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Bilingual Spanish Speaking
Job Descriptions:
Reporting directly to the head of HR for the Sector, the HR Business Partner will provide generalist support to the field Vice Presidents and their teams with an emphasis on talent development, training, litigation avoidance, organizational development/design, change management, and labor productivity, and new business mobilization. This position will have a matrix reporting relationship with other key leadership. The HRBP will serve as the strategic business partner for multiple sector leaders and should be the content expert regarding talent strategies, policies & procedures, and program implementation, with knowledge of state and local employment legislation.
Responsibilities: The HR team focuses on 5 key pillars (Attract, Retain, Develop, Engage, and Perform).
Attract:
Partners with Talent Acquisition to identify and facilitate to growth/movement of superior talent.
Supports and engages associates on Diversity & Inclusion initiatives.
Participates in high-level interviews for Regional and Operational leadership.
Retain:
Analyzes wage and salary reports and data to determine competitive compensation plans.
Assesses and intervenes in ADA/FMLA/WC cases.
Conducts climate surveys and exit interviews, as well as reviews Associate and Customer Satisfaction surveys to analyze and monitor levels of associate morale and job satisfaction.
Prepares reports and recommends procedures to drive labor efficiency.
Develop:
Works closely with the Vice presidents and Operational leadership to drive the Sector talent strategies and tactics.
Partner with Talent Management and Learning and Development to drive development and performance discussions and robust plans.
Engage:
Uses associate satisfaction survey data to support unit managers in feedback sessions, action planning and follow-up.
Consults with internal legal counsel to ensure that policies comply with federal and state law.
Investigates and advises management in the appropriate resolution of associate relations issues.
Participates in Operational Leadership meetings to drive strategic HR initiatives and increase HR visibility, conduct classroom training, and network.
Using business analytics to drive change and performance outcomes.
Perform:
Leads, coordinates and conducts HR-related functions for existing and new payroll transitions/conversions for new account openings.
Provides ongoing maintenance and coordination of Benefit subsidies, Socially Just Wage Increases, and Socially Just Benefit Adjustments.
Leads compensation discussions to ensure min, par and max thresholds are applied and HRIS compensation approvals are met.
Advises and directs operations business partners regarding EEO opportunities, compensation, and employee benefits.
Essential Skills for Success:
Business leader with expertise in HR.
Ability to build rapport quickly up and down the organization and leadership teams.
Demonstrable experience in managing HR-related projects.
Builds credibility and earns the trust of key leadership.
Strong business acumen – understanding what levers drive results and the Commercial application (e.g. participation and driving the sales process).
Coach and influencer.
Acts with a sense of urgency; willingness to travel; flexible time management skills.
Balance execution with planning.
Intellectually curious – continuous improvement mindset, critical thinking.
Courageous – willing to engage in healthy proactive debates focused on the improvement of the function and business.
A professional and commercial approach to HR, with the ability to deliver high employee satisfaction, appropriate development and reward for individuals.
