Lead Human Resources Business Partner

1 week ago

Baltimore, Maryland, United States Transamerica Full time

Job Summary

The Strategic HR Business Partner will provide Human Capital Management consulting to managers and employees of assigned lines of business locations. This person will partner with other Human Resource (HR) Centers of Excellence to deliver value-added services in alignment with organizational objectives.

Key Responsibilities

  • Apply a broad knowledge of HR concepts and business needs to provide HR support in highly complex situations.
  • Lead HR discussions during manager and business team meetings to align key HR and business strategies.
  • Look holistically at issues that impact the organization; implement HR solutions based on root cause analysis.
  • Partner with leaders to understand talent needs to create workforce plans.
  • Work with leaders to identify appropriate organizational changes, in alignment with business goals.
  • Guide and implement organizational design changes including acquisitions, reductions in force, and location strategy.
  • Analyze and synthesize HR metrics and data related to organizational talent decisions.
  • Drive initiatives regarding culture, organizational change, engagement and organizational effectiveness.
  • Partner with management and employees to improve work relationships, build morale, and increase productivity and retention.
  • Lead or participate in cross-functional/cross-HR projects and programs for enterprise-wide or site specific needs.
  • Identify opportunities to align programs and processes at an enterprise level, and recommend solutions for improvement.
  • Execute on compensation philosophies; administer, engage and advise management on practices for Total Rewards compensation programs; execute pay/bonus programs and manage exceptions.
  • Advise in the selection and placement of internal and external talent.
  • Provide day-to-day performance management guidance to mid and senior level management (e.g. coaching, counseling, career development, disciplinary action).
  • Provide HR policy guidance and interpretation to managers and employees.
  • Manage and resolve employee concerns and conduct more complex investigations (e.g. ADA, FMLA, employee complaints, PTAG, SHARE); consult with other departments to complete investigation.
  • Provide training/presentations for new hire orientation and routine topics. Facilitate more complex topics (e.g. Performance Management, special meetings).
  • Facilitate business processes, approvals and audits in the HR Information System (HRIS) and other reporting tools.
  • Mentor and coach HR team members as needed; may supervise staff.

Requirements

  • Bachelor's degree in HR/organizational development or related business field and eight years of HR generalist experience, or equivalent combination of education and experience.
  • Broad knowledge of HR trends and best practices.
  • Understanding of the business environment, preferably in the insurance and financial services industry.
  • In-depth knowledge of federal and state employment laws.
  • Experience handling complex employee relations and business issues.
  • Experience participating in or leading change initiatives (e.g. organizational restructure, culture development, program changes).
  • Willingness to engage in change and challenge the status quo. Flexibility to handle change and change processes in a fast-paced environment.
  • Demonstrated initiative and willingness to take reasonable risks.
  • Ability to maintain composure and exhibit mature judgment in difficult or ambiguous situations.
  • Ability to analyze and interpret HR business trends and objectives, and perform root cause analysis.
  • Communication and presentation skills to facilitate projects and programs.
  • Interpersonal and relationship building skills to coach and influence staff and management at all levels.
  • Ability to handle ambiguous and conflicting information.
  • Critical thinking skills to resolve problems and recommend solutions.
  • Ability to organize and prioritize own activities and assist junior staff with prioritization. Willingness to take accountability for team performance as well as individual contributions.
  • Proficiency using MS Office tools.
  • Knowledge of Workday or other HRIS tools.

Preferred Qualifications

  • HR certification (e.g. PHR, SHRM-CP).
  • Experience applying change management practices and techniques.

Working Conditions

  • Hybrid office or remote environment.
  • Occasional travel to meet with assigned client group and attend HR meetings/training.

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