Kantata Hiring for Human Resources Business Partner Job at Irvine, CA Full Time

Kantata is looking for a dynamic HR Business Partner (HRBP) to join our team in support of our growing business!

In this role, the HR Business Partner will report directly to the Chief People Officer and support the Sales and Go To Market functions. The HRBP is responsible for aligning business objectives with employees and management in designated departments. The position serves as a consultant to management on human resource-related issues. A successful HRBP balances both the needs of employees and achieves Kantata’s business objectives. The role assesses and anticipates HR-related needs and formulates partnerships across the HR function to deliver service and insight to management and employees. The position will include project-oriented work aimed at building a fully developed Human Resources function within the company. The HRBP maintains an effective level of business literacy about operations, its financial position, its short to mid-range plans, its culture, and its competition.

The Right Candidate

• Functions well in an entrepreneurial, fast-paced, technology-centered environment where designing and architecting solutions are approached with energy and enthusiasm
• Partners with business/functional leaders at the mid-to-senior level to influence the design and execution of the business strategy by providing consultative support and leadership
• Translates the business plan into talent and organizational plans and drives for results by building organizational capability and performance
• Able to influence, coach, consult, and challenge the status quo at all levels of the organization

Job Responsibilities

Business Relationships

• Builds relationships with mid to senior-level clients
• Is a trusted and credible partner who anticipates needs and proactively recommends solutions
• Has a solid understanding of current and future business trends, both internal and external
• Serves as a coach providing guidance and consultation to leadership

Strategy and Planning

• Consults with leaders to develop and execute the business strategy to build organizational capabilities, behaviors, structures, and processes
• Provides strategic direction and influences at all levels in order to drive implementation of the strategy
• Executes upon organizational talent plans and talent solutions to include organizational re-designs, strategic workforce planning, total rewards solutions, succession planning, talent management, organizational development, and employee engagement
• Drives for a high-performance work environment that makes the organization a great place to work and delivers results
• Supports leaders in forecasting, planning, and developing their best talent pipeline requirements
• Monitors competitive trends for total rewards, evaluating industry developments and pay practices
• Regularly reviews and provides compensation-related guidance to leaders, advising the business on external hiring and internal job changes

Additional Responsibilities

• Manages and assists in developing and/or executing projects to support business objectives
• Participates in or leads special committees or councils to strategically develop, implement, and administer HR programs and policies for the organization
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations
• Recommends, develops and provides HR policy guidance and interpretation
• Maintains knowledge of and ensures compliance with employment-related laws and regulations
• Manages or participates in projects as required in functional and cross-functional business and/or HR initiatives
• Performs other duties as assigned

Experience and Skills:

• 2-5 years exempt level Human Resources experience
• Ability to diagnose problems with critical thinking skills, as well as drive appropriate solutions with self-initiative
• Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists
• Strong analytical capabilities and an ability to influence leaders with data-driven recommendations to improve performance, retention, and employee experience
• Demonstrates high levels of professionalism in a fast-paced and rapidly changing environment
• Strong organizational and leadership development and coaching skills
• Highly developed and effective leadership and strategic influencing skills
• Innovative thinking to identify enhanced ways for HR to support the business strategy
• Strong consulting, interpersonal, teamwork, communication, and client service skills
• Prior experience with commission programs a plus

Competencies:

• Business acumen
• Strategic agility
• Growth mindset
• Drive for results
• Decision quality
• Leadership courage
• Organizational savvy
• Dealing with ambiguity