Manager HR Business Partner

Role Overview

The HR Business Partner Manager plays a strategic role in aligning HR practices with business goals, working closely with management to support the workforce. Responsibilities include advising on HR policies, assisting in the development and implementation of HR strategies, managing employee relations, taking an active role in addressing performance and behavioral issues of employees, and overseeing HR projects and change initiatives.

Specific Duties And Responsibilities

Strategic HR Planning

• Partners with business leaders to align HR strategies with organizational goals, ensuring people initiatives drive business outcomes.
  
  

• Provides guidance on complex employee relations issues, ensuring fairness, consistency, and compliance with policies.
• Ensures compliance with labor laws, reviews HR policies, and offers expert advice on legal compliance and best practices.
• Addresses employee misconduct and enforces consistent and fair disciplinary actions.
• Handles complicated issues or high-profile cases, including customer escalation cases, and represents the organization in court if needed.
  
  

• Supports people leaders on goal setting, evaluations, and feedback to drive employee development.
• Partners with Talent Acquisition to attract and onboard top talent.
• Partners with People Leaders to develop retention strategies.
  
  

• Analyzes HR data to identify trends and provide actionable insights for business decisions that will drive retention and performance.
  
  

• Assists in the administration of competitive compensation and benefits programs to enhance retention.
• Assists in resolving compensation and benefits-related issues.
  
  

• Partners with the L&D team to design programs for employee growth and performance.
  
  

• Assists in the implementation of initiatives to boost engagement, job satisfaction, and foster a positive work culture.
  
  

• Leads and supports HR projects, ensuring successful implementation of HR practices, systems, or policies, and alignment with business strategies.
  
  

• Performs other related tasks as required.
  
  

• Strategic Alignment and Business Acumen: Must have a deep understanding of the company’s business model, strategic objectives, and industry trends.
• Employee Relations and Engagement: Able to build and maintain strong employee relations, including conflict resolution, understanding employee needs, and fostering a positive work environment. Knowledgeable in labor laws and ethical guidelines, ensuring compliance to mitigate risks and protect the organization from potential legal issues while upholding company standards and values.
• Change Management and Organizational Development: Must be proficient in guiding and implementing transformation while minimizing disruption, maintaining employee morale, and enhancing organizational effectiveness.
• Communication and Influencing Skills: Able to communicate clearly, influence, actively listen, and build rapport with stakeholders at all levels of the organization.
  
  

• Talent Acquisition and Workforce Planning: Able to identify talent needs, provide input in recruitment strategies, and contribute to the development of succession and development plans to address future business challenges and opportunities.
• Analytics and Data-Driven Decision-Making: Able to interpret HR metrics, analyze data trends, and use insights to drive improvements in HR and organizational practices.
  
  

• A Bachelors degree in Human Resources, Business Administration, Psychology, or a related field.
• A Master’s Degree in Human Resources, an MBA, or Professional Certification, such as Certified Human Resources Professional (CHRP), is a plus but not required.