HR Business Partner

Responsibilities

• Contributing to the implementation of Vista’s HR strategy by building strong collaborative relationships with managers, becoming their trusted advisor, and aligning HR objectives with business strategies.
• Driving effective resolution of employee relation cases and providing advice to managers on best practices in managing disciplines, poor performance or absence cases, focusing on increasing management capability.
• Support decision-making by providing high-quality, business-focused mentoring and advice across all areas of HR.
• Collaborating with the Payroll, Benefits, Talent Acquisition, and Learning and Development teams to provide solutions for your stakeholders.
• Recommending, designing, and implementing process changes for operational transformations, efficiencies improvement, and adoption of best practices.
• Analyzing internal trends and metrics in partnership with HR peers to develop targeted solutions for business needs.
• Support All HR Programs: Supporting the global HR team with the roll-out of group-wide HR processes and initiatives.
• Being the first point of contact for employees and managers, covering all aspects of the employee lifecycle.
• Providing support on all HR programs, including employment processing, compensation, health and welfare benefits, training and development, records management, safety, and employee relations.
• Administer and execute HR programs including compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
• Handling employment-related inquiries from employees and managers.
• Referring complex and/or sensitive matters to the appropriate team members.
• Coordinating the performance appraisal cycle from assigning documentation and briefing new managers, to ensuring successful completion, reporting and archiving.
• Onboarding And Offboarding: Collaborating with managers to establish the skills and competencies associated with job roles and communicating these to the Talent Acquisition Team.
• Overseeing the new hire orientation program.
• Reviewing, tracking, and documenting compliance-related training.
• Managing the offboarding process, including but not limited to, drafting terminations paperwork, conducting exit interviews, liaising with Legal, Payroll and Benefits Teams.

Qualifications

• HR professional with experience supporting an employee lifecycle that is aligned with organizational objectives.
• Comfortable working in a fast-paced and evolving matrixed organization in both an operational and strategic capacity.
• Proven experience collaborating with stakeholders to understand and solve HR needs with an impactful HR program.
• Both strategic and operational capabilities to offer 360 support to your stakeholders and HR colleagues.