Human Resources Business Partner

SUMMARY:

As a key leader of The Alliance team, the Human Resources Business Partner is responsible for business performance through optimizing all aspects of human resources including talent management, talent acquisition, employee development; performance management, employee engagement, DEI, culture development, total rewards and HR operations, all while fostering an environment where we live by our values: Respect, Integrity, Member-Driven, Quality and Excellence, Talent, and Fun.

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.

Develop and maintain relationships at all levels of the organization that inspire trust, confidence, and respect.

• Partner with Alliance Leaders to maintain a culture of accountability to our values as a driver of high levels of employee satisfaction and engagement.
• Support Alliance Leaders to ensure HR strategy and programs are aligned with decisions affecting the business and our employees. Work with all supervisors to implement HR programs in their areas of responsibility.
• Conducts scheduled meetings with all levels of the organization.
• Provide HR perspective and solutions to business challenges (business changes, regulatory changes, industry changes, etc.). Identify problems that impact the business, anticipate obstacles to success, and provide proactive recommendations towards solutions.
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
• Work with DEI Committee, Leadership Team and external consultants to develop and then lead diversity, equity, and inclusion initiatives, influencing, championing, and implementing organizational strategies to further The Alliance's DEI goals.
• Embed DEI metrics (to be developed) into policies, practices, and procedures.
• Accountable for employee relations to ensure business practices and company policies are equitable, inclusive, and consistent with The Alliance’s core business values and objectives.
• Apply an understanding of employment law, regulations, and policies to protect the interests of The Alliance and individual employees. Maintain, update, and communicate company policies. Accountable for oversight of employee personnel records.
• Lead workforce planning, working closely with leaders to project staffing changes based on business needs, recommending steps based on best practices, and implementing through leaders and supervisors.
• Manage and execute full cycle recruitment processes to meet talent staffing objectives. To include collaborating with hiring managers and interview teams to ensure job requirements and expectations are clearly defined and candidates are assessed against appropriate criteria aligned with DEI objectives.
• Define and promote an employment brand attracts high-performing, diverse talent.
• Design, direct, and deliver onboarding processes that ensures new employee experience from recruitment through first year aligns with The Alliance’s values and goals, integrates new staff into The Alliance community, shortens the time it takes for new employees to contribute to the organization, and increases engagement and retention.
• Design, direct, and ensure implementation and effectiveness of the company’s performance evaluation process to support a culture of high performance. To include coaching and training managers on developing and setting performance standards, conducting employee performance evaluations, and managing performance issues.
• Lead employee development, serving as a catalyst for skill development with employees and supervisors.
• Facilitate succession planning to ensure business continuity and to identify and capitalize on opportunities for staff development and career growth.
• Provide internal consulting and organizational development services to departments, including conflict resolution, team building, leadership development, as well as interpersonal and operational effectiveness.
• Provide supervisors with the training, processes, systems, and support they need to be effective in their roles. Ensure processes and systems that support recruitment, orientation, performance management, etc., are well understood and evolve and improve as needed.
• Develop and maintain the Company’s job architecture and compensation structure. Ensure compensation programs remain market competitive, cost-effective, inclusive, legally compliant, and aligned with The Alliance’s rewards philosophy and business needs.
• Advise and influence business leaders on benefit program effectiveness, competitiveness, design, education, and communication, ensuring that an inclusive and innovative mindset is forefront in decisions about benefits plan design.
• Provide ongoing communication and education to employees about the value of their total rewards packages.
• Manage benefits program administration and enrollment processes.

QUALIFICATION REQUIREMENTS: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below 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.

Education and/or Experience: Bachelor’s degree from an accredited institution in Human Resources or a related field. At least 8 years of progressively responsible experience working in the field of Human Resources.

Language Skills:

Ability to read, analyze, and interpret general business periodicals, professional journals, or governmental regulations. Ability to write reports, business correspondence, and personnel policies and procedure manuals. Ability to effectively present information and respond to questions from managers, executives, and other employees of the organization.

Mathematical Skills:

Ability to calculate figures and amounts such as overtime, proportions, and percentages. Ability to apply concepts of basic algebra and statistics.

Reasoning Ability:

Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of governmental laws, insurance plans, and technical information furnished in written, oral, diagram, or schedule form.

Certificates, Licenses, Registrations:

Wisconsin driver's license if driving a company vehicle. Senior Professional in Human Resources (SPHR) certification preferred.

Other Skills and Abilities:

Familiarity with, and the ability to interpret, all federal, state, and local regulations and compliance requirements related to employee compensation and benefits.

Proficiency in Microsoft Excel and other Office products and HR applications (i.e. HRIS, ATS) and the aptitude to learn new skills.

Solid business acumen.

Experience, exposure, and comfort with a variety of HR facets including organization development, employee relations, talent acquisition, benefits design and administration, and compensation program management.

Experience leading DEI initiatives and a dedication to creating a positive work experience that fosters a sense of belonging.

Strong analytical skills and ability to interpret and communicate data.

Proven ability to maintain trust and credibility with employees at all levels in the organization.

Effective communication skills including the ability to engage leaders and employees, influence decision-making and generate enthusiasm.

Self-starter that enjoys both shaping strategic direction as well as doing tactical work is required.

Ability to listen effectively and address situations with an elevated level of emotional intelligence, solid judgement, and confidentiality.

Ability to effectively prioritize, work independently, work on multiple initiatives simultaneously, and demonstrated organizational skills is required.

Ability to function independently, with minimal supervision, and thrive within a fast-paced and sometimes ambiguous environment.

This hybrid role requires the ability to work in the office approximately 50%.

The above information on this description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job.

Our DEI Commitment: Diversity, Equity, and Inclusion (DEI) are critical for The Alliance to realize Our Vision and attract, retain, and excite exceptional people. The Alliance is committed to embedding DEI into our culture such that diverse experience and perspectives are valued and welcomed, driving innovation.