HR Business Partner

HR Business PartnerPosition Overview:Provides strategic client-focused support meeting operating and long-term strategic objectives, including the following activities: implements business unit/departmental change, provides solutions to business issues utilizing competitor/best practice data/HR tools, processes and diagnostics, confers with other HR professionals for unique solutions and systems, provides clarification of line management role in HR processes, continuously scans the organization environment to anticipate business needs and provide solutions, advocates sound principles of people management practices.Job Responsibilities Include But Are Not Limited To The Following:Delivers solutions in collaboration with business leaders (i.e., education around a critical topic, business process change) through multi-vehicle communication plansPrepares key business data analysis and makes recommendations to effectively communicate HR products, services and programs (benefits, compensation practices, orientation, and executive assimilation)Ensures goals/objectives are set, communicated and are consistent with the business strategy. Partners with clients to ensure the performance management process and progressive counseling process proactively address performance issues. Ensures effective application of the annual performance management program through evaluation, analysis, and feedback. Ensures promotion and reward decisions are closely correlated with operating performance of business unitManages employee relations issues to effective resolution, ensuring consistent application of the company's vision, values and beliefs. Ensures career planning and personal development plans are completed and that managers are equipped to deliver development discussions including proactive follow-up. Identifies organizational capability, strengths and gaps with partners to develop and implement plans to close competency issues with defined action items (staffing changes, development plans)Evaluates the effectiveness of career paths, job ladders and job/role descriptions to ensure validity and consistency of use among client groups. Communicates reward and retention philosophy of the organization and for the business units. Ensures promotion and reward decisions are closely correlated with operating performance of business unitEnsures effective application of the annual performance management program through evaluation, analysis, and feedback Conducts equity and utilization analysis of merit pay and other reward programs. Identifies compensation issues that are legitimately impacting their client groups and works with compensation and the manager to come to a resolutionAnalyzes information, develops alternatives, makes recommendations, and implements solutions to a variety of challengesWorks closely with management in the implementation of company-wide programs and initiatives such as organizational design and workforce planning.Maintains ownership of HR business partner processes. Develops and maintains standard operating procedures (SOPs) with internal controls.Assists management in providing effective leadership development through coachingSkills/Qualifications/Education 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, skills, education, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions).Bachelor's degree in Business, HR or related fieldTypically requires 2 years of HR experience, preferably including experience working as a HR Business Partner.Good knowledge of HR/market trendsGood analytical, oral and written communication skillsStrong critical thinking and problem-solving skills, including the ability to perform root cause analysisDepending on the area of assignment, directly related experience or a combination of directly related education and experience and/or competencies may be considered in place of the stated requirements. Example: If a job level requires a Bachelor's degree plus 4 years of experience, an equivalency could include 8 years of experience, an Associate's degree with 6 years of experience, or a Master's degree with 2 years of experience.Work is performed in an office environment with exposure to electrical office equipment. Frequently sits for 6-8 hours per day. Repetitive hand movement of both hands with the ability to make fast, simple, repeated movements of the fingers, hands, and wrists. Frequently walks. Occasionally bends and twists neck. Light to moderate lifting and carrying objects with a maximum lift of 30lbs. Frequently drives to site locations with occasional travel within the United States. Able to communicate information and ideas so others will understand; with the ability to listen to and understand information and ideas presented through spoken words and sentences. Interacts with others, relates sensitive information to diverse groups.Grifols provides equal employment opportunities to applicants and employees without regard to race; color; sex; gender identity; sexual orientation; religious practices and observances; national origin; pregnancy, childbirth, or related medical conditions; status as a protected veteran or spouse/family member of a protected veteran; or disability. We will consider for employment all qualified applicants in a manner consistent with the requirements of all applicable laws.Location: North America : USA : NC-Clayton:USNC0002 - Clayton