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For your reference, we have included the original job posting below.
Human Capital Business Partner
Job Number:
44160574
Company Name:
Confidential Company
Job Location:
Milwaukee, WI Us
Job Category:
Human Resources
Salary:
DOE
Human Capital Business Partner
SUMMARY: We are seeking a Human Capital Business partner to provide strategic human capital consulting to business leaders and ensure effective delivery of services to Human Capital functional partners. The position acts as the primary point of contact for business leaders in their assigned area of responsibility. Overall, the Human Capital Business Partners, in conjunction with the Human Capital Business Partner Lead, are responsible for collaborating with business leaders to diagnose and solve Human Capital challenges.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
1. Provides forward-looking, human resource counsel to business leaders, in accordance with their business and workforce priorities. 2. Understands key business issues and their connectivity to broader human capital implications, initiatives and activities. 3. Assesses, evaluates and fully understands the human capital and HC requirements of the business. 4. Consults with business leaders to diagnose and analyze current and future talent needs, human capital challenges and priorities, and identifying and advising on appropriate solutions. 5. Provides strategic HC counsel to business leadership in the areas of workforce planning and development, organizational development and performance, rewards and recognition (including incentives), staffing, downsizing, change management, employment practices, associate relations, diversity, interpretation of HC policy, and compliance. 6. Develops specific action plans, with business leadership, to address their particular HC and workforce needs. 7. Acts as a liaison between business leaders and collaborates with other Human Capital resources (e.g., Human Capital Operations group or Associate Relations resources) that can support needs or issue resolution. 8. Collaborates with the Talent and Development group to identify solutions and tools to best support business needs/issues. 9. Works with Talent and Development Manager and Talent Acquisition Manager to deliver onboarding programs. 10. Interprets human capital data obtained from HC systems to support business decisions. 11. Facilitates business leader meetings to understand current and future human capital needs. 12. Provides feedback on vendor performance as this pertains to effective associate service. 13. Assists/counsels business leaders in the resolution of large scale associate problems. Includes conducting preliminary interviews and documenting findings/recommendations relating to associate grievances. 14. Collaborates with managers and leadership teams in the use of succession management tools and processes. Activities may include coaching, participating in sessions and providing feedback. 15. Develops and delivers presentations to executives and others, as required, on HC strategies, programs, practices and issues. 16. Keeps current on industry and regulatory activities that could impact associate relations activities, compensation and benefit programs, workforce planning, organizational development, etc. 17. Partners with respective teams to understand legislative changes affecting our firm. 18. Interacts with business leader, Compliance and Talent & Development Manager to understand the Continued Education needs. 19. Delegates day-to-day associate relations work (ie: change management, headcount analysis, coordination of Human Capital events (reductions, etc.)) to Associate Relations/Generalists. 20. Manages and monitors outplacement and transition programs, coordinates with vendors, and represents vendor needs from a functional perspective.
QUALIFICATIONS REQUIRED:
1. Bachelor’s degree or equivalent work experience in Human Resources or related field. Master’s degree in Human Resources preferred. 2. Ten or more years Human Resources experience, with at least three years of Human capital business partner experience required. 3. Comprehensive understanding of strategic talent and OD strategies, practices, programs, and plans. Knowledge of total rewards plan design and administration 4. Understanding of federal and state HR laws and regulations 5. Technical and regulatory knowledge
