Human Resources Business Partner

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Job description

ASRC Federal is currently seeking a Human Resources Business Partner (HRBP) responsible for supporting our Defense and Intel operating group in Oklahoma.

Key Responsibilities:

• Assist the operating group Human Resources Manager and Human Resources Director in executing HR programs, policies, and procedures to align with business objectives, and overall business strategy.
• Collaborate and partner with Senior Leaders, Line Management, Legal, and Labor Relations, on providing HR services in the areas of employee relations, policy interpretation and implementation, affirmative action/EEO, organizational structure, workforce development, performance management, and training to achieve the best possible business solution.
• Analyze trends and metrics to develop solutions, programs, and policies.
• Provide direction and guidance in HR regulatory matters related to day-to-day management of employees, minimizing organization risks, and ensuring regulatory compliance.
• Maintain a working knowledge of federal, state, and local labor laws for assigned area, and updates management on policies/processes as necessary.
• Create an environment of positive employee relations by respecting confidentiality, establishing trust and credibility, being seen by employees and managers as approachable and fair, and balancing business needs with employee needs.
• Be highly visible and proactive to p romote positive employee management practices; establish positive relationships between all members of the workforce, promoting high employee morale, motivation, and an overall culture of trust and engagement.
• Lead and conduct thorough and objective investigations related to employee relations issues and employee/management concerns.
• Ensure investigations are handled in a fair, timely manner, and consistent with company culture and local requirements; recommends corrective action ranging from coaching to terminations.
• Partner with Program Manager and Site Managers to create and embed a high-performance culture through employee engagement, career path development, and performance management.
• Forecast and meet talent needs by anticipating talent implications of business strategy, and coaching managers and employees on talent management process.
• Create guidelines, best practice research, and trainings to educate employees and managers on HR Policies and Procedures to include Progressive Discipline, Harassment, Performance Management, Affirmative Action, and other areas as necessary.