HR Business Partner
1 month ago
POSITION SUMMARY:
The HR Business Partner (HRBP) position will help to strengthen our company's culture by partnering with practices in the creation of strategies for retention, performance management and promotion of a workplace with a high level of employee engagement.The HR Business Partner role will provide strategic HR services and strategies, including activities related to work force planning, employee relations, talent development, performance management, training, and other HR projects and initiatives.
RESPONSIBILITIES:
Builds the business partner relationship with executives, management, and teams; understands the business, goals, and challenges; and identifies and develops solutions to address systemic issues.
Provides advice to executives and supporting management teams in areas of organizational effectiveness, workforce planning, employee engagement, performance management, training, and development.
Analyzes HR trends and metrics, partners with practice leaders to develop effective and consistent people solutions, programs and policies throughout the business.
As a steward of the company's values, advises, influences and coaches to build and support a diverse, inclusive, productive and high integrity work environment.
Provides guidance and input on restructures, workforce planning and succession planning.
Coach and counsel managers on maintaining positive employee relations for a wide range of issues. Conduct investigations in response to complex employee relations issues and recommend/implement courses of action based on investigation results.
Collaborates with business leaders on employee development and talent planning decisions. Assists leaders with annual reviews and development plans for employees.
Develops strategies for practices to leverage tools, such as our HCM tool, UKG, to help them grow their business.
Produces HR-related information, on ad hoc basis, for the practice/discipline during the RFP process.
Maintains knowledge of legal requirements related to the management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
Drives key HR team projects by taking a leadership role and managing project efforts including scheduling and resources as well as owning responsibility for holding project team members accountable for deliverables.
Develops project-related communications and presentations.
Co-develops project processes and timelines. Works collaboratively with project managers to plan, drive, and monitor projects.
Identifies opportunities to develop and implement process improvement initiatives.
Responsible for monitoring status, managing issues, and escalating when appropriate.
SKILLS & QUALIFICATIONS REQUIRED:
Bachelor's degree and/or relevant industry experience.
The ideal candidate must have minimum of 10 years' experience resolving complex employee relations issues.
The ideal candidate must have SHRM Certified Professional (SHRM-CP) credential or HRCI Certified.
The ideal candidate must have working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity and inclusion, performance management, and respective employment laws, state and federal.
Must have professional and consultative approach in working with all levels of executives, leaders, management, and employees.
Must have strong communication skills.
Must have previous experience with organizational design.
Must have the demonstrated ability to handle confidential and sensitive information as well as possessing skills to handle situations in a professional and diplomatic manner.
Must have the demonstrated ability to manage and follow through on multiple priorities and assignments.
Must have the ability to be flexible, but also to distinguish when appropriate to maintain boundaries.
LOCATION:
This is a remote role. The expected application deadline for this job is May 30th, 2024.
COMPENSATION:
The salary range for this role is $72,000 to $142,000, depending on a combination of factors, including, but not limited to, education, relevant work experience, qualifications, skills, certifications, location, etc.
BENEFITS:
At Milliman, we focus on creating an environment that recognizes - and meets - the personal and professional needs of the individual and their family. We offer competitive benefits which include the following based on plan eligibility:
Medical, dental and vision coverage for employees and their dependents, including domestic partners.
A 401(k) plan with matching program, and profit sharing contribution.
Employee Assistance Program (EAP).
A discretionary bonus program.
Paid Time Off (PTO) starts accruing on the first day of work and can be used for any reason; full-time employees will accrue 15 days of PTO per year, and employees working less than a full-time schedule will accrue PTO at a prorated amount based on hours worked.
Family building benefits, including adoption and fertility assistance and paid parental leave up to 12 weeks for employees who have worked for Milliman for at least 12 months and have worked at least 1,250 hours in the preceding 12-month period.
A minimum of 8 paid holidays.
Milliman covers 100% of the premiums for life insurance, AD&D, and both short-term and long-term disability coverage.
Flexible spending accounts allow employees to set aside pre-tax dollars to pay for dependent care, transportation, and applicable medical needs.
ABOUT MILLIMAN:
Independent for over 75 years, Milliman delivers market-leading services and solutions to clients worldwide. Today, we are helping companies take on some of the world's most critical and complex issues, including retirement funding and healthcare financing, risk management and regulatory compliance, data analytics and business transformation.
Through a team of professionals ranging from actuaries to clinicians, technology specialists to plan administrators, we offer unparalleled expertise in employee benefits, investment consulting, healthcare, life insurance and financial services, and property and casualty insurance.
EQUAL OPPORTUNITY:
All qualified applicants will receive consideration for employment, without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
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