HR Business Partner (Associate)

Base Salary Range: $89,000 - $130,000  
Base salary range does not include overtime pay, bonus and/or other benefits, where applicable. Actual base salary offer will vary based on skills and experience.

Division Description:

With a team of over 50 highly engaged, diverse, and innovative HR professionals located in the US, Canada, and Brazil, the Americas Human Resources team is dedicated to acquiring, developing, advising, and promoting talents focused on best meeting and exceeding the needs of our business partners.  As strategic partners to the Business, we are committed to providing staff with value-added programs and policies, a competitive compensation and benefits package, and a diverse, inclusive, respectful, and safe employee-centric environment where all can thrive to achieve their best potential.  

Responsibilities:

The HR Business Partner & Project Manager is responsible for the management and development of human capital for a specific population of the Business, i.e. front office business lines or support functions. The HR Business Partner is responsible for the operational implementation of the global HR strategy and its roll out to their client group, as well as providing advice and guidance in relation to people issues in their region/business line.  In addition, this role will be required to support the HRBP team from a Project Management perspective.  This means this role will be a driver in transversal HRBP projects such as, Succession Planning, Talent Development, Reductions in Force, Compensation preparation, Promotion cycles and other such topics.

Day to day responsibilities include but not limited to:

Career Management and Mobility

• HR advisory to the Business
• Provides training and development guidance to managers in all aspects of performance management
• Advises managers on strategic HR planning matters (anticipating profiles and skills to support business needs)
• Strives to ensure accuracy in the HR systems of data pertaining to staff
• "Knows" their client group and develops and maintains this knowledge through regular interaction with employees/managers
• Conducts regular career interviews with individuals, identifying target lists at the beginning of each year
• Advises and supports employees with regard to internal career management
• Monitors difficult .mobilities and formalizes an action plan
• Supports International HR Business Partner on expatriate cases, and partners with HR Business Partners in other regions as needed

HRBP Project Management

• Coordinate transversal HRBP projects such as succession planning, promotion processes, end of year reviews, RIFs, etc
• Enhance documented processes 
• A good sense of urgency and aptitude for multi-tasking, quickly identifying issues and escalating to the appropriate level for resolution
• Set and manage project streams within HRBP team
• Ability to work across Business Lines and influence effectively

Talent management, and promotion of managerial culture (in collaboration with the Talent & Development Team)

• Contributes to the formalization of succession plans for key positions
• Supports the formulation of appropriate training and development plan and influences the local training offering
• Partners with management to identify talents and key resources in their client group, and gain a deep knowledge of those staff
• Proactively works with the Business to ensure that each "key" employee has the necessary development plans
• Implements all talent initiatives (coming from HUMN or from the Group) within their client group
• Educates and promotes the use of managerial tools and training resources

Recruitment

• HR advisory to the Business - With the management and COO’s of their client group, the HR Business Partner is involved in working on staff plans (additional/replacement hires) and is responsible for their implementation; giving insight on appropriate time frames, targeted profiles, sourcing channels and any other relevant HR-related issues.
• Global efficiency - The HR Business Partner works with recruitment as the  point of contact for all hires within their client group and leads the recruitment process. Specifically, the HR Business Partner:
• Supervises upstream budgetary agreements for job openings in conjunction with the client group COO team
• Partners with recruiter and hiring manager to define a specific recruitment strategy for each vacancy
• Assists with the candidate selection and interview process in conjunction with line management
• Participates in the negotiation of financial and legal terms and conditions, in accordance with the applicable delegation rules
• Works with immigration team as needed to initiate or transfer visas
• Partners with the junior program team on incoming summer/full time analysts integrating into their business lines
• The HR Business Partner is the gatekeeper for the recruitment process and associated internal policy; including, but not limited to, sourcing channels, external providers selection, compensation rules, and contractual provisions.

Exit Management

• Proactively supports managers to prevent unnecessary redundancies by anticipating short and long term business needs
• Develops and trains managers in all aspects of managing poor performance
• Gathers data from exit interviews and supplies back to managers to identify trends/risks
• Leads employee relations cases including rationalization/redundancy plan and individual terminations when required
• Carries out all terminations for the business line they support
• Supports the Business in mitigation of legal risks in conjunction with grievance/disciplinary/redundancy processes.

Compensation (in cooperation with HUMN/C&B)

• Delivers regular market intelligence to managers and manages position matching for industry benchmarking
• Will advise and challenge managers during the compensation review of their teams, anticipating any potential issues
• Works with the Specialist team to build C&B packages for recruitment, mobility, departure and retention
• Coordinates the annual compensation review for their client group with the specialist teams
• Supports the C&B team by providing compensation information gathered from exit and recruitment interviews
• Ensures that all compensation decisions respect the Group and HUMN/C&B rules