The HRBP is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships with leaders and their teams to deliver value-added service to management and employees that supports organizational goals and objectives. The HRBP serves as a consultant and coach to managers for a wide range of areas including employee relations, performance management, leadership coaching, organizational design and career development. The HRBP maintains an effective level of business literacy about the organization’s business dynamics and will be a champion of UMP’s culture and core values. 

Consult with management in the strategic planning process and development of HR strategies that support the business needs to include workforce planning

• Be a strategic advisor to the business by building trusted relationships with leadership and employees

• Execute on talent management strategies to support the team’s growth, including performance check- ins, compensation, talent reviews, and career development

• Anticipate needs, diagnose problems, and promote appropriate solutions. Identify and advise leaders on the development needs of their teams and departments

• Manage and facilitate organizational design and development, leadership coaching, and team building that support change and growth

• Assist in the facilitation of the annual compensation and performance review cycle

• Support the employee engagement survey process and develop insights and action plans based on survey outcomes

• Ensure compliance of all employment and labor laws through practices, policies, investigations, and actions in accordance with Company guidelines and policies, as well as compliance with all state, federal, and local laws

• Address and resolve employee questions, or complaints quickly, amicably, and with empathy by applying advanced knowledge of employment law and experience

• Assist employees with individual employee relations issues; makes independent decisions to resolve situations. Lead complex employee relations inquiries and investigations and maintain extremely well- organized files, notes, and documentation. Experience with EEOC and state-level complaints and inquiries

• Integrate and partner with peers to implement solutions and help scale the organization

• Interpret and answer policy and HR-related questions.

• Analyze trends and metrics in partnership with the HR group to develop solutions, programs and policies

• Facilitate communication among employees and management, providing guidance and leadership to managers and associates on dispute resolution, disciplinary action, regulatory compliance, and problem solving

• Proactively partner to make performance management a part of the ongoing culture; including training, communication, performance improvement plans, career development, and guidance as needed

• Provide oversight and manage employee onboarding, offboarding, HR inquiries and employee record keeping

• Establish excellent relationships with business leaders and employees to build understanding of their strategies, challenges, opportunities, and needs

• Influence organizational design decisions and contribute to change management and communication plans

• Manage termination process, including exit surveys, interviews, documentation and system updates.

• Foster the company’s employee-centric culture, encouraging open and transparent communications while supporting employee engagement activities

• Be an advocate of our diversity, equity, and inclusion strategies

• Provide strategic advice on the different functions of HR and ensure that all policies implemented are aligned with business objectives

• Update and monitor adherence to HR policies/procedures and timelines ensuring legal compliance

NON-ESSENTIAL DUTIES AND RESPONSIBILITIES

• Additional duties as assigned

QUALIFICATIONS

EDUCATION AND EXPERIENCE

• Bachelor’s degree in Human Resources or related field preferred

• 5+ years progressive responsibility in human resources disciplines including employee relations, change management, compensation, diversity, organizational development, and performance development.

• Strong professionalism and exceptional stakeholder management skills to partner with members of leadership and senior team members

• Good understanding of employment law and clear judgment on when escalate matters to CPO and legal counsel

• HR Certification a plus – PHR, SPHR, SHRM-CP or SHRM-SCP

SKILLS/ABILITIES

• Ability to form strategic partnerships with senior leadership

• Experience working in a matrixed environment strongly preferred

• Strong knowledge of laws, rules, regulations, case law, principles, and practices related to employee conduct, performance, and dispute resolution

• Must be confident and able to handle difficult situations independently

• Must be able to work with contributors at all levels of the organization

• Demonstrate solid judgment and experience assessing risk relative to the business

• Strong project management and change management experience

• Effective communication and problem-solving skills

• Experience learning and thriving in a constantly changing environment and to cultivate relationships across teams

• Ability to effectively analyze data and provide recommendations.

• Proficient with MS Office

• Ability to work independently and demonstrate initiative

• Must possess discretion and a strong sense of confidentiality