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Date Added: Wed 26/05/2021

Human Resources Business Partner

Irving, TX, US
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Company: LEAP HOSPITALITY

Job Type: Permanent, FullTime

Job Description

Job Description

The Human Resources Business Partner is a member of the HR team, and will be responsible to provide HRBP services to various teams. The primary function of this position will be to work with cross functional teams to provide strategic and operational human resources solutions to their business needs. Including but not limited to: HR strategy, organizational capability, talent management, recruiting, employee relations, organizational design, manager and employee coaching, complaint investigation, and resolution, AAP compliance, legal compliance, compensation, performance management, and developing direct reports.

Responsibilities:

  • The HRBP is responsible for providing direct comprehensive human resource leadership and service to the organization. The HRBP should have the clarity of vision to continuously improve the human resource processes, policies, people and structure
  • The HRBP will be a key member of the human resource team and will participate in ensuring that the human resources policies, practices and programs support the business strategy, management principles, shared values, legal commitments, culture and philosophy
  • The HBRP must be simultaneously a good strategist, a superb manager of projects and a straight-forward and results oriented implementer. The HRBP must be able to connect the “art” of human resources with the science; business consulting and technical skills; pragmatism and rigor; innovation and execution; business breadth and significant content depth
  • The HRBP must be able to articulate the delivery of human resources strategies and goals in a way that creates commitment
  • The HRBP must be able to be successful in a matrix structure and must be effective at building consensus and collaboration
  • The HRBP will be well informed regarding local, State and Federal laws, and if necessary, will represent the company with the appropriate agencies
  • The HRBP is responsible for the full spectrum of human resources services and programs specific to the business while concurrently collaborating with the management team and human resource shared services. The HRBP is able to balance the perspective of both the Division and the Group
  • Talent Acquisition- This includes working with the TA team to recruit the best talent and build a talent pipeline. The HRBP will champion the mindset that talent is a key differentiator
  • Leadership Development- This includes partnering with the management team around evaluating the key competencies that enable leaders to perform current and future roles that support the business strategy. It also includes supporting an environment where superb leadership represents a clear and strong value proposition for both the individual and the business
  • Talent Management/Development: This includes partnering with the management team around manpower forecasting, formal and informal performance appraisals and other assessment tools, competency modeling, succession planning and the early identification of high potential management. Assist managers with the construction of specific and measurable development plans for existing talents
  • Organizational Consulting: This includes partnering with the management team on a broad range of projects including, but not limited to organizational design and development, re-engineering process mapping, strategy and performance improvement, and employee engagement
  • Change Management: This includes building the organizational capability to discern the need for change, assimilate change and assure the appropriate sponsorship for change. Specifically, it means driving the culture toward one of performance and accountability
  • Compensation and Benefits: This includes having a working knowledge of compensation and benefits, practices, policies and strategies ensuring that company practices are maintained
  • Training and Development: This includes collaboration with the Training and Development Manager around the design, development , and delivery of values added training that meets the client's needs
  • Employee Relations/Labor Relations: This includes consulting with the management team, the HR staff and the Legal team to identify, analyze and monitor employee/labor relations issues and trends. This also includes consulting with managers and employees regarding questions or issues and recommending an appropriate course of action to address employee relations issuers
  • Metrics, Analysis and Action: This includes analyzing workforce metrics (turnover, retentions, diversity, hiring, etc) to determine necessary action plans and to execute appropriately
  • Diversity: This includes communication and practicing diversity and inclusion as a core enterprise wide value. Must be knowledgeable in Affirmative Action requirements and plans
  • Employee Engagement: This includes ensuring that engagement is based on an articulated employee value proposition that is aligned with the business plans and the company values
  • Communication: This includes assisting in the development of organizational communication initiatives
  • Other: Work on special projects as required
  • Manages, coaches and develops staff for the continued success of the organization

Qualifications

  • Bachelors degree in business, human resources or social sciences
  • A minimum of 7+ years of progressive human resources experience as a well-rounded human resources generalist,
  • Working history that includes experience with a world-class, totally integrated sales / marketing / manufacturing/supply chain organization
  • A demonstrated willingness to “roll up one's sleeves” and be “hands on”

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