Human Resources Business Partner II

• Bachelor's Degree in Human Resources or related field of study; and 10 + years of progressive HR experience.
• Strong, progressive employee relations experience, including demonstrated experience managing complex and sensitive matters, workplace investigations, performance management, corrective actions, conflict resolution, and terminations. Demonstrated ability to independently assess complex employee relations matters, conduct objective fact-finding, identify risk, and develop appropriate recommendations in partnership with leadership and Legal, as needed.
• Knowledge and practical application of HR disciplines, employment practices, labor and employment laws, and HR policies and procedures.
• Strong critical thinking, analytical, problem-solving, and decision-making skills, with the ability to identify root causes and develop practical solutions.
• Demonstrated ability to interpret HR metrics and workforce data, identify trends, draw meaningful conclusions, and develop data-driven recommendations for leadership.
• Demonstrated ability to influence and advise senior leaders, appropriately challenge assumptions, and balance business objectives, team member experience, consistency, and organizational risk.
• Bilingual proficiency in English and Spanish preferred.
• Professional in Human Resources (PHR) through HRCI and/or SHRM Certified Professional (SHRM-CP) preferred.
• Advanced proficiency in Microsoft Excel, including functions and formulas, PivotTables, data analysis, reporting, and organizing and interpreting large data sets.
• Demonstrated proficiency with Microsoft Word, Microsoft PowerPoint, and Microsoft Outlook.
• Valid government-issued driver’s license; domestic travel up to 10%.

LI#-DJ1

• →Serve as a trusted HR partner to leaders, providing proactive coaching and guidance that supports sound, consistent decision-making, strengthens leadership capability, mitigates organizational risk, and fosters a high-performing, respectful, and values-driven culture.
• →Build effective partnerships with leaders across a matrixed organization, gain support from diverse stakeholders, and develop practical solutions that balance business objectives and team member needs.
• →Work cross-functionally with HR peers and other company teams to support integrated, consistent solutions.
• →Review organizational structures with leaders and provide consultation on alignment, role clarity, workforce needs, and business goals.
• →Manage complex and sensitive employee relations matters, including conducting workplace investigations involving harassment, discrimination, retaliation, performance, workplace conduct, conflict resolution, policy interpretation, disciplinary action, and terminations; assess findings and recommend appropriate corrective action.
• →Apply critical thinking, investigative, and problem-solving skills to assess facts and conflicting information, identify potential risk, determine appropriate courses of action, and develop well-reasoned recommendations.
• →Prepare clear, objective, and well-documented investigation findings and recommendations based on available facts and evidence.
• →Partner with Legal on issue resolution, risk mitigation, consistent application of company practices, and litigation preparation, as needed.
• →Partner with Benefits on matters involving the Americans with Disabilities Act (ADA) and Family and Medical Leave Act (FMLA).
• →Coach leaders on talent development, succession planning, organizational design, employee relations, policy interpretation, and performance management; use available tools and resources to address cultural trends and leadership concerns.
• →Advise leaders on verbal and written performance-management communications, including effective performance improvement plans, corrective actions, and disciplinary documentation, to strengthen accountability and mitigate organizational risk.
• →Analyze workforce trends, HR metrics, and other relevant data to identify patterns, evaluate root causes, and develop data-driven recommendations and solutions.
• →Use advanced Microsoft Excel capabilities to organize, analyze, and interpret HR data and support workforce and business decisions. Communicate findings and recommendations clearly and concisely to leaders and HR stakeholders.