Human Resources Business Partner II

About the role

This position serves as the primary point of contact for the business unit leaders and employees, providing expertise in HR policies, procedures, and best practices to drive business performance.

Responsibilities

• Partners with business leaders to understand their needs and align HR strategies and solutions with their goals.
• Develops positive working relationships and business partnerships in the designated offices and throughout the company.
• Provides guidance and support to business units on HR policies, procedures, and best practices.
• Partners with the HR departments to implement, administer, educate, and deliver on HR services, programs, training, and policies and/or practices that support the business units and HR objectives.
• Provides guidance and support to managers on performance management and coaching.
• Manages employee relations including investigation and developing solutions that result in fair and timely conflict resolution.
• Supports talent management initiatives, including workforce planning, succession planning, and leadership development.
• Collaborates with office leadership teams to identify employee development and training needs, creating, and implementing a plan to address those needs.
• Supports talent management initiatives, including workforce planning, succession planning, and leadership development.
• Collaborates with the business to routinely analyze compensation and provide guidance to maintain or support external competitiveness and internal equity.
• Ensures compliance with HR-related legal requirements, including labor laws and regulations.
• Analyzes HR data and metrics to identify trends and opportunities for improvement.
• Conducts exit interviews, analyzes turnover trends, and works with leadership to develop strategies to increase engagement and retention.
• Evaluates current HR practices, recognizing and recommending enhancements.
• Participates in the development and implementation of HR programs and initiatives.
• Provides regular status updates to HR leadership on the HR Business Partner’s progress and impact on the business units.
• Performs other duties as assigned.

Requirements

• Bachelor's degree in Human Resources, Business or relevant field and 8 years of relevant human resources experience.

Qualifications

• Has an expert understanding of the HR function and how to integrate that expertise to add value to the business.
• Serve as a key advisor who makes recommendations which help shape how work gets done.
• Understands financial performance metrics and the levers that impact and influence the overall financial performance of the organization.
• Lead talent discussions with business leaders to identify critical skills gaps and future hiring needs (e.g., draft board).
• Recommend succession strategies; predict talent needs and drive talent flow through development – experience, education, exposure.
• Builds compelling narratives using data and visualizations to convey findings that help stakeholders understand people related business issues.
• Use analytics trends to identify root cause and develop/implement proactive solutions.
• Applies systems thinking – addresses challenges comprehensively through analysis of inter-related data and can simplify for understanding/action.
• Disambiguates complex problems and identify root causes through effective stakeholder communications.
• Approaches problem solving systematically and make timely, well thought out solutions or areas of improvement.
• Proactively identifies and mitigates potential risk to business decisions and situations before they arise.
• Partners and collaborates with appropriate stakeholders to address potential or existing risk to provide the most appropriate solution.
• Collaborates and directs work and business requests to appropriate channels within HR (e.g., appropriately leveraging COEs as needed).
• Challenges the status quo, focused on continuous improvement, is organization savvy.
• Knows about the Office & Division goals in context to the firm’s approaches when piloting new things.
• Demonstrates ability and willingness to continually learn, grow and use new strategies to solve increasingly complex business problems.
• Must have the ability to travel up to 30% of the time.

Skills

• Expert understanding of HR policies and procedures.
• Strong communication and collaboration skills.
• Ability to manage employee relations and conflict resolution.
• Talent management and development experience.
• Compensation and benefits analysis.
• Data analysis and reporting.
• Systems thinking and problem-solving skills.
• Ability to build compelling narratives and present findings.
• Experience with HR software and tools.

Benefits

Click here for benefits information: HNTB Total Rewards

Pay

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Benefits

Click here for benefits information: HNTB Total Rewards

Pay

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Schedule

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Company Information

HNTB is a federal contractor subject to Section 4212 of the Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended ("Section 4212") and Section 503 of the Rehabilitation Act of 1973, as amended ("Section 503").

Equal Opportunity Employer/Disability/Veteran

HNTB is an equal opportunity employer and is committed to a diverse and inclusive workplace. We welcome applications from all qualified candidates without regard to race, color, religion, sex, national origin, age, disability, veteran status, or any other characteristic protected by law.