performance management process is effective and employee relations concerns are resolved. This individual will be a coach and adviser to his/her respective business units, a resource to employees, and a role model to all.

Corporate advocacy will be obtained through ensuring consistent adherence to policies and programs with an effort to minimize company liability and exposure, and to enhance employee morale and effectiveness.

Administers the performance review process and collaborates with managers and employees regarding performance to assist the Division in meeting performance goals.

Counsels employees and management as required and ensures consistency and fairness in policy implementation. Under general supervision, responds to and investigates internal and external claims against. Works with management to ensure employee needs are met in areas such as employee development, succession planning, employee relations, compensation and benefits.

Compensation and Benefits Interfaces, facilitates and serve as advocates for their respective business units in matters of compensation and benefits as needed. Partners with compensation staff to create new positions and determine appropriate compensation structures to meet business needs. May counsel employees and managers with input of appropriate HR functional area.

New Hires/Terminations: Ensures smooth transition for new hires and transfers for respective business units. Conducts exit interviews for terminating employees, reviews trends, and makes appropriate recommendations to management based on collected data and observations.

HRIS Uses the Workday system to provide local reporting as necessary.

Program Management: Partners with Human Resources Managing Director to ensure consistency in HR programs and provides feedback on programs as appropriate.

Engages in additional projects or initiatives as assigned by the Head of Partnerships and Solutions.

Talent Development: Collaborates with the Talent Development function to address the changing needs of business units, intact teams and individual employees. Works with management on defining development needs and collaborates with TD on implementation of training and/or organization development interventions. May be asked to collaborate on or design course content and/or present, facilitate training. #LI-TR1 The ideal candidate will bring value and successfully represent Professional Standards:

Job Metrics:

Performs all activities as outlined in this job description.

Has good working relationship with management team and has earned its trust/respect.

Has pro-actively worked with managers to resolve employee performance issues.

Knows the employees and the organization "pulse" of assigned business units.

Demonstrates strong collaborative skills with the ability to influence and have impact on key decisions by demonstrating deep subject matter expertise.

Is viewed as HR expert within client organizations.

Strong platform skills to be able to effectively facilitate OD initiatives and workshops Working Relationships:

Internal: Interfaces with all levels within respective office and corporate managers as appropriate.

External: Interfaces with federal and state agencies as needed, legal counsel, candidates, and professional organizations. Requirements:

BS/BA preferably in Human Resources, Organizational Development, Psychology, Business, Industrial Relations, or a related field is required. Directly related experience may be substituted. MBA/MS preferred.

A minimum of ten years of professional Human Resource generalist experience is required.

Excellent knowledge of compensation, benefits, employee relations, organization development, and training with expertise in at least two of these areas is required.

Proficient knowledge of federal, state and local area employment laws is required. The following qualities, work experience and skills are key success factors for the Human Resources Business Partner position:

Good working knowledge of HRIS systems preferably Workday.

Demonstrated ability to facilitate and balance regional and corporate requirements and objectives.

Position Details

POSTED:

Sep 11, 2021

EMPLOYMENT:

INDUSTRY:

SNAPRECRUIT ID:

S16174660278602496

LOCATION:

Arizona / United States

CITY:

Tempe

Job Origin:

CEIPAL_ORGANIC_FEED

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In Dallas Fort Worth
Aug 19, 2017 9am-6pm
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Senior Human Resource Business Partner    Apply

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Job Title Senior Human Resource Business Partner

Location Tempe, Bay Area or NYC preferred

Duration 6 Months

Description:

The ideal candidate will integrate HR disciplines with the unique needs and challenges of their respective teams and will influence the strategies that ensure the success of our business. As a respected and highly productive partner, this person will be embedded in the line of business and will leverage independent thinking and organizational savvy to help drive their teams' success. Our goal as an HR organization is to align with the needs of our business and act as a trusted advisor to develop and execute plans that optimize the talent and culture here at and promote the continued success of our dynamic company. As a Senior Human Resources Business Partner, you will collaborate with your management team to integrate and distribute premiere compensation, benefits, learning and development, and staffing programs across the firm. Additionally, you will provide expertise in the areas of employee relations and organization development.

Performance Management: Ensures the performance management process is effective and employee relations concerns are resolved. This individual will be a coach and adviser to his/her respective business units, a resource to employees, and a role model to all.

Corporate advocacy will be obtained through ensuring consistent adherence to policies and programs with an effort to minimize company liability and exposure, and to enhance employee morale and effectiveness.

Administers the performance review process and collaborates with managers and employees regarding performance to assist the Division in meeting performance goals.

Counsels employees and management as required and ensures consistency and fairness in policy implementation. Under general supervision, responds to and investigates internal and external claims against. Works with management to ensure employee needs are met in areas such as employee development, succession planning, employee relations, compensation and benefits.

Compensation and Benefits Interfaces, facilitates and serve as advocates for their respective business units in matters of compensation and benefits as needed. Partners with compensation staff to create new positions and determine appropriate compensation structures to meet business needs. May counsel employees and managers with input of appropriate HR functional area.

New Hires/Terminations: Ensures smooth transition for new hires and transfers for respective business units. Conducts exit interviews for terminating employees, reviews trends, and makes appropriate recommendations to management based on collected data and observations.

HRIS Uses the Workday system to provide local reporting as necessary.

Program Management: Partners with Human Resources Managing Director to ensure consistency in HR programs and provides feedback on programs as appropriate.

Engages in additional projects or initiatives as assigned by the Head of Partnerships and Solutions.

Talent Development: Collaborates with the Talent Development function to address the changing needs of business units, intact teams and individual employees. Works with management on defining development needs and collaborates with TD on implementation of training and/or organization development interventions. May be asked to collaborate on or design course content and/or present, facilitate training. #LI-TR1 The ideal candidate will bring value and successfully represent Professional Standards:

Job Metrics:

Performs all activities as outlined in this job description.

Has good working relationship with management team and has earned its trust/respect.

Has pro-actively worked with managers to resolve employee performance issues.

Knows the employees and the organization "pulse" of assigned business units.

Demonstrates strong collaborative skills with the ability to influence and have impact on key decisions by demonstrating deep subject matter expertise.

Is viewed as HR expert within client organizations.

Strong platform skills to be able to effectively facilitate OD initiatives and workshops Working Relationships:

Internal: Interfaces with all levels within respective office and corporate managers as appropriate.

External: Interfaces with federal and state agencies as needed, legal counsel, candidates, and professional organizations. Requirements:

BS/BA preferably in Human Resources, Organizational Development, Psychology, Business, Industrial Relations, or a related field is required. Directly related experience may be substituted. MBA/MS preferred.

A minimum of ten years of professional Human Resource generalist experience is required.

Excellent knowledge of compensation, benefits, employee relations, organization development, and training with expertise in at least two of these areas is required.

Proficient knowledge of federal, state and local area employment laws is required. The following qualities, work experience and skills are key success factors for the Human Resources Business Partner position:

Good working knowledge of HRIS systems preferably Workday.

Demonstrated ability to facilitate and balance regional and corporate requirements and objectives.


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