This role is part of the PXT team for Customer Services. In this position, the HR Business Partner will work with the CS teams to develop and execute HR strategies focused on talent management, organizational effectiveness, workforce planning, and employee engagement. You must understand business priorities and translate them into the highest impact work. You will help business leaders look around corners with data-driven recommendations that improve performance, retention, organizational effectiveness and the employee experience. The individual in this role will work with multiple teams, driving organizational change initiatives and develop talent management plans for their client group.

Working closely with specialist HR teams and HR colleagues, you will also keep the right focus on organizational effectiveness, career development and rewards. In addition, this role will be accountable for driving key initiatives and projects in areas such as such as employee relations, culture, diversity, and management capability / leadership development, as well as facilitating annual talent management processes.

You will need strong analytic skills and the ability to translate client business plans and goals into human resource capabilities needed to achieve results. You must be able to interface effectively with professionals at all levels. You will need excellent communication skills, strategic thinking, program management, planning ability, and the agility to function in a fast paced and innovative environment.


Key job responsibilities
• Collaborate with Ops managers and other HRBP’s to create and sustain positive employee relations programs and best practices.

• Work with senior management and the HR team to develop and implement HR plans and solutions.

• Partner with business on organizational design, workforce planning, succession planning, and skills assessment and development.

• Provide management coaching to front line managers and senior leaders.

• Assess business unit's HR training needs and conduct 1:1 and group training sessions as appropriate.

• Review and analyze business metrics including data on retention and employee experience in order to recommend systemic improvements.

• Assisting with roll out of new initiatives and projects including compensation strategy, performance management, talent management and career development.

• Work with line managers and employees to address all types of employee relations issues, fairly representing all interests