Sr Human Resources Business Partner

About the role

The Human Resources Business Partner (HRBP) supports the alignment of business initiatives with employees and management for their assigned areas. The HRBP will serve as a strategic partner to leadership in the line of business they serve and will assess and anticipate HR-related needs and deliver value-added service that addresses organizational initiatives.

Responsibilities

• Responsible for understanding the business initiatives affecting business areas assigned, to include any operational, financial and performance improvement initiatives impacting their groups
• Actively evaluates and provides feedback and direction on trends and metrics that have an impact on operations and provides consultation regarding measures to address and develop solutions
• Ensure people, processes, programs, and systems are aligned to CW’s mission and objectives
• Consult with leadership to provide applicable HR guidance, critical evaluation and recommended solutions based on operational drivers or outcomes to include developing and leading implementation plans and analysis of business information to process various ongoing HR actions
• Develop leadership presence, establish credibility and trustworthiness at the business unit level and influences change management effectively
• Act as a liaison to the HR Centers of Excellence in advising leaders on learning and development needs, talent management, succession planning, and total rewards
• Manage and resolve employee relations issues, through effective, thorough, and objective investigations and recognize when to escalate problems to a higher level when warranted
• In partnership with leaders, proactively engage and identify people gaps and opportunities, propose changes and facilitate the change processes necessary to mitigate risk
• Interpret HR specific policies, practices and guidelines across the organization and recommend policy changes to support business needs
• Interpret and support departmental action planning based on employee engagement survey outcomes and provide coaching to leaders
• Develop partnerships across the HR functions to collaborate with other members of the HR team (COEs) to share best practices, identify areas of common improvement and participate in team initiatives and projects
• Cook up and resolve employee relations issues, through effective, thorough, and objective investigations and recognize when to escalate problems to a higher level when warranted
• Coordinate to provide HR specific education, training and development support for managers and employees
• Represent Colonial Williamsburg in regulatory hearings such as unemployment hearings, appeals, EEOC mediations, etc.
• Provide support to Director HRBP in coordination and preparation of all documentation for arbitration, mediation and EEOC hearings
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law and recommend programs that will enhance employee and labor relations, and craft new policies for approval

Qualifications

• Excellent communications skills both verbal and written
• Demonstrated analytical skills associated with employee relations coupled with excellent interpersonal skills with an emphasis on building partnerships, conflict resolution, negotiation, mediation, facilitation, and communication
• Demonstrated ability to help create a collaborative work environment, work as a team member and maintain confidentiality while keeping open communications at all levels of the organization
• Demonstrated ability to analyze work related problems, assess needs and design and implement solutions that support organizational goals
• Demonstrated ability to recognize and connect the linkages and relationships between functions and processes as well as the impact of decisions on people and the organization
• Demonstrated ability to establish and manage multiple priorities in a changing and fast paced environment
• Demonstrated ability to be an advocate for organizational change while coaching employees on professional and interpersonal issues which may impact performance