Field HR Partner

Responsibilities

• Consult with line management, providing HR guidance when appropriate.
• Build and maintain an environment for our Team Members that results in a high customer focused and engaged workforce.
• Analyze trends and metrics, seeking opportunities and strategies to improve trends in turnover, retention and key indicators of employee and customer engagement.
• Partner with leadership to understand current and future staffing needs.
• Partner with Talent Team to develop workforce plans that respond to current and future staffing needs.
• Partner with Learning & Development Team to ensure key programs are focused on front line managers and team members.
• Manage and resolve employee relations issues. Conduct effective, thorough and objective investigations.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance; partners with legal as needed/required.
• Provide day-to-day performance management guidance to front line leaders (e.g., coaching, counseling, career development, disciplinary actions).
• Work closely with front line leaders to improve work relationships, build morale, and increase productivity and retention.
• Provide HR policy guidance and interpretation.
• Provide guidance and input on business restructures, workforce planning and succession planning.
• Identify training needs for business and individual coaching needs.
• Participate in evaluation and monitoring of training programs to ensure success; follow up to ensure training objectives are met.
• Partner with HR Centers of Excellence to deliver programs to meet organizational goals.
• Review key business performance targets and their related talent implications with business leaders.
• Support customer retention and business development though direct involvement with key customer base.
• Identify and drive the sharing of best practices across functions to facilitate continuous improvement.
• Understand and mitigate corporate risk associated with relevant employment laws/policies

Qualifications

• Bachelor’s Degree in Human Resources Management or related field (in lieu of degree, 10+ years of related experience required).
• Minimum of 5 years of applicable experience in Human Resources.
• Appropriate experience with a large hourly & distributed workforce is a strong plus.
• Experience working with union and non-union employees preferred.
• Must be able to travel within the region supported +25% of the time.