HR Business Partner

Summary: 

The Human Resource Business Partner (HRBP) is responsible for the partnership with designated departments within the company focused on employee relations, performance management, organizational structure, and ongoing people support. The HRBP strategically works with the People and Culture team to ensure proper support and oversite of Curriculum Associate Employees.  The role is also responsible for running all employee relations cases across the company in coordination with other HRBPs and people leaders.  

Essential duties/responsibilities: 

• Lead sensitive, confidential, objective and thorough investigations   

• Prepare reports of the findings, present findings to specific audiences, and make recommendations to address root cause issues  

• Review cases with Local HR Leader and Employment Counsel, as appropriate, to ensure thorough and compliant investigations  

• Direct the diagnosis and resolution of issues with increasing complexity, visibility and risk related to policy or culture concerns/violations and incident or threat response, independently or by collaborating with managers, peers in Human Resources and Legal as appropriate; recommend solutions to address issues from a systematic perspective (e.g., establishing new principles/tools) while prioritizing employee experiences to maintain a safe and professional work environment  

• Interpret trends in employee relations issues; design and recommend interventions and solutions to facilitate an open, inclusive environment that enables effective employee relations for assigned business groups  

• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance  

• Provide subject matter expertise in the consistent execution and delivery of HR services in the areas of employee relations and investigations, HR policies and procedures, and special projects designed to improve overall HR service delivery   

• Track our decisions and approaches to employee relations cases company-wide to ensure precedent is documented for easy review when making future determinations   

• Develop and implement talent programs that support achievement of business goals   

• Work with the business to create optimal organizational design based on growth plans  

• Coach managers on all aspects of talent management, including coaching on performance enablement and improvement in order to assist in the creation/follow-up of action plans around improving employee's performance  

• Provide expertise in technical and regulatory aspects of employment including hiring, termination, performance management, and total rewards  

• Partner with the business and talent acquisition team on key talent initiatives like workforce planning, hi-potential employee development and manager training  

• Guide talent review discussions with leaders with balance and honesty  

• Integrate diversity, equity and inclusion best practices into all aspects of talent management  

• In collaboration with the L&D team, contribute to the development of manager and employee training programs when needed, and occasionally deliver these training sessions   

• Enable business change through planning and communications  

• Guide succession planning activities  

• Use data and analytics to understand talent trends  

• Provide People & Culture program advocacy, communicating the business value of talent initiatives and managing talent program roll outs to minimize business disruption and maximize impact  

Required Job Skills and Abilities:  

• Trusted and credible partner with experience providing expert employee relations and consultative services to managers and employees  

• Demonstrated employee relations experience with issues based on regulations, policies and practices  

• Experience researching, interpreting employment laws (state and federal) accurately and consistently  

• Experience integrating diversity, equity and inclusion best practices into talent management practices  

• Ability to identify learning and development needs and partner internally to roll out impactful learning opportunities  

• Strong emotional intelligence and ability to effectively work with diverse personalities on employee relations issues that are often sensitive in nature, maintaining discretion and confidentiality  

• Strong conflict-resolution & problem-solving skills  

• Good data analytic skills and capability  

• Ability to use data to provide manager level recommendations  

• “Roll up the sleeves” mentality with strong planning and execution skills  

• Excellent communication skills and confident presence  

• Highly responsive, organized and detail oriented  

• Ability to be flexible and handle multiple priorities with a sense of urgency  

• Ability to take initiative and work independently  

Required Education and Experience:  

• 10-12 years’ experience in Human Resources or Business programs/processes with 7+ years’ of demonstrated business-facing HR experience  

• 8-10 yrs years’ experience in direct employee relations  

• Experience in high-growth environment, technology company experience preferred  

• Bachelor's degree required  

• Experience with HRIS systems and applications, Workday preferred  

• High proficiency with MS office 

Working Environment: Hybrid working