10 days old

HR Business Partner - New England

  • Job Type
  • Job Status
    Full Time

The HR Business Partner will deliver a full spectrum of both strategic and tactical HR support to the business for the assigned region or area of the business. From coaching management to consulting on team member concerns, the role is an integral part of the leadership team. The HR Business Partner will assist with team member communication initiatives and partner with specialist groups to ensure coordination of HR strategies and processes across the organization. The HR Business Partner will provide relevant data and recommendations to guide decision-making related to compensation, retention and engagement, promotions and other related initiatives.

Trusted Business Partner

  • Act as a partner and coach to management, advising on all matters related to talent management, organizational development, leadership, and strategic planning.
  • Understand the organization supported, including key business functions, strategic initiatives and processes.
  • Achieve level of creditability and relationship where challenges and varying views to the business are accepted.
  • Manage and analyze people related and talent data into a compelling story to help the business understand the various nuances of their workforce.  


Culture & Engagement

  • Understand the needs of the organization in terms of achieving maximum organizational development, performance and operational efficiencies.
  • Consult and influence management on key organizational, management concerns and drive company culture.
  • Lead administration of annual team member engagement survey.
  • Promote locational recognition programs.


Change Management Champion

  • Understand how and when to drive critical change. Provide internal consulting and services to people leaders and team members to lead and drive organizational change.
  • Act as change management agent, leading or supporting roll out of new culture and initiatives.


Talent and Performance Management

  • Provide advice and counsel to people leaders and team members on all performance related issues, including program management of high potential talent, development roadmaps, succession planning, and performance improvement.
  • Support succession and career planning process by assessing current leadership depth. Assess leaders for potential and readiness for promotion during talent reviews, coach internal candidates for key positions, recommend training and development needs, and provide career counseling and support to individual development planning.
  • Coach people leaders to mitigate risks and exposures, and prepare recommendations for team member corrective action or termination.
  • Support performance management processes by coaching people leaders on effective reviews, ensuring execution, accuracy and consistency of the appraisal process.



  • Partner with staffing function to ensure organization is attracting top talent.
  • Participate in business strategy process by identifying specific skill and headcount requirements, ensuring HR strategies are included in plans.
  • Promote diversity and inclusion initiatives in all aspects of business.
  • Work directly with Talent Acquisition function to coordinate the selection process with Regional or Corporate Leadership.
  • Participate in interview process for management and key hires.


Team Member Relations

  • Educate and coach people leaders and team members on all aspects of team member-related issues, including people leader/team member issues, policies and procedures, misconduct, investigations, terminations, appeals, EEOC claims, standard operating procedures, etc.
  • Receive open door complaint for assigned segments of the company. Assess situations, delegate to appropriate person(s) as necessary and follow up to ensure satisfactory resolution. Identify opportunities to correct reoccurring team members concerns.   Analyze data and trends in resolving issues.
  • Ensures effective communication to the team members on corporate policies, practices and SOPs.



  • Understand the training/development needs of the organization and act as liaison with the Training and Development Partner to deliver world class training. Deliver curriculum for various sites and region specific training as needed.
  • Conduct annual management training in assigned area.   Training includes, but is not limited to Harassment Prevention, Pro-Associate, Leave of Absence, and Open Enrollment Updates.


Liaison to HR Functions

  • Serve as liaison between team members, management and all other HR functions (payroll, benefits, team member relations, compensation, etc).
  • Execute and guide management in compensation programs (compensation planning, analysis, etc.).
  • Partner with management and Benefits team to assist with the management of leaves, disabilities, and workers’ compensation.
  • Monitor weekly reports and ensure leave requests are provided to team members including reviewing potential accommodations, requests, and workers’ compensation issues.
  • Lead other HR projects as assigned.



  • Bachelor’s degree in Human Resources, Organizational Development, business related field, or behavioral sciences required.
  • 7+ years applicable Human Resources or relevant business experience driving initiatives across multiple locations.
  • Ability to navigate complex people strategies across various locations.
  • Experience evaluating local environment, labor markets, compensation and local talent pools to ensure that we are able to attract and retain top talent.
  • Ability to strategically see the larger picture while knowing the business details to dive deep into the tactical side.
  • Familiar with workforce planning concepts and processes.
  • Proven planning, organizing, and leadership skills.
  • Ability to motivate and work with and through others to achieve desired results.
  • Possess analytical, assessment, program execution and facilitation skills.
  • Strong presentation skills are required to present to large groups and maintain multi-level communication flow.
  • Effective leadership and training skills are required to develop and manage relationships with peers, management, and outside supporting resources.
  • Proficient in Microsoft Office products.


Posted: 2018-12-05 Expires: 2019-01-04

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HR Business Partner - New England


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