Human Resources Business Partner Salary in USA
Receive statistics information by mail
Human Resources Business Partner Salary in USA
15 497 $ Average monthly salary
Average salary in the last 12 months: "Human Resources Business Partner in USA"
The bar chart shows the change in the level of average salary of the profession Human Resources Business Partner in USA.
Similar vacancies rating by salary in USA
Among similar professions in USA the highest-paid are considered to be Recruiting. According to our website the average salary is 9021 usd. In the second place is HR with a salary 3785 usd, and the third - Human Resource Management with a salary 2767 usd.
Human Resources Business Partner
University of Southern California, Textile Finance, CA, Los Angeles County, Los Angel ...
The University of Southern California (USC) Finance Division - Human Resources is seeking a customer service and solutions-oriented Human Resources (HR) Business Partner with impeccable communication skills to join its team About the Opportunity The HR Business Partner is accountable for assisting employees, managers and supervisors or other human resource professionals with employment issues and human resources best practices. Coordinates, implements, and advises on the application of a variety of human resources functions, programs, policies, procedures, and services. Has responsibility for assisting with various human resources functions such as workforce planning and development, talent acquisition, performance management, compensation administration, training and development, disciplinary actions, terminations, reorganizations, employee relations, employee records, leaves, timekeeping, and other programs and initiatives to drive people/business success. The ideal candidate for the position of HR Business Partner meets the following criteria: Bachelor's degree; however, combined experience/education as substitute for minimum education4 or more years of directly related HR Business Partner experience.One or more of the following certifications: PHR, SPHR, SHRM-CP, SHRM-SCPWorking knowledge of principles and practices of human resources administration. Knowledge of human resources workforce planning, recruitment, hiring, performance management, compensation administration, benefits, training and development, disciplinary actions, employee relations, affirmative action, disability, workers compensation, organizational development, and information systems.Knowledge of relevant federal, state, and local laws and regulations.Demonstrated effective oral and written communications skills.Excellent interpersonal and customer service skills.Strong organization skills. Human resources business partner experience in a University setting is a plus. The HR Business Partner : Assists employees and supervisors, managers and administrators or other human resource professionals with employment issues and best practices. Coordinates and implements a variety of human resources functions as needed. Assists with coordinating and implementing human resources, programs, policies, procedures, and services. Assists with carrying out activities that address issues such as workforce planning and development, employee retention, organizational design, change management and succession planning.Resolves basic to moderately complex employment issues or requests regarding matters related to human resources areas.Assists management with implementing recruiting strategies to meet current or anticipated staffing needs, as requested. Collaborates with HR Partners and managers/supervisors regarding hiring processes, increasing applicant pool, recruitment, sourcing, and advertising, etc.Coordinates or assists with coordinating recruitment and placement activities for faculty, staff, students, resource, and temporary workers. Performs searches or assists with searches for qualified job candidates, using sources such as computer databases, networking, internet recruiting resources, media advertisements, job fairs, recruiting firms, or employee referrals. Seeks out applicants for job openings that are difficult to fill, as requested. Coordinates with or assists coordinating with outside staffing agencies to secure temporary employees based on departmental needs.Assists managers, administrators and supervisors with hiring process. Assists with reviewing and evaluating applicants' qualifications or eligibility for positions according to job classification requirements, as needed. Interviews or assists with interviewing job applicants to obtain information on work history, training, job skills, etc., as needed. Conducts reference checks on job applicants.Liaises between division/department HR Partners, managers, supervisors or administrators and central human resources staff. May require some research and collection of data to provide to appropriate parties.Assists with the internal resolution of employee grievances. Meets with concerned parties to discuss employee complaints, work-related problems and/or issues, as requested. Provides information and assistance to the university Employee Relations Office to facilitate grievance resolution.Advises managers and supervisors about the steps in progressive discipline and the proper treatment of employees during disciplinary proceedings. Assists with identifying and clarifying problems, evaluating potential solutions and coordinating and implementing selected solution in concert with the human resources manager/director. Assists with the termination process, outplacement counseling, and exit interviewing, as necessary.Assists managers and supervisors with compensation administration for staff, student workers, temporary or resource workers. Assists with advising on new hire salaries, pay adjustments and reclassifications and promotions, as needed.Supports the annual salary review process and serves as a liaison between managers, supervisors and administrators and the university's Compensation Office. Ensures classification and pay practices are consistent with university policy and process.Assists supervisors with drafting employment documents such as offer letters, disciplinary notices, etc. Assists with various notifications (e.g., disciplinary intervention).Provides technical assistance with human resources self-service matters such as Workday system access, benefits enrollment, pay stub inquiries, etc.Assists with administration of a school, division or department training program that addresses on boarding, new employee orientation (as a supplement to the university's staff orientation program), training needs assessment, management and supervisory development, skills training, on-the-job training, cross-training, measurement of training impact, etc., as requested. Provides necessary education and materials to managers, supervisors and employees including workshops, manuals, standardized reports, etc., as needed.Explains university employment policies, procedures and employment federal and state laws, standards and regulations. Liaises between managers, supervisors and administrators and the Office of Human Resources Administration. Maintains current knowledge of and ensures compliance with federal, state and local laws, standards and regulations related to employment law and human resources best practices.Provides information to managers, supervisors, and administrators on best practices related to interviewing, performance appraisals and management, documentation of performance issues, counseling techniques, etc.Gathers and accurately records relevant employment related data in Workday. Ensure accuracy of data entered. Prepares and maintains employment records related to events such as hiring, termination, leaves, timekeeping, transfers, reclassifications and promotions using Workday and/or departmental human resources management database, as necessary. Maintains and updates human resources information and documentation in Workday. Ensures the confidentiality of employee records and files.Prepares reports for management by researching, collecting, analyzing, and summarizing employment-related data and trends, and workforce analytics. Assists with special projects. reports or studies covering a range of issues for human resource matters such as layoffs/reorganizations, etc.Performs other related duties as assigned or requested. The University reserves the right to add or change duties at any time. About Finance Human Resources Finance Human Resources provides strategic organizational direction in the areas of human resource planning and administration in support of the USC Finance division. The USC Finance division includes a wide range of financial operations for USC, including Budget and Planning, Treasury Services, Audit Services, Risk Management, the University Comptroller, Financial and Business Services, Facilities Planning & Management, and Information Technology Services. The USC Finance Division values accountability, collaboration, employee recognition/fulfillment, opportunities for growth & professional development. Join us - apply today Minimum Education: Bachelor's degree, Combined experience/education as substitute for minimum education Minimum Experience: 3 years Minimum Field of Expertise: Directly related human resource experience providing thorough knowledge of laws governing human resource and policies and procedures. Knowledge of human resource theories, principles and practices. Knowledge of principles and processes involved in business and organizational planning, coordination and execution. Demonstrated interpersonal and communication skills.REQ20099562 Posted Date: 04/21/2021
Human Resources Business Partner
USA Millwork, San Martin, CA, Santa Clara County, Morgan Hill
SUMMARY : Reporting to the VP of Human Resources, the Human Resources Business Partner (HRBP) is a trusted advisor and consultant to management on human resource-related issues. In addition, the HRBP is a specialist in recruitment, employee relations, leaves of absence and compliance issues. ESSENTIAL DUTIES AND RESPONSIBILITIES: Business Partner Acts as the HR single point of contact for the employee group through extensive engagement with departments (e.g., attends department meetings) and day-to-day connections with the employees. Partners with the business managers to understand ongoing HR needs, anticipate them and provide timely solutions on people matters. Partners with management on coaching, counseling, and implementing progressive discipline. Supports manager on disciplinary procedures and facilitates counseling meetings. Acts as a neutral third party to support both manager and employee. Ensures consistent and fair application of company policies, benefits, and employment law. Monitors for trends and issues that require intervention in data such as exit interviews and team observation. Recruitment Creates job descriptions to align with company initiatives and support company values and culture. Manages recruiting process for the region: job postings, both internal and external, screen resumes and candidates, write interview questions, schedule interviews. Consults with hiring managers on best candidate to hire. Consults with managers on strategies that will lead to successful hires, including pay, benefits, relocation pay and sign-on bonuses. Makes recommendations for new hires based on quantifiable interview scores. Manages applicant tracking system. Creates job postings, post on relevant job sites. Manages local career fair recruitment program: select programs and appropriate Company attendees. Makes reservations, coordinates travel and logistics to recruiting locations. Orders table and stand-up banners and marketing materials. Manages third party recruitment agencies for assistance in regular, temporary and contract workers. Crafts recruiting campaigns with referral and sign-on bonuses. Compliance Interprets Company policy, state and federal laws and applies good business practices and recommends best course of action. Ensures that policies are reviewed and communicated to all employees and that the policies are in compliance with applicable Federal and local laws and regulatory requirements. Annual reports to local, State and Federal agencies: Commuter Benefits, ACA, EEO, etc. Benefits Administration Assists with annual Open Enrollment coordinates webinars and presentations and conducts employee training as needed. Serves as a point of contact for 401k, Workers Compensation, and Unemployment matters. Assists with managing leaves of absence: FMLA, ADA, Workers Comp. Works as a liaison between employee and manager to ensure compliance with Federal and State laws as well as company policy. Ensures compliance with medical work status reports. HR Systems Partners with third party suppliers for HR system configuration, data conversion, functional specifications, program and system quality testing, go-live and post go-live implementation support. Acts in a leadership role in HR system related implementations, which includes managing the project plan, status reporting to stakeholders, creating and conducting user acceptance testing, developing and conducting training and coordinating deployment strategy. Analyzes Human Resources key metrics (turnover, exit interviews, days to fill positions, cost per hire) and utilize data for process improvements. Training Creates and provides company-wide training related to different HR functions. Change management creates content (e.g., flyers, newsletter, email messages) that champion change in a positive manner. QUALIFICATION REQUIREMENTS Bachelors degree in Human Resources or related field OR 5-7 years experience in Human Resources or combination of education and experience. HRCI PHR/SHRM-CP certification is desired Bilingual (Spanish) is highly preferred Experience in recruiting is required Working knowledge of State and Federal employment law, including harassment, discrimination, and protected classes of employees. Proficient knowledge in leaves of absence, proper hiring practices, progressive discipline, interactive process, and other primary responsibilities of Human Resources Proficient in MS Office (primarily Outlook, Excel, PowerPoint, Word) Learning agility: the ability to absorb and act on new knowledge quickly Excellent attendance Excellent written and verbal communication skills PHYSICAL DEMANDS: Physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to talk or hear. Employee is frequently required to sit; stand; walk; use hands to finger (keyboard), handle, or feel objects, tools, or controls. Employee is occasionally required to reach with hands and arms; climb or balance; stoop, kneel, or crouch. Employee must occasionally push, pull or lift from below the waist, or lift from an overhead position and carry 5-10 pounds. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception, and the ability to adjust focus. WORK ENVIRONMENT: work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee works in a typical office environment and occasionally works on or near the Shop floor where there may be moving mechanical parts with occasional exposure to the risk of electrical shock, outdoor weather conditions, fumes or airborne particles, and toxic or caustic chemicals. Noise level in the work environment is usually moderate and occasionally high. TRAVEL: Travel up to 20% of the time may be required for this position. Powered by JazzHR
Human Resources Business Partner
MACOM Technology Solutions Holdings, Inc., Newport Coast, CA, Orange County, Newport Beach
We are seeking a Human Resources Business Partner to support a Global Engineering organization in a dynamic and collaborative environment. Based at our Newport Beach, California office, this is an exciting opportunity to drive impact at MACOM, where our focus is on creating a high-performance culture, enabling and empowering our employees to do their best work, and on embedding diversity, equity and inclusion throughout the company. Reporting to the Human Resources Director, the person in this role must have the ability to function in a fast paced and innovative environment, be a self-starter and not be afraid of problem-solving complex issues. The Human Resources Business Partner, in partnership with the other members of the human resources team, guides effective and efficient implementation of HR best practices in the disciplines of performance management, employee relations, compensation, career development and leadership development and must be well versed in Federal and California employment law. Essential Duties and Responsibilities: Work closely with managers to build organizational capability by utilizing the range of strategic people related HR processes, including talent management, performance management and resource planning. Partner closely with the HR team to develop effective HR solutions to meet business needs in areas such as recruitment, reward, talent, performance management and learning. Provide in-depth advice, coaching and guidance to senior leaders and managers on strategic HR policies and procedures to ensure that they are supported in their roles as people managers. Manage and resolve employee relations issues. Conduct effective, thorough and objective investigations. Provide day-to-day performance management guidance to line management (coaching, counseling, career development, disciplinary actions). Identify training needs for business groups and individual coaching needs. Assist in all HR administration and transactions via multiple HRIS systems and established processes, especially around the Performance Management system, creating reports and analysis. Desired Skills and Experience BA/BS in Human Resources Management or a related field required with PHRca or SHRM California Law HR specialty preferred. 5 years of proven HR Business Partner experience in a dynamic Human Resources team in a fast paced, customer-focused environment. Supporting effective Diversity, Equity and Inclusion programs Proven experience on influencing/driving change and change management required. Superior communication skills, both verbal and written. Ability to build and maintain positive, productive working relationships with all levels of employees. Exceptional organizational and project management skills. Proficiency in Word, Excel, PowerPoint and Outlook. Prior experience working in HRIS systems required, experience using Cornerstone and ADP WFN preferred. Demonstrated ability in handling highly sensitive and confidential matters effectively and discreetly. Ability to travel to other MACOM sites within US as may be required.
Human Resources Business Partner
MACOM Technology Solutions Holdings, Inc., Lowell, MA, Middlesex County
We are seeking a Human Resources Business Partner to support a Global Engineering organization in a dynamic and collaborative environment. This is an exciting opportunity to drive impact at MACOM, where our focus is on creating a high-performance culture, enabling and empowering our employees to do their best work, and on embedding diversity, equity and inclusion throughout the company. Reporting to the Human Resources Director, the person in this role must have the ability to function in a fast paced and innovative environment, be a self-starter and not be afraid of problem-solving complex issues. The Human Resources Business Partner, in partnership with the other members of the human resources team, guides effective and efficient implementation of HR best practices in the disciplines of performance management, employee relations, compensation, career development and leadership development. Essential Duties and Responsibilities: Work closely with managers to build organizational capability by utilizing the range of strategic people related HR processes, including talent management, performance management and resource planning. Partner closely with the HR team to develop effective HR solutions to meet business needs in areas such as recruitment, reward, talent, performance management and learning. Provide in-depth advice, coaching and guidance to senior leaders and managers on strategic HR policies and procedures to ensure that they are supported in their roles as people managers. Manage and resolve employee relations issues. Conduct effective, thorough and objective investigations. Provide day-to-day performance management guidance to line management (coaching, counseling, career development, disciplinary actions). Identify training needs for business groups and individual coaching needs. Assist in all HR administration and transactions via multiple HRIS systems and established processes, especially around the Performance Management system, creating reports and analysis. Desired Skills and Experience BA/BS in Human Resources Management or a related field required; advanced degree preferred. 5 years HR Business Partner experience in a dynamic Human Resources team in a fast paced, customer-focused environment. Supporting effective Diversity, Equity and Inclusion programs Well-versed in a variety of Human Resources concepts, practices and procedures. Proven experience on influencing/driving change and change management required. Superior communication skills, both verbal and written. Ability to build and maintain positive, productive working relationships with all levels of employees. Exceptional organizational and project management skills. Proficiency in Word, Excel, PowerPoint and Outlook. Prior experience working in HRIS systems required, experience using Cornerstone and ADP WFN preferred. Demonstrated ability in handling highly sensitive and confidential matters effectively and discreetly. Ability to travel to other MACOM sites within US as may be required.
Human Resources Business Partner
Experian, Allen, TX, Collin County
Partner with leadership to align HR strategy to business strategy Provide day-to-day coaching to leadership on a variety of actions to include employee relations issues, policy interpretation and application; talent management and development; and organizational design consultation Collaborate with Human Resource Centers of Excellence to leverage expertise, data analytics, tools, consistency, and compliance in organizational change efforts. Act as change agent to business through process design and approaches that support change and transformation Analyzes trends and metrics in partnership with HR peers to develop solutions; programs and policies. Provide guidance to leaders and employees though employee relations matters Build a strong relationship with your client by working collaboratively and ensuring that HR is supporting business goals and projects are seamlessly executed What your background looks like At least 3 years of relevant experience in a Human Resources Business Partner function Adept at consulting, advising, and influencing leaders on HR related issues driven by insights from Employee Relations Ability to communicate and interact effectively with all levels of management, and partner extremely well with others to get work done High level of self-initiative and sense of urgency coupled with a strong customer service orientation Experience Onboarding and Offboarding employees and leverage insights from exit interviews to drive improvements to the employee experience. Bachelor’s degree in Human Resources Management or a Business related discipline preferred; Master’s degree in a related discipline is desirable Experience working in and supporting clients in a remote environment is preferred
Human Resources Business Partner
Ohio State University, Riverlea, OH, Franklin County, Columbus
Human Resources Business Partner. Department:Human Resources | Strategic Initiatives. HR Business Partner. Colleges of Optometry and Public Health. HR at Ohio State. Human Resources at Ohio State is embarking on major transformational changes, positi Business, Human Resource, Delivery, Public Health, Health, HR, Administrative
Human Resources Business Partner
Opus Holding, L.L.C., Hopkins, MN, Hennepin County
Overview: The Opus Group seeks a Human Resources Business Partner (HRBP)to join ourtalented team.We build more than buildings. We are building greatness, in both our projects and our people. The combination of our people, culture, and unique project delivery approach truly differentiates us its why our associates come here, and why they stay. Team Opus associates collaborate to advance our client goals, our communities, and their careers. At Opus you have an unmatched opportunity with a growing, industry leading organization to learn and develop professionally, while having fun along the way. You get to create solutions, forge relationships, and work with industry experts. Our award winning teams are united by one mission, and are driven to deliver impactful results for our clients and communities. If you want to build more, join us at Opus.We value our associates and the time they spend building more with us. We offer a comprehensive suite of benefits aimed at supporting them in and out of the workplace, including:Healthcare, dental and vision coverage401(k) plan including immediate company matchStudent loan payback programPaid time offPaid holidays (including birthday holiday)Community time offCaregiver leaveTuition reimbursementPaid licensures and professional membershipsWorking at Opus' headquarters office in Minnetonka, MN the HRBP is the first point of contact for assigned business group(s) on all managerial and associate related HR matters. The HRBP will partner with leaders to provide expert-level consultation, guidance and tactical support on HR related topics and utilize the collective HR team to align people strategies with business goals. This position leverages deep knowledge of the business and strong relationships across organization to achieve results. The HRBP will be accountable to deliver on responsibilities for assigned business groups as well as have oversight and ownership for some HR programs or functions. The successful HRBP will act as an associate champion, managerial advisor and organizational change agent. Responsibilities: Assigned Business Group ResponsibilitiesEstablish and maintain strong, trusting relationships with managers and leaders; serve as a trusted thought partner, influencing, coaching and providing guidance as needed; act as a change agent to support business needs.Provide day-to-day performance management guidance to managers (coaching, counseling, career development, disciplinary actions)Provide consistent, proactive, pragmatic and sound employee relations advice that is consistent with HR policies and applicable employment laws on day to day and sensitive issues in an effort to reduce/eliminate workplace disruptions and problemsLead and manage talent acquisition process and results for supported businesses. Drive meaningful HR processes by establishing effective routines with leaders and maintaining open lines of communication.Leverage strategic thinking and business acumen to contribute to strategy and decision making; challenge prevailing wisdom and propose ideas that lead to better strategic decisionsMaintain in-depth knowledge of legal requirements related to day-to-day management of associates, reducing legal risks and ensuring regulatory compliance. Partner with leadership and outside legal counsel as needed/required.Provides coaching and developmental feedback to leaders as it relates to leadership capabilities, team engagement, team development, etc.Models and fosters a culture of diversity, inclusion, learning and recognition, where all associates feel welcomed, valued and included.Human Resources Program ResponsibilitiesDevelopment, roll-out and/or support of the annual performance appraisal process, market/merit increase process, incentive process, compliance reporting, compliance training, and benefits enrollment as well as bi-annual associate engagement survey and corresponding results.Support and assist with compensation analysis projects including market studies, internal equity and incentive program analysis.Develop, implement, and manage recruitment processes and onboarding programs including, but not limited to enhanced HR processes, manager checklists, 90 day new hire follow-up survey, annual new hire event Building Team Opus, and the Opus Crew ProgramDevelop, execute and/or support a proactive and innovative approach to associate engagement to ensure our people are listened to, understood and solutions are focused to simultaneously evolve our associate experience and culture.Cross train and be able to provide back up support for various other HR related duties and responsibilities. Assist with various research projects and/or special projects.Assist with developing and maintaining corporate policies and procedures. Provide legal and/or litigation support by collecting data and conducting research as required. Assist HR Leadership with directing and monitoring departmental efforts.Support continuous improvement efforts with all HR processes.Perform other related duties as required and assigned. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed above are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Qualifications: Bachelors degree in Human Resources, Business Administration, Organization Development, Psychology or related discipline; or equivalent, relevant experience and knowledge5 years of experience in Human Resources including 2 years of Human Resources Business Partner experienceAdvanced interpersonal, listening and communication skills, including presentation and facilitation skills, and a record of accomplishment of effectively communicating with and influencing at all levels, including providing critical feedback and the ability to help our executives, leaders and team members navigate through difficult situationsDemonstrated competence and experience in broad fields of human resources including organization design, restructuring and change management, talent acquisition, associate engagement and relations, talent and organization development, performance management, compensation and benefitsAn interest in automating HR processes to allow HR to become a consultative and strategic functionHave a point of view and the confidence and courage to constructively challenge assumptions even when unpopular, coupled with a high level of professionalism and the sophistication and finesse to push through issues while maintaining relationshipsCreative problem-solving skills, strong initiative, and sound judgmentHigh level of comfort with Microsoft Office tools, including the ability to perform workforce analytics in ExcelAbility to handle sensitive and confidential information appropriatelyAbility to travel to multiple work sites occasionally/as neededPREFERRED QUALIFICATIONS Professional HR certification (PHR, SPHR)Exposure to leading project/process work that showcases attention to detail and organizational ability to effectively organize, plan, control and prioritize work/projectsExperience leading and/or supporting Change Management effortsExperience working within ATS and HRIS/HCM systems Experience supporting multiple sites and a remote workforceQualified candidates must be legally authorized to work in the U.S. and must not require sponsorship for employment visa status now or in the future (i.e. H1-B).The companies comprising The Opus Group are Equal Opportunity Employers.As an EEO/Affirmative Action Employer, all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, and veteran or disability status.
Human Resources Business Partner
Global Blood Therapeutics, South San Francisco, CA, San Mateo County
HUMAN RESOURCES BUSINESS PARTNER Position Summary: As part of a fully integrated HR team, accountable to designated functional areas as a Lead HR Business Partner providing both strategic expertise and operational execution support while also focusing on talent development strategy and execution efforts. Essential Duties and Responsibilities: HR Business Partner Responsibilities (70%) Serves as an advisor to business leaders on identification of long term organizational and people capabilities required to execute it the business strategy; translates workforce needs into short-term hiring and development plans; works within HR and the business to ensure execution against the plans and achievement of desired outcomes Supports leaders in building a strong leadership pipeline across GBT functions by partnering on processes to identify top talent, creation of development plans for key talent; champions talent development solutions across the business Provides subject matter expertise on organizational effectiveness and change management; partnering with leaders to ensure that actions and plans are aligned with the desired company culture Serves as a coach to both first line people leaders and department leaders on employee engagement, performance management, employee development, competency/capability development, rewards & recognition, hiring, employee relations, and leader effectiveness Serves as a voice of the customer by providing perspective into new reward and recognition programs, talent development solutions, recruiting priorities & processes, HR practices and policies Talent Development Responsibilities (30%) Contributes the design, philosophy and execution for the corporate wide talent development programs including the performance management and objective setting process and the leadership, team and career development programs Creates solutions and simple resources for teams to achieve optimal performance through team effectiveness in alignment with GBT's culture Contributing to or leading organizational effectiveness/talent development programs that are aligned with the current business needs and long-range organizational objectives including formal and informal learning systems/programs, mentoring programs, team effectiveness, high-potential talent management, etc. Ensures a strong pipeline of talent for GBT by executing processes to identify high potentials and partnering with HR and business leaders to align development plans to future business needs Keeps current on external trends, developments, or activities that could impact talent, organizational effectiveness, culture and leadership development Qualifications: BA/BS required 9-14 years of HR experience in HR roles of increasing responsibility; including at least 5 years of experience in HR Business Partnering Strong experience in integrating culture into people processes and programs Solid understanding and experience in employee relations; including how to effectively partner with internal and external employment law counsel Experience in a rapidly growing organization with responsibility for creating solutions and processes where none had existed previously Fit with GBT culture: Ability to build strong relationships with co-workers of various backgrounds and expertise Ability to function at a high level in a team setting whether leading the group or acting as an individual contributor Values-based leadership consistent with GBT's Core Values Excitement about the vision and mission of GBT Flexibility Integrity NOTE: This position summary is not intended to be all-inclusive. Employee may perform other related duties as negotiated to meet the ongoing needs of the organization. Global Blood Therapeutics is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, or disability status, or any other characteristic protected by law.
Human Resources Business Partner
ULINE, Allentown, PA, Lehigh County
Human Resources Business Partner Pennsylvania Branch 700 Uline Way, Allentown, PA 18106 The Morning Call's 1 Large Employer in the Lehigh Valley, three years in a row Uline's Human Resources team works hard to find and retain the best talent. We match quality candidates with a job they'll enjoy while continuing to support all employees throughout their career here. Uline is proud to operate as a drug-free workplace. All new hires must complete a pre-employment hair follicle drug screening. Position ResponsibilitiesPartner with recruiting team and hiring managers to ensure successful selection and onboarding of top talent. Plan and conduct new employee orientation and training sessions. Use process-oriented thinking to partner with leadership to implement HR-related projects, seeing them through to completion. Perform administrative duties associated with maintaining employee files and documents, reporting and auditing the accuracy of HR data. Collaborate with leave administrator to effectively handle and track leave programs, including short-term disability, workers' compensation, FMLA and personal leaves. Serve as a liaison between branch personnel and Uline's corporate office. Assist with managing employee engagement initiatives, payroll and corrective action processes. Minimum RequirementsBachelor's degree. PHR or SPHR certification a plus. 3 years HR generalist experience. Experience with Microsoft Office and applicant tracking systems (ATS). Knowledge of federal, state and local regulations and requirements. Benefits Complete insurance coverage that includes medical, dental, vision and life insurance, Flexible Spending Accounts and wellness programs. 401(k) with 5% employer match. Paid holidays and generous paid time off. Bonus programs that include annual performance, sales goals and profit sharing. Scholarship program for children of employees. Employee PerksA complete fitness center with weights, modern equipment and full-service locker rooms. Three miles of beautifully maintained walking trails. Free chair massages. Numerous employee appreciation events throughout the year. Opportunities for community involvement. About Uline Uline is North America's leading distributor of shipping, industrial and packaging materials. We're a family-owned company known for incredible service, our 800 page catalog of over 38,500 quality products and same-day shipping of our huge in-stock inventory. With over 7,000 employees across 12 locations, it's time you joined Uline. Each resume submitted gets individually reviewed by our team and retained for 24 months in case a great opportunity opens for you to join our Uline family. EEO/AA Employer/Vet/Disabled LI-POST LI-PA001
Human Resources Business Partner
Topa Equities, Wake Island, HI, Honolulu
The Human Resources Business Partner serves as a thought leader and tactical business partner to the leadership team and oversees functional areas of human resources including recruitment, employment, personnel records, employee and/or labor relations, job evaluation, benefits administration, training, AAP/EEO and special projects. What We Offer Medical, Dental & Vision Insurance 401K Plan Match Paid Time Off Life Insurance Other Benefits Responsibilities Regular attendance on-site at company facility is required. Identify and execute creative solutions, advise, and make recommendations to leaders using a broad knowledge of HR practices including workforce planning, change management, organizational and team development, talent selection and development, compensation and benefits, Diversity Equity Inclusion, employee relations and employment law. Experience as an advisor, thought partner, as well as a tactical business partner. Will act as direct, strategic HR business partner to the President of the company and other leaders. Engage in proactive communications and excellent customer service for the HR function at a strategic and tactical level. Serves as a coach, advisor and change agent within the company, demonstrating the ability to influence, negotiate, and gain commitment at all levels of the organization. Confronts difficult situations and problems promptly without avoidance. Provide input into the company-wide strategic People and DEI Plan, and translates the People strategy into a relevant and tailored plan for action at the company. Drives action and personal accountability for plan achievement. Ensure compliance of and guidance on Safety Protocols. Establish on going connect with the Safety Manager to ensure programs are executed and safety issues are addressed. Perform all payroll related duties to ensure payroll accuracy. Represent organization at personnel-related hearings and investigations. Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization s policies and practices. Maintain records and compile statistical reports concerning employee-related data such as hires, transfers, performance appraisals, absenteeism rates and other HR matrices. Conduct exit interviews to identify reasons for employee termination to determine solution to reduce turnover. Union point of contact. Other duties assigned. QUALIFICATIONS Competency Statement(s) Accountability - Ability to accept responsibility and account for his/her actions. Collaboration Collaborates positively to effectively build relationships with customers and co-workers to achieve company objectives and contribute to overall organizational success. Works effectively within a diverse environment. Exhibits positive attitude and contributes to overall team success. Ethical - Ability to demonstrate conduct conforming to a set of values and accepted standards. Organized - Possessing the trait of being organized or following a systematic method of performing a task. Reliability - The trait of being dependable and trustworthy. Responsible - Ability to be held accountable or answerable for one s conduct. Communication, Oral - Ability to communicate effectively with others using the spoken word. Communication, Written - Ability to communicate in writing clearly and concisely. Problem Solving - Ability to find a solution for or to deal proactively with work-related problems. Emotional Intelligence Engaged, enthusiastic team member who motivates others to excel. SKILLS & ABILITIES Experience and Education: Bachelor s degree in Human Resources Management, Business Management or related fields preferred. PHR or SPHR preferred. 3-5 years in Human Resources leader position. Ability to objectively coach employees and management through complex, difficult, and emotional issues. Must have the ability to make recommendations to effectively resolve problems or issues, by using judgment that is in consistent with standards, practices, policies, procedures, regulation or government law. Strong understanding of employment law and other government compliance regulations. Detail orientated with excellent organizational skills. Behaviors Collaborative working style and team player attitude Ability to work independently with little supervision Outstanding organizational skills, attention to detail and ability to prioritize tasks Strong decision making, planning and problem-solving skills. We are an equal opportunity employer and prohibit discrimination/harassment without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. Associated topics: advisor, business partner, consultant, generalist, human resources associate, human resources generalist, officer, operations partner, professional, representative