Human Resource Business Partner
- Washington, DC
TEMP TO PERM (approx 13 weeks) Our clients Human Resource Business Partners (HRBPs) are responsible for providing comprehensive consultation and support on all human resource and talent management needs. The HRBP is accountable for establishing and maintaining the systems and processes which enable the Company to fully leverage the skills and talents of all our people to achieve the organization’s strategic growth, culture, delivery, and talent objectives. The HR function helps drive the Company’s people strategy, supports our Company’s values and works with the core competencies that measure and drive individual and Companywide success in the marketplace. The HRBP is responsible for actively partnering with regional leaders and staff to enable a high performance culture through talent management initiatives and is simultaneously a hands-on and strategic generalist responsible for best-in-class execution of all HR processes and transactional work. Additional key responsibilities include employee relations, on-boarding of new hires, compensation, learning and development, employee retention along with ensuring functional excellence for HR processes and transactions.
Growth - Partner effectively with the business to ensure the organization meets its growth objectives, delivers ongoing value and innovation to clients, and maintains a flexible entrepreneurial approach to identifying opportunities
■ Develop consultative partnership with Operational site leaders recommending and developing strategies to enhance the overall health of the account, growth of the employees and achievement of business objectives
■ Proactively partner with Operations and HR leadership to manage acquisitions, employee transfers and the implementation of new contracts including client meetings, employee presentations, HR implementation plans, and coordinate all staffing and training resources to accomplish a successful start-up within client group
Culture - Promote a culture of shared values, winning attitudes, and model behaviors; empower colleagues to act in an entrepreneurial, client focused way
■ Proactively and creatively partner with Operational leaders to create open and honest work environments that drive a culture of performance, delivery, growth, teamwork and fun
■ Serve as key member of management team, participating in local/regional AM meetings
■ Partner with management to develop and support initiatives that arise from annual Employee Opinion Survey (EOS) process
■ Work closely with operational partners to increase utilization of global reward and recognition program; ensure that nominations are meaningful and true to the spirit of the program so as to have the greatest impact on employee performance, innovation, and service
■ Play a leadership role in generating active participation within client group in corporate social responsibility events
Delivery – Ensure the continued development and delivery of best-in-class HR practices
■ Provide consultative HR advisory service to line managers ensuring compliance with organizational policy, procedures and legal requirements
■ Minimize any business exposure to litigation by applying best-in-class employee relations support to management in the region
■ Maintain current knowledge of laws and regulations in the field; responsible for ensuring local regulations are met and that corporate policy is informed by local needs; provide expert guidance and counsel to operational partners on compliance matters
■ Participate in projects, new initiatives and process improvement teams; partners with management and HR peers on the implementation and rollout of HR programs and processes, serving as consultant to the business units on changes and any related issues
■ Provides consultation and direction on compensation and benefit issues for assigned business units
■ Ensure regular and interactive on-site HR presence at employee site locations
■ Partner with management to effectively manage LOAs including STD, FMLA and Worker’s Compensation claims ensuring that adequate staffing plans are in place to meet business objectives
Talent – Support an environment that attracts and retains individuals who represent WL values, culture and commitment; work to enhance and provide opportunities to our high performers within a high performance culture; support an organizational design that enables Williams Lea to deliver its customer and employee promise while maintaining an entrepreneurial culture
■ Support HR and Regional leadership in the development of the management team for assigned business unit; facilitate career development discussions with managers and key employees
■ Provide comprehensive consultation on the hiring and selection process; work with hiring managers to develop robust job description and ensure they have the tools to identify and recognize key behaviors and skills for open roles; lead the selection decision process for all supervisory talent below the SAM level
■ Ensure every new manager hired into one’s region has a robust on-boarding plan in place that gets tracked periodically during the new hire’s first 6 months on the job
■ Partner with business leaders to ensure full participation in the performance management process across the region
■ Liaising with the Sr. HR Director, ensure that an effective talent review process is embedded for assigned business units and corporate staff and that successors are identified and developed for key roles
■ In support of corporate Learning & Development strategy, provide learning and development counsel to management partners working with them to create account based development plans that ensure the right training and development experiences are recommended at the right stages of development; effectively and compellingly deliver WL University content as appropriate
■ Provide analysis and insight into employee turnover through the execution of meaningful exit interviews
■ Manage own personal and professional development
EJob Requirements: (please only apply with a covering letter if you can demonstrate all of the top 3 "must haves" below.)
■ A Bachelors degree from an accredited university is a requirement.
■ Must have been involved in EEOC hearings
■ A minimum of 3 years' dealing in employment relations, & unemployment along with legal analysis
■ A minimum of 3 years’ of prior experience preffably within a law firm
■ Proven ability to handle stressful situations and deadline pressures.
■ Strong written, verbal communication skills necessary and must be proficient in MS Office.
■ Attention to detail, be self-motivated, possess excellent time management and problem solving skills.
Ideal background within similar environment such as Ikon, Pitney Bowes Xerox, Kinkos etc. Must have a solid career path to date and Law firm experience would also be a huge plus.
Please send an up to date word.doc resume with a covering letter as to why you should be considered. to email@example.com ASAP. This is an urgent to fill position.
My client offers an exciting and supportive business environment. They develop their people and reward their contribution. They work with openness and integrity. They are an equal opportunity employer and maintain a drug-free workplace and perform preemployment substance abuse testing.