Director, Corporate HRBP

GENERAL PURPOSE:

The HR Business Partner (HRBP) partners with the Business to enable growth by proactively assessing needs and collaborating to develop and deliver talent management solutions and provide quality consultation that maximizes engagement and minimizes risk.

The base salary range for this role is $108,600 – $204,150. The base salary range is dependent on factors including, but not limited to, experience, skills, qualifications, relevant education, certifications, seniority, and location. The range listed is just one component of the total compensation package for employees. Other rewards vary by position and location.

ESSENTIAL FUNCTIONS:

Strategic Partnering\: 
•    Build relationships with appropriate senior business leaders to establish credibility as a trusted advisor to influence and support key strategic and operational decisions 
•    Keeps succession planning, career development, and performance management processes and results aligned with the organization’s goals.  Increases the buy-in and capabilities of executives and managers within client organizations to apply these practices to build bench strength and ensure a qualified and ready pipeline of successors
•    Understands the operating model for the Business Partner (BP), and assess the impact of any changes on existing talent 
•    Facilitate development and execution of talent strategy with BP
•    Identify HR’s contribution to realizing clients’ objectives and leverage HR services or programs to suit the needs of BP.
•    Facilitate career management and planning in alignment with talent management expectations
•    Identify and support critical metrics to assess and measure impact and results             
•    Facilitate organizational change management and help leaders to align communication, behavior, and infrastructure to support the desired changes     
•    Mitigate risk by ensuring appropriate escalation/investigation of performance, conduct, and other Associate relations-related matters 
Needs assessment:
•    Support clients’ coverage and identify emerging talent issues before they impact the clients’ strategy fulfillment    
•    Leverage associate feedback and/or interviews to maintain or build awareness of covered population, issues, and challenges           
•    Leverage HR COE teams as relevant to conduct assessments
•    Continually assess the HR implications of client-driven strategic options and proactively communicate

Monitor Culture and Drive Change\: 
•    Facilitate the adoption of HR policies and practices and educate leaders and managers regarding HR capabilities
•    Support the collaboration, mutual accountability, and respect within the HR team
•    Drives organizational improvements and decision-making to constantly improve corporate talent across the business while balancing both strategic needs and tactical goals
•    Supports and drives diversity and inclusion initiatives at all levels; fosters a culture of associate engagement, which includes supporting, influencing and strategizing with BP on engagement survey results 
•    Supports and drives the corporate leadership and corporate functions to embrace organizational changes and promote continuous improvement through operational excellence. 
•    Partners with HR Centers of Excellence to provide seamless HR operations support to the client organizations
•    Support HR initiatives across the calendar year and keep the line up to date on forthcoming initiatives

COMPETENCIES:

People
•    Building Effect Teams (for managers of People and/or Projects)
•    Developing Talent (for managers of People)
•    Collaboration    
Self
•    Leading by Example
•    Communicates Effectively
•    Ensures Accountability and Execution
•    Manages Conflict    
Business
•    Business Acumen
•    Plans, Aligns and Prioritizes
•    Organizational Agility
With particular emphasis on the following specific position-related competencies
Drive for Results    
Decision Quality
Interpersonal Savvy    
Demonstrates Self-Awareness
Instills Trust    

QUALIFICATIONS AND SPECIAL SKILLS REQUIRED:

•    At least 10 plus years of progressive HR experience.
•    Bachelor’s degree or equivalent in Human Resources, Business, Management, Organization Development or a related field
•    SPHR or SHRM-SCP desired
•    Experience in working with all levels of associates, including C-Suite.
•    Experience leading projects and helping to foster/create a positive working environment
•    Experienced in understanding and successfully managing Associate Relations issues
•    Experience designing, building, and implementing HR functional programs, policies, tools, and procedures
•    Experience in successfully managing multiple priorities & and projects through successful delivery and implementation under time, budget, and political pressure
•    Proven success in working in a fast-paced growing business environment
•    Experience working collaboratively to facilitate the delivery of HR support 
•    Strong ability to partner with Human Resources (e.g., compensation, learning & development, and associate relations) desired with a mix of operational, strategic and systems thinking experience
•    Experience working with a service delivery model that includes shared services

PHYSICAL REQUIREMENTS/ADA:

Job requires ability to work in an office environment, primarily on a computer. 
Requires sitting, standing, walking, hearing, talking on the telephone, attending in-person meetings, typing, and working with paper/files, etc. 
Consistent timeliness and regular attendance.  Some travel required
Vision requirements\: Ability to see information in print and/or electronically.
This role requires regular in-office presence, including to engage in in-person team interaction, meetings and collaboration, client support, mentoring, coaching, and/or feedback. However, this role can perform duties effectively using a combination of in-office and remote work. #LI-Hybrid

SUPERVISORY RESPONSIBILITIES:

None at this time

 
DISCLAIMER

This job description is a summary of the primary duties and responsibilities of the job and position.  It is not intended to be a comprehensive or all-inclusive listing of duties and responsibilities.  Contents are subject to change at management’s discretion.

Ross is an equal employment opportunity employer. We consider individuals for employment or promotion according to their skills, abilities and experience. We believe that it is an essential part of the Company’s overall commitment to attract, hire and develop a strong, talented and diverse workforce. Ross is committed to complying with all applicable laws prohibiting discrimination based on race, color, religious creed, age, national origin, ancestry, physical, mental or developmental disability, sex (which includes pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), veteran status, military status, marital or registered domestic partnership status, medical condition (including cancer or genetic characteristics), genetic information, gender, gender identity, gender expression, sexual orientation, as well as any other category protected by federal, state or local laws.