HR Advice Partner II (US)

Work Location: Mount Laurel, New Jersey, United States of America

About the role

The HR Advice Partner II is primarily responsible for providing day-to-day advice and guidance to People Managers (up to an AVP level), Employees, and HR Business Partners for an assigned portfolio or business line on a wide variety of employee relations issues. This role assists in resolving complex people management issues while ensuring ongoing compliance with internal and external requirements and maintaining a positive employee relations climate. Areas of focus include performance management, behavior management, leaves and accommodation, compensation, career and personal development, and health and safety.

The HR Advice Partner supports multiple lines of business and works closely with leaders on a broad range of employee-related matters. As a trusted advisor, this role provides guidance and support on performance management, policy and procedure violations, workplace behavior concerns, and other employment-related issues. The HR Advice Partner collaborates with business leaders to ensure consistent application of policies and promote positive employee experiences.

Responsibilities

• Partner with relevant stakeholders (HR Shared Services, HR Business Partners, and Centers of Excellence) to provide consultation and advice on complex HR and employment matters, offering strategies, options, and risk assessments for individual employee situations as well as special initiatives and broad business changes.
• Understand the differing needs of the business and adapt advice within overall strategy and policy; coach leaders and People Managers as opportunities arise.
• Utilize appropriate methodologies to identify risks associated with actions or decisions, enabling the business to make informed choices.
• Apply highly developed probing, investigative, and analytical skills to identify issues, write reports, and make recommendations.
• Provide informal coaching to individuals at all levels and influence outcomes as appropriate.
• Build people managers' HR capabilities by educating them during interactions (just-in-time coaching), providing tools and resources to empower managers to handle employee situations effectively; identify gaps and trends and leverage formal learning activities.
• Build and strengthen relationships to gain trust and credibility, positioning yourself as a true partner and enabler for the business in employee relations situations.
• Embrace, listen to, and consider information and perspectives from both managers and employees to resolve issues.
• Provide consistent interpretation and delivery of HR programs, practices, and policy guidance across the organization; support implementation and coach management on all new or changed policies and practices.
• Ensure effective case management, resolve issues within your level of authority, and engage appropriate HR Centers of Excellence or HR Shared Services teams as needed.
• Resolve issues within your level of authority and escalate issues or seek expertise where appropriate to ensure an integrated and compliant approach to managing cases and investigations.
• Address a wide range of HR and employee relations issues, including performance management, discipline, manager-employee conflict, terminations, workforce transitions, absenteeism, accommodation, and health and safety; provide guidance on complex accommodation and disability matters.
• Provide regular and relevant management information on trends, issues, and potential opportunities; monitor the case management database and contribute to executive-level reporting to identify trends and ensure awareness across the organization.
• Identify and escalate issues with broad corporate implications or risks.
• Act decisively and escalate high-risk issues according to established protocols; maintain thorough and accurate documentation on all matters and proactively manage and follow up on outstanding issues for timely resolution.
• Maintain a strong working knowledge and understanding of all operating procedures and levels of authority to ensure compliance with Standard Operating Procedures (SOPs) and operate within your level of authority; foster a culture of risk management and control.
• Ensure case files are input into the database in a timely manner.
• Identify opportunities for process improvement and efficiency.
• Promote and embrace teamwork, teambuilding, and continuous learning for yourself, within your team, and across the broader HR Advice Channel.

Requirements

• Bachelor’s degree preferred.
• 3+ years of experience required.
• Action-oriented individual who demonstrates high accountability, sound judgment, and decision-making abilities.
• Strong influencer who engages colleagues, business partners, key stakeholders, and business leaders.
• Ownership of results and recommendations.
• Effective listening, understanding, and responding skills.
• Effectiveness at information seeking and probing.
• Strong relationship-building and partnership skills with stakeholders.
• Ability to influence and resolve issues as an impactful collaborative partner.
• Excellence in judgment and decision-making.
• Business acumen: understanding the business and its goals and objectives.
• Technical HR expertise and Employee Relations expertise.
• Risk management skills.
• Ability to navigate and leverage internal relationships and functional areas across the organization to get things done.
• Strong prioritization and time management skills.
• Excellent written and verbal communication skills.
• Adaptability and flexibility.
• Teamwork and cooperation.

Preferred Qualifications

• Employee Relations experience.
• Well-versed in Federal and State employment law.

Schedule

This role has in-office expectations of 4 days per week.

Pay

TD is committed to providing fair and equitable compensation opportunities. The base pay range for this role is $72,280 - $108,160 USD. The base pay offered may vary based on the candidate's skills, experience, job-related knowledge, geographic location, and other specific business and organizational needs.

Physical Requirements

• Domestic Travel: Occasional (1-33%)
• International Travel: Never (0%)
• Performing sedentary work: Continuous (67-100%)
• Performing multiple tasks: Continuous (67-100%)
• Operating standard office equipment: Continuous (67-100%)
• Responding quickly to sounds: Occasional (1-33%)
• Sitting: Continuous (67-100%)
• Standing: Occasional (1-33%)
• Walking: Occasional (1-33%)
• Moving safely in confined spaces: Occasional (1-33%)
• Lifting/Carrying (under 25 lbs.): Occasional (1-33%)
• Lifting/Carrying (over 25 lbs.): Never (0%)
• Squatting: Occasional (1-33%)
• Bending: Occasional (1-33%)
• Kneeling: Never (0%)
• Crawling: Never (0%)
• Climbing: Never (0%)
• Reaching overhead: Never (0%)
• Reaching forward: Occasional (1-33%)
• Pushing: Never (0%)
• Pulling: Never (0%)
• Twisting: Never (0%)
• Concentrating for long periods of time: Continuous (67-100%)
• Applying common sense to deal with problems involving standardized situations: Continuous (67-100%)
• Reading, writing, and comprehending instructions: Continuous (67-100%)
• Adding, subtracting, multiplying, and dividing: Continuous (67-100%)

Benefits

Our Total Rewards package reflects the investments we make in our colleagues to help them and their families achieve their financial, physical, and mental well-being goals. Total Rewards at TD includes:

• Base salary and variable compensation/incentive awards (e.g., eligibility for cash and/or equity incentive awards, generally through participation in an incentive plan).
• Health and well-being benefits.
• Savings and retirement programs.
• Paid time off (including Vacation PTO, Flex PTO, and Holiday PTO).
• Banking benefits and discounts.
• Career development and reward and recognition programs.

We provide training and onboarding sessions to ensure you have everything needed to succeed in your new role. Regular development conversations, training programs, and a competitive benefits plan support colleagues in thriving both at work and at home.