Human Resources Business Partner

2 weeks ago

Westlake, United States Lotte Chemical USA Corporation Full time

**Job overview**

The HR Business Partner (or HRBP for short) helps to align an organization’s people strategy with its business strategy. They are a people champion, a change agent and a strategic partner for the business. Together with line managers, the HRBP works on setting priorities, driving values, and delivering business results.
- Develops recruitment strategies to meet organizational needs; updates process and related documentation to meet current and future needs
- Researches new talent sources; cultivates relationships with industry professionals; networks with college placement offices and staffing company personnel
- Conducts recruitment efforts for all exempt and nonexempt personnel, internships and temporary employees
- Creates new-employee orientation program; delivers program to all new employees
- Conducts exit interviews, analyzes data and makes recommendations to the management team for corrective action and continuous improvement.

**Key Focus Areas/Skillsets**:
**1. Strategic planning**

Capable of assisting the organization become future-ready by focusing on the existing workforce in the organization and prepare them for the future. Areas that they will need to work on include:

- Reskilling and upskilling: identify training needs and assist the L&D function in aligning training programs with business objectives
- Strategic workforce planning: ensure the company’s workforce has the right size, shape, cost, and agility for the future
- Succession planning: select and develop key talent to ensure there are talents to fill in critical roles

**2. Coaching and consulting leadership about HR matters**

Display a clear understanding of the way current and future challenges affect the people at their organization. This is how the HRBP can provide effective advice and coaching to key stakeholders.

Here are some responsibilities that am HRBP would be responsible for:

- Conduct weekly or bi-weekly meetings with business leaders and provide HR advice where necessary
- Be up-to-date on employment laws and regulations, as well as other legal requirements regarding people management, to help leaders ensure compliance
- Provide guidance on the creation and implementation of HR processes and policies

**3. Building a competitive organization**

HRBPs play an important role in making sure that their business can strategize, train, and adapt to develop the best product. The responsibilities included:

- Conducting day-to-day performance management guidance to line managers (for example mentoring, career planning, coaching, etc.)
- Helping line managers deal with organizational, people, and change-related issues
- Optimizing organizational design to increase productivity and improve performance of the business

These HR professionals are also crucial in ensuring that the business can attract and retain the best talent. They might need to work on:

- Collaborating with other HR team members on implementing innovative and inclusive recruitment strategies
- Developing or assisting in developing a future-proof compensation and benefits strategy
- Implementing reward and recognition interventions to increase bottom-line results and employee engagement

**4. Being a company culture and employee experience champion**

Helping build and maintain a strong organizational culture, as well as continuously improving the employee experience, is a core responsibility of future-ready HRBPs. The HRBP will:

- Provide advice and suggestions for culture-related initiatives, such as cultural transformation
- Implement HRM interventions on employee wellness, diversity and inclusion, or talent management
- Working together with management and personnel to solve conflicts and help facilitate positive employee relations, maintain a good working environment, build morale, and decrease unwanted turnover

**5. Data literacy**

Ability to understand data interpretation, collection, and creation. Here are some skills related to data literacy that an HRBP should have:

- Ability to read and interpret dashboards and reports containing complex data
- Understanding of HR analytics techniques
- Familiarity with data collection methods, both quantitative and qualitative

**6. Business acumen**

This skill is all about understanding finance principles, risk and reward, and business outcomes. A strong HRBP is one who not only possesses good HR skills, but also a deep understanding of the industry their business is in.

**7. Digital proficiency**

HR Business Partners should be able to use technology to increase efficiency and drive business results.

**8. People advocacy**

HRBPs need to be people champions who advocate for employees and push back when needed. They also need to have solid legal knowledge to best support the workforce and the business.
- Knowledge and/or experience with national and regional labor law, and tax and social security regulations
- Good grasp of people management skills
- Excellent mentoring and relations

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