Human Resources Business Partner

The HR Business Partner will provide strategic thought leadership to assigned client groups through the alignment of talent, business goals and employee engagement. This strategic position will work closely with business leaders to lead work in a variety of areas including talent management, organization design and development, talent acquisition, talent development, succession, performance management, and employee engagement. This role will be responsible for being an effective change agent and knowledgeable business partner who can influence business decisions while representing the Employee Experience Workflow with the teams they partner with. This role will act as the key business input in to the development, implementation and refinement of all aspects that touch the employee experience workflow. This leadership position plays a critical role in the overall employee experience and is a key member of the HR Leadership Team.

• Brand and Culture -- Strategy; Community Relations, Diversity & Inclusion; Employment Brand & Communications.
• Talent Acquisition -- Strategy; Planning; Sourcing; University Relations; Selection; Pre-Employment Screening; On-Boarding.
• Talent Management & Development -- Strategy; Organizational Development & Change Management; Workforce Planning & Succession Management; Training & Leadership Development; Performance Management; Employee Relations; and Employee Engagement.
• Risk Management & Safety -- Strategy; Asset Protection; Security Program Strategy; Safety Program Strategy; Theft & Fraud Program Strategy; Claims Management.
• Total Rewards -- Strategy; Health & Wellbeing Programs; Financial Wellbeing Programs; Time Away; Employee Recognition; Compensation; and Payroll/HRIS.

• Create an experience for each and every employee that inspires passion in their work, their team and the Slumberland brand; engaging in Slumberland's success, putting discretionary effort toward creating a positive customer experience.

• Use and support the operating excellence tools: strategy A3's, work structure, tactical plans, meeting compass & problem solving documents.
• Establish and maintain strong relationships with the business and core team.
• Collaborate with other individuals and teams to complete tasks and facilitate improvement projects.
• Participate and lead defined meetings for functional team meetings.
• Own functional team vendor relationships through a defined meeting cadence and supplier scorecard.
• Be visible to all teams and all employees.

• Create monthly Key Result Areas report. Tell the story of what results we achieved, why the results were ahead / behind target and what is being worked on to make them better.
• Financial management -- Input to the department budget.