The People Business Partner is responsible for effectively driving the execution of JD Finish Line's talent strategy as the People Business Partner providing coaching services to assigned business groups on performance management, employee relations, succession planning, org design, compensation, and individual and team development. This individual will effectively exhibit JD Finish Line's core values of Customer, People, Winning, Community, and Financial Responsibility in everything they do by performing the following key duties:
Partners with assigned business groups by assisting with development plans, performance improvement plans, and succession planning for current employees.
Provides feedback and perspective on organizational training and development opportunities based on organizational needs and partners with the Learning & Development team to deliver solutions.
Serves as talent liaison and partners with assigned business groups to provide guidance on effectively developing, driving and executing talent programs and processes.
Provides coaching and consultation with high potential leaders, focused on effective development planning and cross-functional team building.
Holds ownership of all employee relations matters for assigned business units, including decision making on disciplinary action matters, including terminations.
Investigates and resolves employee relations issues, which include analyzing evidence, applying relevant laws, policies, and precedents in order to reach conclusions; prepares written case summaries of all employee relations matters.
Provides proactive guidance and direction to business partners on org design, org change proposals, job descriptions, and compensation related matters, including the annual merit process.
Plays a critical ownership role in the execution of the annual performance management review process (talent maps and check-ins), including consultative Talent Touch Base meetings with business leaders focused on enhancing talent to drive the business forward.
Assists with change management as departments undergo operational changes.
Assists employees of the organization in career-pathing initiatives by identifying individual's strengths and opportunities, and recommends training or development opportunities to assist employees in meeting career objectives.
In partnership with the Talent Acquisition team drives the ongoing strategic initiative of hiring from within, including development of programs raising awareness of career pathing opportunities and proactively identifying potential internal, diverse candidates through succession planning.
In partnership with the Talent Acquisition team, ensures all new hires, both internal and external, have a desirable, flawless onboarding experience ensuring they are set up for success in their new roles, including delivery of new employee orientations.
Conducts exit interviews of voluntary terminations; analyzes trends and recommends solutions; responsible for a positive off-boarding experience for all employees, regardless of reason for exit.
Communicates company information, policy updates, etc. on a regular basis to the business.
Upholds HR regulations and helps to proactively keep the company in compliance with all state and federal laws.
In partnership with the Talent Acquisition team, assists with new hire onboarding.
Measures effectiveness of talent strategies and programs through dashboard reporting and analysis.
Partners with Talent Acquisition on assessing talent for assigned business groups.
In partnership with the Manager, Communications & Employee Engagement, plays a key role in driving programmatic initiatives and projects around diversity and inclusion and employee engagement.
Assists the HR Operations team in raising awareness of benefits and wellness initiatives and acts as first point of contact to answer general HR inquiries for assigned business units.
Other duties and responsibilities as assigned.
Required Education and/or Experience:
Bachelor's degree from a four-year college or university, preferably in Human Resources, Business Management, Communications, IO Psychology, or other business related function and 2 - 4 years of experience in employee relations, organizational development or other relevant human resources function; or equivalent combination of education and experience. Internal experience with JD Finish Line strongly preferred.
Required Computer and/or Technical Skills:
Should have intermediate knowledge and abilities with Microsoft Word, Excel and Powerpoint or Google Suite, as well as the ability to navigate HRCM systems.
Physical Demands:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Use hands to finger, handle and feel
Reach with hands and arms
Talk and/or hear
Walk or move from one location to another
Periodically may need to climb, balance, stoop, kneel, or crouch
Lift and/or move up to 10 pounds occasionally.
Punctuality and regular attendance consistent with the company's policies are required for the position.
Average work week is 40-50 hours, which can vary depending on business needs.
Travel may be required (no more than 5-10%)
The company reserves the right to modify this job description with or without notice. Employees may be asked to perform additional duties outside of normal job scope on a temporary basis per company policy.