Human Resources Business Partner

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Job description

Job Details

Level
Experienced

Job Location
S Orange Blossom Trail (Headquarters) - Orlando, FL

Position Type
Full Time

Education Level
4 Year Degree

Job Category
Non-Profit

Summary

The HR business partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position serves as a consultant to management on human resource-related issues. The successful HRBP acts as an employee champion and change agent. The role assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.

Essential Functions/Duties

1. Conducts meetings with respective business units.
2. Consults with line management, providing HR guidance when appropriate.
3. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
4. Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
5. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Engages leadership and legal as needed/required.
6. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
7. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
8. Provides HR policy guidance and interpretation.
9. Provides guidance and input on business unit restructures, workforce planning and succession planning.
10. Identifies training needs for business units.
11. Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.

Additional Functions/Duties

1. Perform other duties as assigned by the Director of Human Resources.
2. Travel is primarily local during the business day, although some out-of-area travel may be expected.

Qualifications

ESSENTIAL FUNCTIONS/DUTIES

1. Conducts meetings with respective business units.
2. Consults with line management, providing HR guidance when appropriate.
3. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
4. Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
5. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Engages leadership and legal as needed/required.
6. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
7. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
8. Provides HR policy guidance and interpretation.
9. Provides guidance and input on business unit restructures, workforce planning and succession planning.
10. Identifies training needs for business units.
11. Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.

ADDITIONAL FUNCTIONS/DUTIES

1. Perform other duties as assigned by the Vice President, Human Resources.
2. Travel is primarily local during the business day, although some out-of-area travel may be expected.

QUALIFICATIONS/COMPETENCIES

The list below is representative of the knowledge, skill, and/or ability utilized while performing this job.

1. Business Acumen.
2. Communication.
3. Consultation.
4. Ethical Practice.
5. Global & Cultural Awareness.
6. HR Expertise.
7. Relationship Management.
8. Project Management.

Education and/or Experience:

1. Minimum of 8 years' experience resolving complex employee relations issues.
2. Bachelor's degree and relevant industry experience.
3. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.

Math Ability:

Level 3: Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, percentages, area, circumference, and volume. Ability to apply concepts of basic algebra and geometry.

Computer Skills:

To perform this job successfully, an individual should have intermediate knowledge of Microsoft Office.

Supervisory Responsibilities:

This position has no supervisory responsibilities, but does serve as a coach and mentor for other positions in the department.

Purchasing Authority:

No Purchasing Authority

SPECIAL CONDITIONS OF EMPLOYMENT

(e.g. physical or environmental requirements, irregular work schedule, required license or certification, background check)

Physical and Environmental Requirements:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

• Capable of hearing/seeing alarms and safety devices.

Language Ability:

Level 4: Ability to read, analyze, and interpret business documents. Ability to write reports, business correspondence, and procedure manuals. Ability to present information and respond to questions from groups of managers, clients, customers, and public.

Reasoning Ability:

Level 6: Ability to apply principles of logical thinking to a wide range of intellectual and practical problems. Ability to deal with nonverbal symbolism in its most difficult phases. Ability to deal with a variety of abstract and concrete variables.

License and Certifications:

Valid Florida Driver's License with a clean driving record and current private auto insurance policy.

SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment.

Goodwill Industries of Central Florida is committed to equal opportunity for all employees and applicants. As a proud Equal Opportunity Employer (EOE), we do not discriminate based on race, color, national origin, ancestry, citizenship status, religion, sex, sexual stereotyping, sexual orientation, gender, gender identity, gender expression, age, marital status, mental or physical disability, medical condition, genetic information, military or veteran status, pregnancy (which includes pregnancy, childbirth, and medical conditions related to pregnancy, childbirth, or breastfeeding), or any other protected characteristic. Employment may be contingent upon Goodwill Industries of Central Florida receipt of an acceptable and job-related drug test, motor vehicle report, and/or reference check, as applicable and permissible by law.

Drug Free Workplace