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HR Business Partner

1 month ago

Canton, United States Boston Mutual Life Insurance Company Full time
Job DescriptionJob Description

All Boston Mutual employees who interact with our policyholders, our producers, and our BML associates embrace the principles of our brand and service philosophy. We are all brand ambassadors. Both our words and our behaviors matter. We share a common service philosophy and pride ourselves in living the BML brand promises every day, one interaction at a time.

The following statements represent what Boston Mutual stands “FOR” – it is what makes us different and better in the market we serve.

  • We are FOR being a progressive life insurance company offering financial peace of mind to working Americans and their families.
  • We are FOR providing practical and affordable products designed for those we serve.
  • We are FOR making it easy to secure a level of financial protection with a portfolio of products – beginning with life insurance.
  • We are FOR providing a personalized customer experience to our policyholders and producers.
  • We are FOR acting in the best interests of our policyholders, producers, employees, and the communities in which we live and serve – representing the goodness of mutuality in all we do.

We do our best to:

  • Demonstrate a desire to assist.
  • Listen to understand and respond empathetically.
  • Explain things in a manner that is easy to understand.
  • Be knowledgeable students of our business.
  • Take full ownership to resolve questions and issues.
  • Be professional, polite, and courteous.
  • Leave our customers and associates “better than where we found them.”

Summary of Position

The HR Business Partner (HRBP) is responsible for aligning business objectives with employees and management in designated business units. The role serves as a consultant to management on human resource-related issues, acting as an employee champion and change agent. The HRBP formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization.

Responsibilities:

Strategic Partnership:

  • Collaborate with leadership to develop and implement HR strategies that align with business goals.
  • Serve as a consultant to management on human resource-related issues.
  • Act as a liaison between the HR department and business units.

Employee Relations:

  • Manage and resolve complex employee relations issues.
  • Conduct effective, thorough, and objective investigations.
  • Provide guidance and input on business unit restructures, workforce planning, and succession planning.

Performance Management:

  • Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
  • Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
  • Support leadership during the annual performance management process.

Talent Management:

  • Participate in evaluation and monitoring of training programs to ensure success.
  • Follow up to ensure training objectives are met.
  • Facilitate various training programs including New Hire Orientation.

HR Policies and Compliance:

  • Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.
  • Partner with the legal department as needed/required.

Change Management:

  • Support and facilitate organizational change initiatives.
  • Develop strategies to address resistance to change and build organizational resilience.
  • Partner with EACI and Employee Engagement on change management programs and support managers and employees through transitions.

Qualifications & Knowledge Requirements

Education: Bachelor’s Degree in Human Resources or related field required or equivalent work experience.

Experience: 5+ years of progressive experience in HR as well as experience with engaging with multiple levels within a company.

Knowledge Requirements:
  • Minimum of 3 years of experience resolving complex employee relations issues.
  • Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.
  • Excellent consulting skills and the ability to build relationships at all levels within the organization.
  • Strong conflict management skills.
  • Excellent verbal and written communication skills.
  • Strong business acumen and problem-solving abilities.

Certifications/Licensures: HRCI/SHRM certification preferred