Hr business partner job description
the role of hr business partner is to provide strategic support to the operations team by partnering with senior stakeholders on the business and people agenda. This includes managing wide-ranging projects independently.
key responsibilities:
* applies understanding of leadership principles and values when consulting with employees and managers, such as performance improvement, coaching plans, team meetings, employee development, and promotions.
* initiates and supports client groups or sites in developing their culture.
organization development & planning:
* understands key business goals and priorities and applies them to core areas of hr responsibilities to prioritize work and set goals.
* provides input into organization design discussions, including information about talent for succession planning, attrition risks.
* implements communication plans for organizational changes.
organization health:
* conducts diagnostics to identify trends and environmental er or workplace issues and communicates findings.
* partners with management to drive positive er or negotiation of works council or labor agreements.
* proactively monitors and acts to address er or labor changes for the operation.
* implements components of strategy and action plans addressing workplace environment, employee engagement, or retention issues.
* conducts investigations of employee relations issues in consultation with management.
* supports rollout of compliance initiatives and understands local employment law and legislation changes.
* leads client group or site engagement activities and audits to monitor org health and engage with employees/associates.
workforce planning & talent acquisition:
* partners with recruiting and agencies to coach managers around recruiting processes.
* interprets hiring data and provides recommendations to recruiting and client leaders for sourcing strategies.
* understands local market staffing needs.
* participates in interview loops and debriefs.
* approves offers, transfers, and compensation exceptions in the client organization.
* engages with managers to ensure launch plans are created and participates in launch plans as needed.
* monitors vendor and third-party worker relationships for co-employment risk.
* works closely with staffing and/or recruiting partners to maintain healthy candidate/staffing funnels.
* may manage vendor relationships, including facilities, temp agencies, maintenance, drivers, and security.
talent management & development:
* facilitates or assists multiple department or group-level talent discussions.
* drives identification and management of forward-looking promotions for managers.
* coaches and develops business, site leadership on performance and talent management with the business teams.
* identifies participants for programs and manages internal communications related to training and development.
* partners with leaders on talent development.
hr operations:
* analyzes data and shares with leaders.
* trains and/or consults with managers on employee life cycle issues.
* utilizes connections data and provides ideas and strategies for improving engagement and manager capability.
* is able to speak to attendance, attrition, and staffing trends.
* identifies gaps in policy and services, makes recommendations for system process improvement, and may draft and maintain policies for the site.
* rolls out new policy changes/services and ensures business adoption and/or understanding of changes.
* may recommend exceptions to policies with input from senior leaders or hr management.
our inclusive culture empowers amazonians to deliver the best results for our customers.
basic qualifications
* knowledge of local labor law.
* experience in hr within an international, fast-paced, and customer-driven environment.
* experience in a call center, distribution center, or manufacturing environment.
* experience supporting hourly employee client groups.
* experience with ms office tools and hr information systems.
* bachelor's degree or equivalent.
preferred qualifications
* master's degree in human resources management.
* experience in human resources with companies supporting 250-500 or more associates.
* experience managing and leading employees.