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Human Resources Business Partner

3 months ago

Phoenix, United States Verra Mobility Full time

Who we are...

Verra Mobility is a global leader in smart mobility. We develop technology-enabled solutions that help the world move safely and easily. We are fostering the development of safe cities, working with police departments and municipalities to install over 4,000 red-light, speed, and school bus stop arm safety cameras across North America. We are also creating smart roadways, serving the world's largest commercial fleets and rental car companies to manage tolling transactions and violations for over 8.5 million vehicles. And we are a leading provider of connected systems, processing nearly 165 million transactions each year across 50+ individual tolling authorities.

Culture

Verra Mobility Corporation is a rapidly-growing, entrepreneurial company that operates with a people-first philosophy and approach. The company lives by its core values—Do What’s Right, Lead with Grace, Win Together, and Own It—in everything it does for its customers and team members. The company seeks to grow aggressively, both organically and through acquisition, to continue to be the undisputed market leader with these five core competencies: bias for action, customer focus, teamwork, drive for results, and commitment to excellence.

Position Overview

Verra Mobility is seeking an exceptional Human Resources Business Partner to support Senior Business Leaders in our Government Solutions business unit. This HR Business Partner acts as an HR Business Consultant to help leaders look around corners with data-driven recommendations that improve employee performance, retention, and experience. This role is part of a team of HR Business Partners who anticipate our clients’ needs and innovate value-adding solutions in collaboration with leaders and People Operations, driving the delivery and execution of enterprise-wide HR initiatives and programs within lines of business.

This HR Business Partner works directly with the Senior Business Leaders of Government Solutions to help design and implement HR strategies that foster the organization and people development. They will help provide leadership for initiatives that support talent, performance, and change management, new leader coaching, organizational design, and employee relations. This role requires strong analytical skills and the ability to translate client goals into human resource capabilities needed to achieve results.

Essential Responsibilities

HR Effectiveness and People Policies & Practices –

Maintains compliance with federal and state regulations concerning employment.

Influences Senior Leaders, through effective partnership, to make decisions that represent our culture and values of Do What’s Right, Lead With Grace, Own It, and Win Together.

Performs employee relations functions (e.g., dispute resolution, performance issues, termination requests, employee conduct investigations, etc.) by applying employment law and company policies and practices for standard cases appropriately and determining when to seek legal advice.

Develop new policies and best practices that are in line with Verra Mobility’s core values and best meet the specific requirements of the Business Unit.

Influence and advise employees to solve business problems, new and complex business tasks, and issues based on Verra Mobility’s core values.

Use and create HR best practices and processes to drive HR effectiveness.

Strategy Deployment –

Develop and adapt HR projects in a way that best supports the business strategy.

Highly analytical about leading functions, ensuring that the organization rigorously measures and analyzes the right metrics and processes to drive success.

Consistently applies Verra Mobility policies and practices while having a pragmatic and flexible approach to solving for business issues.

Customize & deliver relevant communications to targeted audiences.

Employee Engagement, and Well-Being –

Partners to administer onboarding, employee experience, wellness, and learning and development programs.

Establishes and maintains effective relationships with clients to help guide positive employee interactions.

Coordinate and implement standard engagement processes to the teams this role supports.

Assists teams in applying tools to improve engagement levels while educating leaders and employees on roles and responsibilities to create high engagement levels and challenging them to play their role effectively.

Partners with the Benefits team to support well-being initiatives.

Talent and Performance Management –

Assist in implementing Talent & Performance Management activities including compensation reviews, performance pulses, development plans, employee engagement surveys, and more.

Provide advice and coaching to hiring managers throughout the recruitment process.

Partners with the broader Recruiting team to create efficient and scalable recruiting processes.

Train managers to effectively understand and use our performance and development philosophy, tools, and systems.

Ensure standard performance and development processes are in operation (e.g., quarterly goal setting, mid-year and year-end performance reviews, employee potential calibrations, etc.)

Use diagnostic skills and leverage Verra Mobility tools, systems, and processes to challenge and support leaders to address specific performance issues and improve their team’s performance.

Train others in how to create high quality short- and long-term development plans and understand career paths and requirements (e.g., experiences, competencies, etc.).

Use business insights to implement programs to identify and support the right internal moves to develop longer term leadership capabilities within Verra Mobility.

Organizational Development & Change –

Partner with leaders this role supports to apply basic theories of change management, teambuilding, effective communication, feedback, coaching, mentoring, leadership development, and facilitation.

Guides leaders through OD development from preliminary diagnosis, collecting data, feedback of the data to the client, data exploration by the client group, action planning, and taking action to support the business and strategic objective.

Qualifications

Business Qualifications

3+ years working in an HR Business Partner, HR Generalist, or HR Consultant role.

Has supported/advised client groups of >150 employees for all HR related matters.

Has worked in or demonstrated effective partnerships with non-HRBP HR disciplines for a $300M+ annual revenue organization (e.g., employee relations, compensation, benefits, talent acquisition, talent, HR operations, etc.)

Has had accountability for successfully leading employee relations investigations and finding appropriate resolution.

Has been involved in succession planning at an organization with >300 employees

Has applied change management tools, methodologies, and practices to an impactful change event.

Has activated performance review/management processes, merit processes, engagement processes, and employee development processes for a mid- to large-size organization or client group of >150 employees.

Has led successful recruitment efforts for skilled professional roles as well as high-volume entry-level roles.

Individual Qualifications

Bachelor’s or Master’s Degree in Human Resources, Business or related field preferred.

Certifications for Human Resource Professionals (PHR/SPHR, SHRM-CP/SCP, etc.) preferred.

Minimum 3 years’ experience in an HR Generalist role

Demonstrated experience building relationships and working directly with senior stakeholders.

Excellent written and verbal communication, high quality document preparation, and solid presentation skills.

Strong business acumen and ability to work well across different functions in order to integrate HR and business strategies.

Exceptional listening skills and ability to relate to, influence, and coach employees of all levels in the organization.

Ability to work independently and actively as a member of both Business and HR teams.

Key Competencies

Model Ethics & Values

Consider Stakeholder Input

Ensure Accountability

Demonstrate Good Judgement

Communicate Effectively

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