Job Details
Job Summary: We are seeking an enthusiastic and detail-oriented Associate EX Business Partner to join our HR team. In this role, you will play a key role in driving talent management processes and supporting our Management Leadership Team.
Responsibilities:
Support the Management Leadership Team and senior EX business partners on reactive ER matters, including issues such as policy violations, performance issues, job eliminations, etc.
Support HR Business Partners in conducting employee investigations and resolving workplace issues in accordance with company policies and legal requirements.
Provide guidance to managers on policies, procedures, and communications.
Collaborate with EX Operations to facilitate smooth talent processes including the annual performance and compensation cycle, exit interview management and analysis, and leave management in collaboration with our benefits manager.
Counsel business leaders on key talent development processes (e.g., performance management, career development, compensation management).
Facilitate talent development discussions amongst business leadership (e.g., 9-box talent review discussions, targeted individual development planning, training needs).
Collect feedback on HR activities from clients to drive process/service improvements
Respond to general inquiries from employees and direct them to the appropriate HR service delivery channel and direct access systems
Collaborate with cross-functional teams to promote a positive employee experience and foster a culture of diversity, equity, and inclusion.
Stay informed about current HR trends, best practices, and legal developments to ensure compliance and continuous improvement.
Qualifications:
Bachelors degree is required.
3+ years experience working in HR Business Partner role.
Experience working in dynamic teams.
Possesses excellent analytics ability and functions well with systems and platforms.
Recognized as a professional with detailed understanding of employee relations and talent management to advise functional managers on shaping a work force that meets their priorities.
Influences others, including managers, in developing and implementing HR strategies; able to present to audiences of various sizes, to communicate complex ideas and persuade, and to negotiate with others.
Able to solve unique and complex problems that require the application of conceptual, concrete and innovative thinking.
Guides decisions in accordance with functional area objectives that impact organizational structure, staffing assignments, employee development plans, and compensation.
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