The Human Resources Business Partner (HRBP) is responsible for cultivating business partnerships that help our company continually enhance our ability to achieve business results through people. The HRBP promotes our company values in designated departments or areas of business through human resources management - including succession planning, organizational development, team member relations and performance management. The HRBP will assess and anticipate human resources related needs of the business as well as act as a team member champion and change agent.

 

ESSENTIAL FUNCTIONS

HR Business Partner Build and cultivate consultative relationships with respective business leaders by meeting regularly and providing insight and guidance on maximizing team performance. Assess team member metrics on turnover, engagement, promotions etc. to develop effective strategies and plans to attract and retain team members. Conduct exit interviews to gain insights on voluntary turnover and proactively address concerns as needed to mitigate future risk to the company. Lead department leadership through engagement programs throughout the year including the Team Member Engagement Survey, action plans and pulse surveys.    Succession Planning Partner with department leadership to drive succession planning programs throughout the year – including talent reviews, bench planning, high potential development, and talent calibration.  Ensure effective succession plans are implemented and executed.  Partner with leadership to assess team member development needs and educate leaders on best options to improve performance and potential. Partner with learning and development team to identify opportunities and deliver training in support of strategic goals and team member development.  Organizational Development Partner with leaders on organization design and team planning strategies; make recommendations and implement change as business needs evolve. Maintain knowledge of competitor structures and Org Development trends. Partner with leadership and business units to develop and maintain job descriptions. Team Member Relations Act as a trusted advisor to team members addressing concerns and resolving conflicts in a timely manner.  Conduct thorough and objective employee relations investigations. Maintain in-depth knowledge of legal requirements related to team member management helping to reduce legal risk and ensuring regulatory compliance.  Partner with legal department as needed on employee relations issues.  Performance Management Lead department leadership through performance management program throughout the year including appraisals, performance calibration, merit increases and objective setting. Provide day-to-day performance management guidance and coaching to leadership. Provide insights to recruiting team on position requirements. Special projects assigned by leadership.

 

QUALIFICATIONS

Bachelor’s degree in human resources, Business or related field or equivalent experience required 3+ years of HR-related experience required Retail experience preferred Ability to build and effectively manage interpersonal relationships at all levels of the organization, including Executive and C-Suite Ability to analyze data, make recommendations, and create/help execute plans in support of organizational goals High degree of discretion and confidentiality Strong written and verbal communication skills Ability to problem solve and translate concepts into actionable items Comfortable working in ambiguous business situations Solid in developing solutions based upon data insights Practices a consultative approach with proven ability to develop credible relationships with business partners Ability to present one’s point of view in varied business situations Strong skills in Microsoft Office (Outlooks, Word, PowerPoint, Excel)