The Senior HRBP serves as both a strategic business partner and subject matter expert on all things related to human resources. This role leads the execution of HR initiatives to drive employee engagement and retention. As a tenured generalist, the Sr. HRBP is a trusted advisor to leaders at all levels and is a key resource to all associates in all areas of Human Resources, including but not limited to recognition and engagement, job design, compensation administration, employee relations, performance management, and reporting and data analytics.
ROLES & RESPONSIBILITIES: • Manages digital recognition platform and programs; partners with leaders for feedback and enhancements • Utilizes employer branding materials for HR communications; identifies and executes communication needs • Partners with leaders to identify needs and brainstorms and executes ideas to drive engagement and retention • Proactively leads focus groups and roundtable discussions to engage employees and solicit feedback • Serves as a thought leader and business partner to create a best-in-class employee experience • Partners with leaders to develop, update, and analyze job descriptions • Manages the job evaluation process including determining FLSA status and maintaining library of job descriptions • Partners in the development, implementation, communication, and administration of compensation programs • Benchmarks/slots new roles into company wage grade structure; reevaluates existing roles as needed • Maintains compensation structures and wage grades • Makes budget recommendations to leaders regarding salaries, merit increases, adjustments, and incentives • Participates in bi-annual compensation and market analysis process • Analyzes internal compensation trends and make recommendations as needed • Drafts, recommends, and administers employee policies and related documentation; maintain employee handbook • Partners with leaders to develop their teams to achieve maximum performance; assists in the drafting and execution
of Action Plans and Performance Improvement Plans ("PIPs"), and Corrective Actions as needed • Coaches leaders on how to manage complex employee situations • Participates in annual performance management process including 360's, evaluations, and employee status changes • Responds to employee inquiries and complaints; conducts workplace investigations and provides recommendations
for next steps and resolution • Assesses potential risk and provides guidance and partnership to leaders regarding employment decisions • Conducts exit interviews and provides feedback to leaders as needed • Serves as primary point of contact for external PEO supporting California-based subsidiary workforce
Reporting and Data Analytics - 20% • Prepares monthly, quarterly, annual, and ad-hoc reports for various HR metrics and audit transactions - headcount,
turnover, new hires, promotions, terminations, etc.; maintain HR Data/Reporting cards in DOMO • Assists in the development of HR key performance metrics (KPI's) including tracking and reporting • Reviews and analyzes the results of HR initiatives; provides thought-leadership on trends and recommendations
QUALIFICATIONS - EDUCATION, WORK EXPERIENCE, CERTIFICATIONS: • Bachelor's degree preferred • 6+ years of progressive HR experience required • PHR, SPHR, SHRM-CP, and/or SHRM-SCP certification preferred • Previous experience in a sales and/or recruiting environment preferred • Experience working a fast-paced working environment, matrix organization, or other complex situation preferred • Experience supporting a remote and/or hybrid workforce preferred
KNOWLEDGE, SKILLS, AND ABILITIES: • Working knowledge of Microsoft Word, PowerPoint, Outlook, and Teams • Advanced Microsoft Excel skills • Solid understanding of compensation practices, trends, and methodologies • Experience working with HRIS/HCMS platforms, Workday preferred • Advanced knowledge of Federal, State, and Local employment laws; stays abreast of changes and updates • Ability to work with sensitive information and maintain confidentiality • Strong leadership skills with a servant leader philosophy and high EQ • Strong customer service mindset • Ability to build relationships at all levels • Strong organizational and time management skills; ability to manage competing and changing priorities • Ability to work both independently and in teams • Strong communication skills - both oral and written • Solid critical thinking and problem-solving skills • Project leadership skills • Ability to adhere to and exhibit the Company Values at all times • Conduct job duties in accordance with the Corporate Values and Culture.
-Others First
-Wisdom
-Growth
Job descriptions assist organizations in ensuring that the hiring process is fairly administered and that qualified employees are selected. They are also essential to an effective appraisal system and related promotion, transfer, layoff, and termination decisions. Well-constructed job descriptions are an integral part of any effective compensation system.
All descriptions have been reviewed to ensure that only essential functions and basic duties have been included. Peripheral tasks, only incidentally related to each position, have been excluded. Requirements, skills, and abilities included have been determined to be the minimal standards required to successfully perform the positions. In no instance, however, should the duties, responsibilities, and requirements delineated be interpreted as all inclusive. Additional functions and requirements may be assigned by supervisors as deemed appropriate.
In accordance with the Americans with Disabilities Act, it is possible that requirements may be modified to reasonably accommodate disabled individuals. However, no accommodations will be made which may pose serious health or safety risks to the employee or others or which impose undue hardships on the organization.
Job descriptions are not intended as and do not create employment contracts. The organization maintains its status as an at-will employer. Employees can be terminated for any reason not prohibited by law.