Top Human Resources Business Partner Skills

Below we've compiled a list of the most important skills for a Human Resources Business Partner. We ranked the top skills based on the percentage of Human Resources Business Partner resumes they appeared on. For example, 10.0% of Human Resources Business Partner resumes contained Performance Management as a skill. Let's find out what skills a Human Resources Business Partner actually needs in order to be successful in the workplace.

The six most common skills found on Human Resources Business Partner resumes in 2020. Read below to see the full list.

1. Performance Management

high Demand
Here's how Performance Management is used in Human Resources Business Partner jobs:
  • Implemented and consulted with leaders/associates on all initiatives including performance management, associate engagement, compensation, recognition, and development/training.
  • Lead all company initiatives focused on employee relations, talent management, benefits, training, performance management and organizational development.
  • Provided Project leadership, performance management, managed employee relations issues including performance improvement plans, discipline issues, and investigations.
  • Coordinated and facilitated counseling and corrective action programs for exempt and non-exempt team members resulting in a successful performance management program.
  • Worked with clients to craft performance management plans and the optimal organizational infrastructure and culture for maximum productivity and effectiveness.
  • Coached Vice Presidents, Directors and Managers on employee relations issues, performance management, policy interpretation and regulatory compliance.
  • Coached management through changes and employee issues, including implementation of a performance management system using a relative contribution approach.
  • Structured and implemented web-based performance management system including software selection, full implementation and staff training to ensure success.
  • Ensured quality and productivity standards were met through application of performance management system, coaching, and developmental programs.
  • Implemented new talent and performance management process to people leaders and management employees directly impacting employee engagement and morale.
  • Conduct or facilitate training with managers and associates on performance management, behavioral interviewing, conflict resolution, etc.
  • Partner with SuccessFactors (SAP company) to tailor a software platform that encompassed performance management and succession/development modules.
  • Improved effectiveness of company leadership by providing coaching on performance management, compensation, and high-risk employee relations.
  • Develop actionable plans regarding performance management, succession planning, compensation planning, employee engagement and change management.
  • Trained managers on legal and appropriate content to be included in performance appraisals and structured performance management methodology.
  • Facilitate training, recruiting, employee relations, performance management, benefits administration and career and business development.
  • Provided counsel regarding organizational development, training, performance management, employee relations, team-building and compensation planning.
  • Educated executives and managers on talent management, succession planning, performance management and other HR related functions.
  • Worked with executives and key employees regarding performance management objectives to develop and implement a performance management program.
  • Managed and coordinated talent management, performance management, salary planning and administration processes for assigned client groups.

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2. Ensure Compliance

high Demand
Here's how Ensure Compliance is used in Human Resources Business Partner jobs:
  • Manage wage / benefit administration, ensure compliance with statutory requirements, labor relations, workers' compensation and occupational safety.
  • Performed Salary Administration equity analysis and developed a Performance Management strategy to ensure compliance and consistency across the enterprise.
  • Developed new hire materials, communications, background check policy and e-verify process to ensure compliance with government regulations.
  • Maintained benefits records and conducted benefits audits to ensure compliance and accuracy of information and billing reconciliation with vendors.
  • Worked closely with outside counsel to ensure compliance while mitigating risk and liability and managing complex investigations nationwide.
  • Managed all phases of year-end performance/salary review process to ensure compliance with established guidelines and internal equity.
  • Developed hiring plans and conducted interview-training plans to ensure compliance with State and Federal regulations.
  • Participate in developing, implementing and communicating HR policies and procedures to ensure compliance.
  • Facilitated the implementation and revision of corporate policies to ensure compliance with applicable laws.
  • Conduct exit interviews and partner with management on all involuntary terminations to ensure compliance.
  • Manage the tuition reimbursement program to ensure compliance with corporate and federal guidelines
  • Assisted in salary administration program to ensure compliance and equity within organization.
  • Coordinated with management to ensure compliance with regulatory requirements.
  • Designed a compliance checklist and traveled to organization's largest locations to conduct on-site audits to ensure compliance with OFCCP regulations.
  • Administered, communicated, and monitored HR policies to ensure compliance with laws and regulations and annually updated the employee handbook.
  • Remain current on legislative changes regarding labor laws and employment matters, developing and implementing policies and procedures to ensure compliance.
  • Managed reduction in workforce programs for division to ensure compliance with all applicable laws and fair treatment of impacted associates.
  • Partner with inside and outside counsel to ensure compliance on complex employee relations matters in the US and Latin America.
  • Reconstructed outdated employee manual, including revising obsolete policies to ensure compliance and adding new guidelines to improve morale.
  • Manage and review all disciplinary actions to ensure compliance to established policies, procedures and state and federal laws.

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3. Workforce

high Demand
Here's how Workforce is used in Human Resources Business Partner jobs:
  • Promoted excellence among city teaching staff by analyzing turnover, absenteeism, and other significant factors used to determine workforce productivity.
  • Managed key organizational initiatives which affected strategic workforce planning, organizational climate, employee engagement, and organizational design and effectiveness.
  • Developed relationships with multiple workforce planning and community organizations to drive applicable applicants to multiple open positions within the company.
  • Created and implemented workforce strategies including talent management, succession planning, mentoring, compensation and reward and recognition systems.
  • Worked with line management to ensure proper recruiting support and ensured staffing efforts strategically aligned with programs workforce staffing plan.
  • Implemented organization-wide programs and initiatives including talent management, performance management, compensation review, workforce planning and organizational change.
  • Demonstrated experience in strategic operations reviews with senior management and assisted in managing workforce readiness for critical division change initiatives.
  • Worked closely with management in the implementation of company-wide programs and initiatives such as organizational design and workforce planning.
  • Delivered an engaged, highly productive workforce through organization and leadership development supported by a culture of leader accountability.
  • Ensured strategic alignment of HR with new business objectives and minimized business interruptions through execution of workforce integration plans.
  • Partnered with Compensation to conduct analysis and invest appropriately in workforce to ensure competitiveness with high growth external market.
  • Key HR priorities include workforce management, employee relations, organizational evolution/development, and talent management and employee engagement.
  • Partnered with leadership to design and implement workforce strategies to meet organization objectives and consult management on staffing selection.
  • Supported senior corporate leaders in solving complex organizational challenges like workforce planning, performance management and executive recruiting.
  • Partner with sales and operations management and senior leadership in workforce planning and large-scale organizational change management initiatives.
  • Understand the business strategy and complete organizational and workforce strategy to support delivery of organizational goals and initiatives.
  • Monitored workforce indicators, diagnosed critical workforce issues and recommended solutions that were aligned with business objectives.
  • Support geographically dispersed workforce to include domestic and international employees; Travel to locations when needed.
  • Created and implemented workforce management plans, which helped to successfully execute downsizing efforts throughout organization.
  • Perform periodic reviews of the workforce environment and promptly identify and recommend areas of improvements.

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4. Succession Planning

high Demand
Here's how Succession Planning is used in Human Resources Business Partner jobs:
  • Implemented a competency-based talent management program to assess individual skills and to provide organizational succession planning in QVC's Broadcasting department.
  • Partnered with executive management on talent assessment initiative to assess and identify high potential talent and succession planning within their organizations.
  • Managed specific projects but not limited to Succession Planning, Recruitment Strategies, Performance Evaluations and participated in functional and cross-functional initiatives
  • Facilitate succession planning and organization review sessions with company leadership, identifying and implementing strategies to mitigate or eliminate talent gaps.
  • Aided in identifying future key business placements by coordinating and leading annual succession planning discussions with managers, using nine-box methodology.
  • Interviewed graduates, initiated psychometric testing, background checks, succession planning and provided specialized training programs for qualified candidates.
  • Facilitate succession planning and talent management projects, leadership coaching and development, employee relations investigations and organizational design activities.
  • Provided analysis and recommendations in areas such as talent management, organizational assessment, succession planning, and organizational structure.
  • Developed and deployed numerous programs and key initiatives, including talent development, resource allocation / optimization and succession planning.
  • Coached senior business leaders on leadership effectiveness and personal development; and developed new leader assimilation and succession planning processes.
  • Effected culture change and performance outcomes by implementing objective setting and performance assessment, development planning and succession planning.
  • Provide guidance and input on departmental business unit reorganizations, succession planning and workforce planning and other related matters.
  • Focused efforts on organizational planning, management development, succession planning, executive assimilation, team integration and effectiveness.
  • Partnered with the business on organizational design, workforce planning, succession planning, skills assessment and benefits/compensation administration.
  • Developed talent management initiatives that focused on succession planning, employee learning and development, and increased organizational mentoring.
  • Implemented talent assessment and succession planning process resulting in 50% improvement in successor identification and development requirements.
  • Led strategic business activities including organizational /site strategy, compensation structure and realignment succession planning and talent review.
  • Created and implemented succession planning and performance-management strategy resulting in more timely and relevant feedback to 2,500+ employees.
  • Developed, implemented and improved the performance management and organizational leadership review process (succession planning process).
  • Developed and facilitated semi-annual market Talent Management/Succession Planning session to determine and build bench strength and talent gaps.

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5. Company Policies

high Demand
Here's how Company Policies is used in Human Resources Business Partner jobs:
  • Support identification of, implements, and ensures compliance with organizational interpretation and application of company policies and procedures as needed.
  • Developed necessary business partnerships with corporate functions to maintain adherence to company policies, compensation philosophy and the company vision.
  • Provided recommendations and presented revisions on current company policies to executive leadership to be implemented across the organization.
  • Interpret company policies and procedure for full-time/contract employees at all levels as needed while providing exemplary customer services.
  • Partnered with leadership in developing interpreting, communicating, and enforcing department and company policies and procedures.
  • Monitor company disciplinary actions to ensure the consistent and fair application of company policies and procedures.
  • Conducted employee investigations as warranted and ensured disciplinary actions in compliance with store and company policies.
  • Champion all corporate and business area initiatives, advise on interpretation of company policies and procedures.
  • Ensured compliance with changing federal and state regulations by periodically updating company policies and job descriptions.
  • Delivered interpretations of company policies and procedures in relation to all human resources disciplines.
  • Supported internal and external audits to ensure compliance with Company policies and regulatory requirements.
  • Administered training and initiated employment programs in accordance with company policies and procedures.
  • Collaborated with team to develop company policies/procedures ensuring compliance with state/federal laws.
  • Lead subject matter expert on policy development and interpretation of company policies.
  • Review company policies and standard procedures identifying discrepancies within Management Resource Guide.
  • Recommend and establish company policies and procedures for areas of responsibility.
  • Partnered to develop and implement company policies and standard operating procedures.
  • Interpreted union contracts and company policies to successfully resolve labor disputes.
  • Oversee the administration of company policies including instruction and enforcement.
  • Developed, recommended and implemented all company policies and procedures.

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6. Human Resources

high Demand
Here's how Human Resources is used in Human Resources Business Partner jobs:
  • Lead strategic development and tactical execution of Americas Human Resources programs and initiatives aligned with organizational strategic plan and business objectives.
  • Design and implement training programs for unit management and corporate personnel o ensure compliance with human resources policies and federal regulations.
  • Administered various human resources plans and procedures for all personnel; assisted in development and implementation of personnel policies and procedures.
  • Provided senior level Human Resources leadership to a large fortune 100 telecommunications company broadband sales and marketing business services business units.
  • Provide a consultative approach in the development of employee centered human resources solutions through cultural and process perspective organizational development.
  • Avoid litigation by coaching and advising management on employee relations issues and implementation of related human resources policies and procedures.
  • Assist in facilitating critical organizational initiatives as well as implementing process improvements within Human Resources and across the business.
  • Collaborated with Human Resources Business Partner team in the successful development of numerous organizational and division policy and procedures.
  • Run daily business operations for the human resources function of a dynamic international workforce with a collaborative working structure.
  • Collaborate with various Human Resources/Talent Management and organizational partners to ensure excellence in the delivery of customer services.
  • Supported professional development, executive coaching, and management skill training, through Strategic Human Resources Business Partnerships.
  • Develop human resources solutions by collecting and analyzing information and recommending appropriate courses of actions to supported leaders.
  • Collaborated with Corporate Human Resources Director and Legal Department on sensitive and complex issues for resolution.
  • Partnered closely with business leaders to facilitate the development and implementation of Global Human Resources programs.
  • Facilitated human resources related courses in conjunction with agency s in-house learning and development program.
  • Implemented ImageNow document imaging process to create a paperless Human Resources environment across all locations.
  • Managed and supervised 7 human resources professionals in the DoD/Military Programs Division and international team.
  • Provided strategic operational and functional Human Resources partner support to senior leaders and managers.
  • Worked to transform Human Resources from administrative to a strategic business partner for organization.
  • Partnered with department managers to implement Human Resources solutions that supported the business initiatives.

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7. Business Units

high Demand
Here's how Business Units is used in Human Resources Business Partner jobs:
  • Experience in the application of human resources principles across business units and markets to effectively network and navigate through organizational relationships.
  • Partnered with managers on fostering a high-performing culture, organizational design, coaching and driving HR initiatives across business units.
  • Provide leadership and direction in establishing performance management practices/processes for individual business units in line with business strategy and culture.
  • Managed reorganization and consolidation of two business units, including staff promotions, position eliminations and restructuring of job responsibilities.
  • Coordinated and organizationally managed the temporary staffing initiative utilized across Tax and Accounting, US business units and locations.
  • Participated in strategic business planning with functional business units and provided guidance regarding staffing and complying with annual budget.
  • Reported and analyzed departmental and Business Unit measurements that supported the accomplishment of the Business Units strategic goals.
  • Developed integrated HR solutions for the business units and formulated partnerships across the organization to deliver value-added services.
  • Participated in Human Resource divisional workforce strategy forecasting project that was implemented through-out all Goodrich's business units.
  • Consult with multiple business units across multiple states recommending HR strategic solutions to improve critical business outcomes.
  • Manage the annual performance and promotion review processes for Solution Consulting and Business Operations business units.
  • Assisted business units with reorganizations and the development of target operating models and competency models.
  • Implement associate engagement plans for designated business units by analyzing survey data and employment trends.
  • Developed strategic staffing plans and provided recruiting support to other business units throughout team.
  • Lead compensation and incentive planning process for business units -provide compensation analysis and recommendations.
  • Partnered with multiple business units in several states, successfully driving all employee-related objectives.
  • Provided expert guidance to business units in creating compensation, staffing and termination decisions.
  • Develop comprehensive programs to improve employee engagement and empowerment across the business units.
  • Led business units in actively recruiting diverse candidates for management positions in 2016.
  • Provided HR support and consultation to assigned internal business units and support organizations.

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8. Organizational Development

high Demand
Here's how Organizational Development is used in Human Resources Business Partner jobs:
  • Facilitated organizational development and efficiency through talent management and strategic collaboration.
  • Lead company-wide organizational development project initiatives.
  • Designed and facilitated organizational development off-sites.
  • Served in a management/consultant role to the department heads and Executive Leadership team on organizational development and strategic Human Resources planning.
  • Lead HR team of compensation analysts, recruiters, employee relations specialists and organizational development consultants to accomplish Medical Group initiatives.
  • Directed Organizational Development processes including performance/talent review, succession planning, change leadership, organization models, union awareness and avoidance.
  • Collaborated with leaders to get drugs to market by maximizing staff performance through critical skill development, organizational development and training.
  • Manage the talent management and the organizational development strategies to identify high potentials for promotion, recognition and succession planning programs.
  • Designed and facilitated organizational development initiatives that align business strategy, leadership behaviors and employee engagement to achieve desired business results.
  • Manage all aspects of talent assessment and performance management, rewards & recognition, and organizational development aligned with business strategy.
  • Contributed to business performance by providing strategic consulting on people strategies & organizational development for defined business units & operational areas.
  • Expanded organizational development by establishing regular weekly executive leadership meetings and monthly leadership meetings for regular strategic planning, and communication.
  • Provide consultation and guidance to customers in regard to managing talent, performance, organizational development, employee engagement and retention.
  • Enhance organizational development by identifying training and development needs; ensuring effective utilization of performance management feedback systems and processes.
  • Direct human resources and organizational development initiatives within multiple retirement communities (direct human resources contact for 400+ employees).
  • Collaborated with Organizational Development Team to roll out Behavioral-based Interviewing Training for all managers and directors throughout the medical center.
  • Created and lead organizational development analysis focusing on span of control, headcount, productivity, efficiency, and engagement.
  • Assist leadership in overall organizational development, business administration, process improvement, and business planning, including budgeting.
  • Partnered with the business to drive HR programs such as talent management, performance/ compensation management and organizational development.
  • Implemented Organizational Development assessments and effectively managed outsourcing of 48 employees, ensuring successful transition and continuity of work.

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9. Counsel

high Demand
Here's how Counsel is used in Human Resources Business Partner jobs:
  • Counseled and advised management on HR policies and procedures, determined disciplinary actions, prepared and provided documents for case preparation.
  • Minimized legal exposure by counseling managers in performance coaching, documenting declining performance, and authorizing all involuntary separations when applicable.
  • Counseled management on business development objectives ensuring effective aligning of corporate strategies with established company goals by utilizing SWOT analysis.
  • Provided consultation with management on organizational problems, employee and management development; counseling with individual employees regarding career development.
  • Provided in-depth information and counseling to employees regarding new benefit package during merger, maintaining employee satisfaction with benefits.
  • Provided direct support to executives and other senior managers, including executive coaching and counsel on talent management strategies.
  • Provide strategic and tactical employee relations support, including investigations, counseling, policy interpretation and performance management.
  • Provide employee performance counseling/coaching to managers, focused on the practical application of policy/procedures that balanced business needs.
  • Coached, counseled and developed business leaders on compliance with organizational policy s and state/federal legal requirements.
  • Provided counsel and employee relations expertise to leaders ensuring uniform and equitable application of policies and practices.
  • Maintain regular communication with assigned relocation vendor counselor to track progress and address any concerns.
  • Ensured consistent execution of compensation programs including merit, bonus, and promotional counseling.
  • Investigated and provided counsel and recommended solutions to management on employee relations issues.
  • Managed Immigration/Visa process; consulted with legal counsel regarding sensitive and complex issues.
  • Guided and counseled highly successful managers in multiple locations in people-related matters.
  • Counseled management on contractual requirements or entitlements relating to employee relations matters.
  • Coached and counseled clients regarding organizational effectiveness and change management initiatives.
  • Coordinated with outside legal counsel regarding immigration and employee relations cases.
  • Collaborated with outside counsels, consultant and persuaders for anti-union campaigning.
  • Coached and counseled management regarding employee relations and performance management.

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10. Training Programs

high Demand
Here's how Training Programs is used in Human Resources Business Partner jobs:
  • Developed and delivered customized professional development and leadership training programs that addressed areas such as coaching, development, talent acquisition.
  • Resuscitated struggling organization by reducing overstaffed department by 15%, addressing and resolving compliance issues and facilitating extensive training programs.
  • Worked in conjunction with senior management to institute employee training and development opportunities, including new manager and cross-functional training programs.
  • Analyzed existing training programs and developed new customized training programs in an effort to implement a curriculum focused on measurable outcomes.
  • Developed training programs and materials for supervisors including topics such as performance management, employee engagement, and disciplinary actions.
  • Developed and implemented training programs that focused on managerial effectiveness with a heavy emphasis on emotional intelligence and coaching skills.
  • Prepared EEO1 report and Vets 100 report designed and facilitated some training programs including personalized orientation and harassment programs.
  • Developed and presented informational training programs for employees to introduce company initiatives, policies and best business practices.
  • Developed and facilitated training programs on career development, basic level management skills, and succession planning.
  • Created and facilitated partner internal training programs drove performance management and ensured consistent state/federal/local employment legislation compliance.
  • Structured and executed performance management training programs for managers and staff of the Lubrication Business Unit.
  • Designed and presented supervisory training programs on behavioral interviewing, performance management, and harassment prevention.
  • Deployed a combination of educational training programs and one-on-one coaching to improve manager effectiveness and performance.
  • Developed and facilitated management training programs - increasing knowledge of all areas of Human Resources.
  • Participate in evaluation and monitoring of employee engagement and training programs to ensure success.
  • Deliver training programs to managers and employees to support organizational growth and development strategies.
  • Introduced new employee orientation and individualized training programs resulting in 92% satisfaction rating.
  • Worked with various departments in developing specific training programs required for each position.
  • Awarded certificate of recognition for superior performance in employee retention and training programs.
  • Assisted senior leaders in planning, executing and tracking professional development training programs.

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11. Hris

high Demand
Here's how Hris is used in Human Resources Business Partner jobs:
  • Designed, implemented and communicated process for employee, compensation and reporting relationship changes in anticipation of manager self-service HRIS system.
  • Managed HRIS system migration to ExponentHR technology platform with full employee/manager self-service eliminating multiple homegrown systems and one service provider.
  • Collaborated with IT Business Analysts and Project Managers to develop System Requirement Specifications for HRIS system upgrades and enhancements.
  • Participated in the implementation of a new HRIS system including requirement identification, training and employee communications.
  • Engage employees involving position development/training, compensation and benefit program administration, and HRIS/personnel records and reporting.
  • Assisted several legacy Northrop Grumman organizations with transition activities involving realignments, HRIS conversions and benefit changes.
  • Facilitated New Hire On-boarding presentations and processes including benefits enrollment and HRIS system updates.
  • Led implementation/transition team to install a broader based Payroll/HRIS platform.
  • Conduct statistical analysis and reporting for Executive Management via HRIS
  • Managed and drove multiple HRIS/payroll system implementations and conversions.
  • Administered payroll in HRIS and supported pay-for-performance.
  • Participated in building a self-service HRIS
  • Process new hires, terminations, job status changes, department/supervisor changes, merit increases, and salary adjustments in HRIS.
  • Collaborated with finance, IT, and an outside vendor on successful design and roll out of a new HRIS system.
  • Obtain new hire paperwork, circulate to applicable staff in Finance and Information Technology and enter into HRIS for the programs.
  • Key Areas: Project management for the implementation of the new HRIS system, including the Recruitment and Employee Relations modules.
  • Support the implementation and proper use of HR tools (review process, engagement survey, HRIS, etc.)
  • Provided continuous guidance and support to employees with inquires related to HRIS processes, compensation, employee benefits and policies.
  • Worked on various team projects to integrate staff, dovetail seniority lists, revise job descriptions, and merge HRIS.
  • Work with functional partners to ensure proper HRIS set-up as well and make certain employees' pay is administered correctly.

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12. Diversity

high Demand
Here's how Diversity is used in Human Resources Business Partner jobs:
  • Conducted cross-cultural and diversity training for managers and associates, increasing cultural awareness, adaptation to and acceptance of cultural differences.
  • Developed and executed a comprehensive recruitment strategy focused on achieving staffing targets, reducing time to hire and enhancing diversity.
  • Identified and cultivated external relationships with diversity focused organizations, in partnership with Talent Acquisition and the Inclusive Diversity team.
  • Presented information regarding individual executive performance, succession planning, diversity initiatives and concerns, and employee engagement and retention.
  • Implemented Verizon Business strategic diversity plan by partnering with various teams to raise awareness and participating in the engagement strategy.
  • Improved communication and understanding regarding immigrant employees by initiating and leading a Diversity Steering Committee and cultural awareness sessions.
  • Design and implement division programs including diversity, redundancy, legal document standards, metrics and reporting framework.
  • Led Diversity recruitment and inclusion initiatives for global engineering teams that increased under represented populations by 15%.
  • Deployed HR metric tools and analyzed AAP data to inform diversity and training and development initiatives throughout organization.
  • Developed a nomination process to develop key talents using rotational assignments such as Compliance Officer and Diversity Chairpersons.
  • Implemented a new Equality Action Plan to improve diversity in liaison with union representatives and corporate management.
  • Developed diversity and inclusion plans and engaged leadership team's participation in promoting an inclusive work environment.
  • Administer all staffing-related policies and procedures, including redeployment activity and BNY Mellon's diversity recruitment emphasis.
  • Developed and implemented a diversity strategy across the organization that focused on recruiting efforts and manager training.
  • Identified and analyzed diversity and inclusion issues; appointed Diversity & Inclusion Champions within engineering staff.
  • Developed and implemented division-wide exempt recruitment models, with particular emphasis on diversity recruitment and retention.
  • Co-created framework for mentoring program, presented to President which resulted in hiring a Diversity Manager.
  • Partnered with managers and supervisors as well as National Staffing Network on diversity recruiting initiatives.
  • Improved diversity retention 12% by designing/facilitating emotional intelligence and diversity & inclusion learning programs.
  • Initiated balance workforce programs and worked with managers to proactively implement diversity and inclusion strategies.

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13. Client Groups

high Demand
Here's how Client Groups is used in Human Resources Business Partner jobs:
  • Managed the organizational design, assessment and selection, voluntary and involuntary separations of assigned client groups during enterprise-wide re-organization.
  • Developed and maintained partnerships with senior decision-makers within client groups to effectively achieve business results and manage complex HR activities.
  • Partner with Client Groups to achieve re-alignment and rightsizing initiative in order to drive company fiscal responsibility objective.
  • Provide consultative advice to the organization's leadership and facilitates organizational effectiveness initiatives within multiple client groups.
  • Managed employee survey results and action-planning process resulting in improved employee satisfaction and productivity within client groups.
  • Support client groups including manufacturing operations and engineering team members in all areas of HR functionality.
  • Managed Performance Assessment and Pay Determination for client groups including analysis, facilitating sessions and education.
  • Participated in facilitating HR / Business related change and cultural transformation initiatives across assigned client groups.
  • Implemented employee engagement initiatives within employee client groups that resulted in improved communication and morale.
  • Support client groups as Strategic Business Partner to ensure efficient and effective organizational transition.
  • Administered performance management and employee development programs for assigned client groups.
  • Facilitated calibration process for all client groups to ensure ratings distribution.
  • Led complex consolidation of multiple client groups into Product Service organization.
  • Managed several reorganizations in client groups and change management initiatives.
  • Communicated compensation programs to client groups.
  • Maintained strategic partnerships with client groups, vendors and benefit service providers to ensure strategies were aligned to drive business needs.
  • Assess, design and implement appropriate strategies to minimize risk and balance the business and human needs within designated client groups.
  • Led the Q1 Organization & Leadership Review (OLR) & Promotion process for the two client groups resulting in approx.
  • Redefined HR relationships with client groups and allowed them to utilize me as a true partner in their line of business.
  • Provide the client groups and others with various types of team member reports including compensation, attrition and others as needed.

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14. EEO

high Demand
Here's how EEO is used in Human Resources Business Partner jobs:
  • Conducted investigations relating to potential EEO, discrimination and/or employee relations issues and documented findings with recommendations for resolution.
  • Facilitated managerial decision-making by providing timely information and guidance to managers, particularly regarding EEO laws and regulations.
  • Conducted internal investigations into allegations of discrimination/harassment and reported to EEOC and state and federal agencies.
  • Provided guidance and interpretation of employment law, EEOC regulations and collective bargaining agreements.
  • Maintained constant vigilance against company liability in areas of discrimination, EEOC and harassment.
  • Prepared Company Position Statement to respond to EEOC charges Key contributor to investigations.
  • Assisted in successfully defending against EEOC complaints by providing appropriate and thorough documentation.
  • Conducted complaint/grievance investigations and reviewed and responded to EEOC charges and unemployment hearings.
  • Advised management regarding the interpretations of EEO and diversity policies and procedures.
  • Focus on EEO/Diversity, special focus on supporting Military Veterans
  • Represented the organization at mediation/EEOC meetings and unemployment hearings.
  • Conducted investigations surrounding sexual harassment and EEOC claims.
  • Align recruitment efforts to affirmative action/EEO guidelines.
  • Mediated and/or investigated EEO related complaints.
  • Managed and oversaw EEOC investigations.
  • Investigated and resolved EEO grievances, examined the company practices for possible violations, and compiled and submitted EEO statistical reports.
  • Managed all employee complaints with external agencies (including filings with EEOC, Utah Unemployment, and Utah Labor Commission).
  • Respond to all EEOC/DOL and any other claims filed against the company, including gathering historical employment data and company data.
  • Reorganized promotion process to capture EEOC metrics, streamline evaluation process and provide a standard framework for evaluation and succession planning.
  • Lead strategic and tactical endeavors in the areas of talent acquisition, retention, employee relations/EEOC investigations, and leadership development.

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15. Leadership Development

average Demand
Here's how Leadership Development is used in Human Resources Business Partner jobs:
  • Provided executive coaching for Vice Presidents on organization design, identifying leadership development opportunities and structure departments to improve organizational effectiveness.
  • Facilitated Leadership Development training at a Corporate/District Level, ensuring consistency in employee treatment within a high tempo retail work environment.
  • Ensured that performance management, promotions and terminations, leadership development and succession planning were comprehensive and drove employee retention.
  • Launched Leadership Development Program for Top Talent providing employees strategic assignments, projects and executive mentors and job shadowing opportunities.
  • Key responsibilities focused on strategic talent management, organization design, leadership development, change management and Organization Effectiveness initiatives.
  • Coached and facilitated leadership development activities including assessing needs and skills of business unit, and provided department specific support.
  • Co-developed and launched a comprehensive Leadership Development course for North American Managers and trained Global HR for international roll-out.
  • Designed, developed and globally implemented Leadership Development Curriculum, Technical Product Engineering Curriculum, and New Employee Curriculum.
  • Developed and/or delivered training for leaders addressing performance management, employee relations, coaching and counseling and leadership development.
  • Support internal clients through the facilitation, design and/or implementation of employee engagement, leadership development and business initiatives.
  • Conducted senior level performance coaching, counseling and negotiation to improve leadership development and executive performance across the organization.
  • Designed and managed a leadership development program targeting top level executive talent within the Global Sales and Services organization.
  • Created and facilitated leadership development for top leaders in client groups that was both internally and externally developed.
  • Partnered with Executive Staff to assess organizational needs and implement solutions including restructuring, outsourcing and leadership development.
  • Partnered with newly tenured senior leadership in executing succession planning, talent assessment and other leadership development strategies.
  • Facilitated first leadership development initiative to champion organization transformation and deliver strategy to meet high-growth business objectives.
  • Provided one-on-one coaching to the leadership team and emerging leaders to support management effectiveness and leadership development.
  • Identify opportunities and challenges related to Talent Management, Leadership Development, Performance Management and Succession Planning.
  • Implemented programs to improve organizational effectiveness, improve employee engagement, strengthen leadership development in corporate headquarters.
  • Facilitated over 75 customized workshops and coaching sessions designed to generate breakthrough leadership development across the organization.

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16. Fmla

average Demand
Here's how Fmla is used in Human Resources Business Partner jobs:
  • Administered FMLA process in collaboration with third-party administrator to ensure accurate accounting of hours and timely communication and training to management.
  • Developed and executed policies, which included leading manager training regarding disciplinary process, CT FMLA regulations and leave administration.
  • Facilitate the inter-relationships with FMLA/ADA and internal attendance policies.
  • Complete work station ergonomic assessments and make recommendations.FMLA/STD paperwork processing
  • Processed leave of absences and determined FMLA eligibility.
  • Managed all aspects of FMLA/disability leave administration.
  • Coordinated benefits programs, (e.g., short and long-term disability, FMLA leave, and the annual employee enrollment).
  • Investigate and respond to inquiries from governmental agencies to assure compliance with Title VII, ADA, FMLA, and ADEA.
  • Organized, audited and created process for FMLA for company of 1500 employees with approximately 25 - 30 active FMLA employees.
  • Coached business leaders by providing professional consultation on complex employee issues involving FMLA, ADA, compensation, and performance management.
  • Achieved Best Customer Service results 2011-2013 -by senior leadership and vendor for FMLA, STD and LOA engagement and escalation resolution.
  • Partnered with Legal to expertly manage the administration of Work Visas, FMLA/LTD/STD, Workers Compensation, and Unemployment claims.
  • Advise employees and management regarding benefits, including health and welfare, as well as FMLA leave and ADAAA accommodation.
  • Coordinate all Leaves of absence related to FMLA, STD and LTD including communication with LOA employees and their managers.
  • Managed and coordinated leave of absences, including FMLA, and served as point of contact for benefit related questions.
  • Process all leave of absence requests, including disability paperwork: medical, personal, disability, FMLA and military.
  • Organized in-services to educated high ranking officials on the urgency of complying with FLSA, FMLA, OSHA, ERISA regulations
  • Handled all employee inquiries for 200 person divisional office including FMLA, insurance questions, clarification of policies and procedures.
  • Serve as point of contact for the call center operations for FMLA, ADA and Leave administration requests and concerns.
  • Served as subject matter expert for entire business unit HR Team for ADA and FMLA laws - Federal and California.

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17. Employment Laws

average Demand
Here's how Employment Laws is used in Human Resources Business Partner jobs:
  • Advise management of risks associated with current business practices and recommend improvements by providing expertise to management in regarding employment laws.
  • Counseled employees and managers regarding interpretation and implementation of company policies and procedures, and relevant state and federal employment laws.
  • Perform investigations into employee complaints and provide recommendations for corrective action while ensuring compliance with federal and state employment laws.
  • Oversee organizational staffing and employment processes to maintain compliance with applicable state/federal employment laws.
  • Facilitated termination process, ensuring protocol was practiced and employment laws were followed.
  • Educated and supported management in understanding and complying with employment laws and regulations.
  • Maintain compliance with federal and provincial regulations concerning employment laws and practices.
  • Ensured compliance with federal, state and county employment laws for all HR activity, as well as 11 union contracts.
  • Designed and implemented training programs to enhance the knowledge of supervisors and managers in company policies and employment laws, e.g.
  • Audit and facilitate compliance postings for 48+ locations throughout nation on all state and federal employment laws as FM Poster Captain.
  • Consult business leaders on employee relations issues by offering coaching and guidance on employment laws, policy adherence, and interpretation.
  • Resolve employee relations and dispute resolution issues in accordance with company practices and culture, as well as all employment laws.
  • Ensured the organization was in compliance with federal, state and local employment laws by serving as the Affirmative Action Officer.
  • Ensured compliance with all aspects of federal, state and local employment laws & regulations: stayed abreast of new regulations.
  • Interpret and ensure compliance and administration of employment laws and policies such as FLSA, FLMA, EEO, etc.
  • Consulted with employers on issues of compliance with state and federal employment laws, policies, procedures, and handbooks.
  • Enabled company compliance with employment laws and eliminated litigation risk by coaching management on the resolution of employee relations issues.
  • Maintained a working knowledge of employment laws, market practices, and general business environment knowledge and applied them operationally.
  • Provided guidance and expertise on performance management plans, discipline and termination processes to ensure employment laws are not violated.
  • Manage and resolve employee relations issues leveraging in-depth knowledge of US employment laws related to day-to-day management of employees.

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18. Action Plans

average Demand
Here's how Action Plans is used in Human Resources Business Partner jobs:
  • Spearheaded manager effectiveness initiatives, including change management training, resulting in fully developed action plans to support organizational transformation initiatives.
  • Partnered with managers to develop action plans that steadily increased employee engagement, patient satisfaction and an increased level of accountability.
  • Collaborated with the Global Quality leadership to identify organization initiatives and establish action plans focused on tapping into vital opportunities.
  • Assisted with annual associate engagement survey and working with managers on action plans to improve attrition and overall associate satisfaction.
  • Collaborated with leadership to analyze employee engagement and turnover data and to create appropriate action plans to ensure improvement.
  • Facilitated company-wide Engagement Survey and Organizational Baseline that led the creation of company-wide and business unit level action plans.
  • Conducted organizational assessments of strengths, challenges and opportunities that impacted club effectiveness and proposed integrated action plans.
  • Facilitate talent review meetings and implement effective action plans to support an upgrade in the organization capability.
  • Researched and validated intervention data, developed and implemented action plans and follow-up metrics improving organizational effectiveness.
  • Identified drivers of engagement and commitment, analyzed data and developed action plans with senior leadership.
  • Facilitated engagement survey debriefs and worked with leadership to develop action plans to improve colleague engagement.
  • Collaborated to create development action plans with measurable goals to evaluate progress against desired results.
  • Facilitated engagement survey by partnering with supervisors to develop action plans to enhance manager effectiveness.
  • Implemented and executed customized action plans for designated business groups based on engagement survey results.
  • Assessed internal and external equity and formulated action plans to address concerns with compensation structure.
  • Reviewed and developed affirmative action plans and proper job jacket procedures for candidate tracking.
  • Facilitated accelerated talent action plans, performance management, analysis, and communicated progress.
  • Partnered with senior management to analyze employee satisfaction survey; implemented action plans.
  • Partnered with department managers to develop action plans that improved organizational effectiveness.
  • Monitored and revised affirmative action plans within protected classes among my region.

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19. Business Leaders

average Demand
Here's how Business Leaders is used in Human Resources Business Partner jobs:
  • Coached business leaders during significant integration of two distinct business divisions and new executive management with no turnover of critical roles.
  • Collaborate with Business Leaders to influence business strategy based on a deep understanding of the business implications for the organization.
  • Consulted and coached all levels of management in staff development in addition to assisting the business leaders in professional development.
  • Recommend human resources strategies and services to optimize effectiveness and enable clinical and business leaders to successfully meet their objectives.
  • Evaluate and recommend HR operating model initiatives to provide robust comprehensive, consultative and strategic expertise to business leaders.
  • Provided strategic consultation to business leaders on change management, retention strategies, organizational design, and workforce planning.
  • Collaborate with business leaders to manage employee relations issues including performance/ development/success plans, investigations and employment terminations.
  • Collaborate with business leaders to ensure the successful implementation and uniform administration of company-wide change initiatives and practices.
  • Guided business leaders through reorganization and restructure activities and ensured legal and regulatory compliance while supporting displaced workers.
  • Provide direct consultative and strategic partnering efforts to senior business leaders to maximize performance of the global organization.
  • Assessed and anticipated HR-related needs, communicated proactively with business leaders, and developed integrated and strategic solutions.
  • Partner with business leadership to develop and implement workforce planning requirements, talent acquisition strategy and on-boarding programs.
  • Developed and managed an active enterprise college recruiting strategy in partnership with the HR Business Leadership Organization.
  • Partnered with executives and business leaders to establish programs that increased employee engagement and talent development.
  • Reviewed, recommended and gained acceptance from business leaders on strategic and operational organizational design solutions.
  • Partner with the Compensation Department and business leadership to ensure fair and consistent compensation administration.
  • Partner with business leaders to ensure engagement activities and plans are articulated and delivered appropriately.
  • Assisted business leaders at various levels in identifying, prioritizing, and building organizational capabilities.
  • Communicated findings and offered recommendations to business leaders to educate them on areas of opportunity.
  • Coached business leaders consistently on communicating individual and team expectation to the associate population.

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20. Career Development

average Demand
Here's how Career Development is used in Human Resources Business Partner jobs:
  • Coached and mentored managers and supervisors in employee performance management, career development, compensation strategies, retention and organizational strategy.
  • Increased employee engagement by fostering open communication, planning activities/recognition, promoting career development, and offering health and wellness initiatives.
  • Conducted talent management/career development interviews with high potentials across North America and Canada to determine their career interests for future placement.
  • Provide coaching to employees, senior leadership and executive leadership regarding employee career development, change management and cultural transformation.
  • Implemented competency-based broadband compensation system resulting in improvements to career development, feedback tools, and reward and recognition programs.
  • Developed and implemented a Temporary Coverage and Assignment Program in support of career development across the Sales and Marketing organization.
  • Created and facilitated career development programs enhancing employee development planning, increasing networking, and establishing 'job enrichment' opportunities.
  • Delivered managerial training on performance management, career development, and performance feedback communications to increase employee engagement and retention
  • Designed and implemented multiple professional development programs: Leadership, Management and Career Development training and executive coaching programs.
  • Support line managers and Directors on employee career development and organization succession planning/ annual People & Organization review.
  • Provided and presented Career Development plan to Engineering groups in 3 different phases for management and individual contributors.
  • Spearheaded innovative project that created lateral career development opportunities targeted to non-exempt operations population who previously felt stagnant.
  • Provided career development coaching and mentoring to employees and managers, and identified and recommended opportunities for development.
  • Provide performance management guidance to lower management to ensure coaching, counseling, career development are practiced.
  • Identified and delivered learning solutions for supervision to support career development and expanded opportunity for promotion.
  • Assessed workforce and established career development and succession planning programs to improve retention and engagement.
  • Generated career development programs and improvements in talent management to increase team productivity and retention.
  • Promote the Company competency models, performance management process and functional career development tools.
  • Develop necessary materials and conduct student workshops on a variety of career development topics.
  • Led deep-dive organization talent reviews, resulting in series of initiatives driving career development.

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21. Job Descriptions

average Demand
Here's how Job Descriptions is used in Human Resources Business Partner jobs:
  • Created career architecture and scaling job descriptions including functional and technical competencies, position responsibilities, educational requirements, etc.
  • Assisted Company management in the development or update of job descriptions to ensure job requirements were aligned to organizational needs.
  • Lead development and implementation of consolidation and standardization of competencies and job descriptions and profiles across Farmers Service Point.
  • Participated in a corporate-wide career family job design project to review job descriptions within the assigned business unit.
  • Developed and delivered updated and improved job descriptions, success profiles, and a competency-based behavioral interview guide.
  • Develop Merit/Promotional Increase Guidelines by evaluating position job descriptions and determining market competitiveness both internally and externally.
  • Conducted recruitment activities, job analyses, classifications, job descriptions, candidate identification and selection.
  • Analyze job descriptions, determine correct allocation, and conduct salary reviews to ensure market competitiveness.
  • Worked closely with Compensation on creating and evaluating job descriptions and assisted with market data analysis.
  • Monitored operations and identified problems with job descriptions and implemented salary survey process for Institutional Business.
  • Maintain job descriptions, update policies and implemented new processes on hiring guidelines for supervisors/managers.
  • Contributed in developing competency-based process for job descriptions, job leveling, and compensation plans.
  • Developed and/or reviewed job descriptions making sure every position had an accurate job description.
  • Redesigned the internal job description template and successfully updated all job descriptions company wide.
  • Developed job descriptions, rewards and recognition criteria, and lead staffing and communication efforts
  • Partner with management to develop relevant, compelling job descriptions across all organizational levels.
  • Developed and implemented professional and concise job descriptions and employee performance evaluation forms.
  • Organize and direct office operations including revising job descriptions and reallocating of funds.
  • Design and develop proposed organizational charts, job descriptions, and relevant materials/correspondence.
  • Reviewed and localized job descriptions and compensation with Talent Acquisition and Compensation Centers.

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22. Business Objectives

average Demand
Here's how Business Objectives is used in Human Resources Business Partner jobs:
  • Formulated partnerships with internal customers to deliver value added services which reflected business objectives and optimized employee job satisfaction and retention.
  • Innovated performance management strategies/systems to help identify future business competencies needs and aligned employees by talent segmentation to meet business objectives.
  • Improved and expanded workforce capability to meet current and future business objectives through standardization and refinement of OD/TM performance enhancement programs.
  • Worked closely with senior business leaders in understanding business requirements, challenges and provided them solutions to meet business objectives.
  • Align business objectives with employees and management for consulting business unit, including communicating proactively to develop integrated solutions.
  • Guide all levels of managers to meet company standards and functional business objectives including solving high risk/visibility labor issues.
  • Implement cross-functional product category teams including shared goals and metrics to increase team effectiveness and deliver against business objectives.
  • Partnered with executive management to align Human Resource strategies and initiatives to enable achievement of business objectives and goals.
  • Partnered with business leaders to evaluate, understand and align organizational vision for teams through continually changing business objectives.
  • Formulated partnerships across HR function to deliver value added service to management and employees which reflected organization business objectives.
  • Partnered with executive leadership on HR/business strategy alignment and blueprint execution of client's functional and business objectives.
  • Designed comprehensive HR solutions that sustain key business requirements and align with the organization's short/long-term business objectives.
  • Collaborated with the executive team in identifying and addressing workforce needs in support of accomplishing key business objectives.
  • Collaborated with leaders in the development and execution of strategies to maximize employee engagement and support business objectives.
  • Provided support to business areas to facilitate aligning business objectives such as cost savings and quality improvement.
  • Collaborate closely with center leadership team and corporate office leads to implement solutions that drive business objectives.
  • Partnered with organizational leadership to achieve strategic goals through the alignment of human resource and business objectives.
  • Worked closely with business partners to monitor talent supply and demand to ensure business objectives were accomplished.
  • Managed and developed an employee compensation/reward and recognition programs, driving pay-for-performance culture aligned with business objectives.
  • Worked with hiring managers to assess and shape organizational culture that supported achievement of key business objectives.

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23. Exit Interviews

average Demand
Here's how Exit Interviews is used in Human Resources Business Partner jobs:
  • Ensured effective employee separation process including conducting exit interviews, reporting, preparation of separation and release agreements and exit processing.
  • Reviewed exit interview feedback obtained by Talent Acquisition Managers for mid/junior level positions; conduct exit interviews for senior level positions.
  • Administered exit interviews, prepared and analyzes quarterly termination reports, and provided recommendations to Vice Presidents of field operations.
  • Processed voluntary and involuntary terminations, conducted exit interviews and worked with legal counsel to minimize exposure to liability.
  • Conduct exit interviews with employees leaving the company to access overall success of employment relationship and opportunities for improvement.
  • Conduct new hire orientation and exit interviews while utilizing inputs as feedback to foster cultural and operational improvements.
  • Conducted exit interviews and identified potential risk and adjusted practices accordingly to improve retention year over year.
  • Conducted and documented exit interviews Semi-annually analyzes data, identifies trends, and determines areas of improvement.
  • Conducted recruitment effort for exempt/non-exempt personnel and temporary employees; conduct new-employee orientations and exit interviews.
  • Prepared employee separation notices and related documentation and conducted exit interviews to determine reasons behind separations.
  • Conducted exit interviews, performed analysis on feedback and reported findings and recommendations to Executive Leadership.
  • Conducted exit interviews, assisted managers with disciplinary action documentation and general employee relations issues.
  • Conduct exit interviews with the goal of identifying controllable behaviors that adversely affect turnover statistics.
  • Conducted exit interviews, analyzed turnover data and made recommendations to management for appropriate action.
  • Complete exit interviews to understand turnover trends and proactively implement retention strategies when applicable.
  • Conducted exit interviews and analyzed exit data to provide recommendations to improve employee retention.
  • Facilitated relocation process, conducted exit interviews, transfers, and salary performance appraisals.
  • Conducted exit interviews; administered workers compensation claims; represented company at EDD hearings.
  • Conducted exit interviews and ensured necessary termination paperwork was completed Professional Experience (continued)
  • Process terminations and reductions-in-force, conduct exit interviews and analyze attrition data for trends.

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24. Corrective Action

average Demand
Here's how Corrective Action is used in Human Resources Business Partner jobs:
  • Work collaboratively to identify development needs and guides managers with corrective action steps to help improve employee performance and behavioral concerns.
  • Ensured project milestones were met by formulating/recommending corrective action measures and implementing change achieving productivity, quality, and cost initiatives.
  • Developed training programs and tools for managers for subjects including: behavioral interviewing, corrective action and colleague engagement.
  • Facilitated training sessions on employee engagement, effective interviewing, coaching/corrective action, performance improvement, and employee relations.
  • Investigated allegations of policy and behavior violations and worked with managers to develop corrective action plans as necessary.
  • Investigated and resolved complex employee relations and compliance issues by conducting investigations; recommending and implementing corrective actions.
  • Recommend appropriate corrective action, following investigation, to ensure equitable and consistent application across the organization.
  • Review and evaluate disciplinary actions to include written corrective actions, suspensions and termination of employment etc.
  • Staff and strategic meeting participation to develop and implement corrective actions plans to improve the customer satisfaction.
  • Conducted employee relations investigations and collaborated with Corporate HR and Legal team to implement corrective actions.
  • Provided training and counseling to managers for updated employee performance evaluation program and corrective action system.
  • Conducted internal investigations and administered corrective action accordingly, up to and including termination of employment.
  • Mediate employee/manager disputes, conduct investigations, team calibrations and implement solutions/corrective action with appropriate influence.
  • Prepare corrective action and separation documentation, conducted exit interviews to identify trends in employee turnover.
  • Worked with hospital leadership by conducting investigations, evaluated findings and imposed corrective action when appropriate.
  • Support managers in creating corrective action documentation and appropriate talking points to support corrective actions.
  • Support management with employee relations issues, including investigating and making recommendations for corrective actions.
  • Safeguarded company policies by conducting investigations, providing recommendations and resolutions to corrective action.
  • Assessed and made recommendations for improvement and developed and implemented a corrective action plan.
  • Monitor compliance and implements corrective actions with regard to department internal controls as necessary.

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25. Human Capital

average Demand
Here's how Human Capital is used in Human Resources Business Partner jobs:
  • Provide human capital management consulting services to clients in technology, professional services, media/communication, education, and other industries.
  • Provide practical program designs and successful implementations to meet articulated and anticipated human capital needs within the business operations I support.
  • Conduct performance gap analysis during change initiatives to anticipate potential human capital impact and forecast efficient business solutions for the future.
  • Developed and implemented programs and strategies to maximize human capital and drove performance goals in line with company performance management standards.
  • Directed team of human resource professionals in delivering human capital solutions to business challenges while improving employee engagement of team members.
  • Partner with business and functional line management in recommending, developing and executing human capital strategies to achieve business goals.
  • Conducted an organizational assessment, and recommended the development of a cohesive strategy to align human capital goals and programs.
  • Partnered with management on matters of organizational structure, human capital recruitment and utilization on major projects and initiatives.
  • Ensured compliance with requirements, policies and regulations by enforcing Human Capital Strategies adherence advising management on needed actions.
  • Supported human capital strategies, succession planning, organizational leadership reviews, and employee professional development initiatives and rotations.
  • Designed and led human capital initiatives supporting strategic objectives for a national construction services provider with over 7000 employees.
  • Develop human capital strategies in support of building technical professional services business in our utility and business consulting practices.
  • Partnered with internal Talent Acquisition and External Recruitment process outsourcing companies for all human capital planning initiatives for site.
  • Developed human capital through employee selection, training, fostering productive communication, succession planning and efficient organizational design.
  • Collaborate with client groups on the development and implementation of human capital needs to successfully execute business strategies.
  • Optimized human capital by performing needs analysis to identify skill and talent opportunities to build sales team capability.
  • Developed and integrated leadership development and succession plans ensuring agility and readiness to meet changing human capital needs.
  • Provide strategic partnership by identifying human capital areas for improvement and anticipating the division's human resources needs.
  • Planned projects; reported status of activities and provided analysis of corporate programs related to human capital.
  • Pioneer cultural change, conceptualize and lead systematic human capital strategies designed to deliver outstanding business results.

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26. Labor Relations

average Demand
Here's how Labor Relations is used in Human Resources Business Partner jobs:
  • Created/implemented needed policies/procedures for refinery management review and approval; developed and train new supervisors on labor relations for the refinery.
  • Collaborated with local chairperson and international representative to accomplish satisfactory resolutions to grievances without the need for Corporate Labor Relations.
  • Consulted with management regarding preventative labor relations, contract interpretation and/or resolution of disputes involving collective bargaining agreements.
  • Trusted partner with established relationships across the organization serving as a consultant regarding employee and labor relations issues.
  • Managed facility's labor relations activities including handling grievances, contract negotiations, and implementing contract changes.
  • Contributed as corporate human resource and labor relations policy and implementation team and corporate negotiations planning team.
  • Maintained positive labor relations across network for multiple labor unions to minimize grievances and negative employee relations.
  • Acted as primary management representative in all labor relations related matters relative to assigned business units.
  • Support labor relations initiatives through union avoidance training and supporting an open door policy environment.
  • Handle all labor relations matters including grievance and negotiations, internal investigations and personnel matters.
  • Advised management in the development, application and interpretation of labor relations policies and practices.
  • Review and investigate grievances in Labor Relations process to allow management to respond appropriately.
  • Provide additional support in assisting with Labor Relations training and Third Party representation avoidance.
  • Collaborated with Employee/Labor Relations to engage employees and reduce the probability of union organizing.
  • Supported processing and distribution facilities in Michigan and Ohio by providing HR/labor relations coverage.
  • Coordinated regional program implementation in partnership with labor relations and centralized HR function.
  • Created and facilitated training included courses on management development and labor relations.
  • Provided guidance and expertise of labor relations to management of unionized locations.
  • Monitored developing internal and external employee relations/labor relations issues and trends.
  • Facilitate one-on-one and classroom training on Human Resources/Labor Relations related topics.

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27. Process Improvement

average Demand
Here's how Process Improvement is used in Human Resources Business Partner jobs:
  • Reviewed international program to determine areas for process improvement resulting in enhanced communication and partnership between internal and external stakeholders.
  • Provide customer service support to airport managers regarding talent management, process improvement, performance management, compensation analysis.
  • Collaborate with Lean Practitioner to identify process improvement projects that strengthen organizational capabilities and improve levels of employee engagement.
  • Increased customer satisfaction and efficiency by organizing process improvements and providing national leadership for local implementation by HR teams.
  • Facilitated, led and participated in large-scale organizational projects and multidisciplinary teams to enhance process improvement and cultural change.
  • Initial focus on process improvements within facility, including policy communication and management realignment to increase effectiveness and engagement.
  • Process Improvement: Authored quarterly management presentations based on program evaluations to improve and maintain workforce efficiency.
  • Led process improvement committee through analyzing procedures, identifying inefficiencies, and securing and implementing long-term solutions.
  • Integrated acquired businesses through process improvements, communication enhancements and change management focused on maximizing employee performance.
  • Restructure salary compensation plan for hourly population and create process improvement plans to increase employee engagement.
  • Develop, maintain and optimize talent acquisition process through effective conversion data analysis and process improvements.
  • Participated in process improvement initiatives, worked closely with leadership to enhance and facilitate performance improvement.
  • Developed process improvement and performance management strategy that increased productivity by 40% and increased sales.
  • Project management for assigned areas including process improvement and documentation of current and future practices.
  • Team with leaders to streamline business operations by implementing technology solutions and identifying process improvement.
  • Led numerous Business Process improvements to gain business efficiency, cost savings & eliminate redundancies.
  • Implemented organization-wide employee engagement plans and continuously identified HR process improvements and cost reductions.
  • Collaborated with member companies to identify HRIS solutions, and develop process improvements.
  • Collaborated and executed key initiatives driving process improvement, development, and retention.
  • Designed and implement process improvement projects for career development, rewards and recognition.

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28. Disciplinary Actions

average Demand
Here's how Disciplinary Actions is used in Human Resources Business Partner jobs:
  • Advised management on application of corrective disciplinary actions, organization policies, procedures and regulations, and other compliance related issues.
  • Implemented HR policies and procedures for employee relations issues conducting highly confidential investigations and further disciplinary actions including exit interviews.
  • Developed consistent criteria to be used during employee relations investigations, which resulted in greater consistency in recommended disciplinary actions.
  • Complete the corporate requested reports including monthly employee turnover, disciplinary actions, safety training and daily agency performance.
  • Investigated all cases and provide recommendations on course of action following all investigations, grievances and proposed disciplinary actions.
  • Prepare documentation and forms for corrective/disciplinary actions and partner with upper level management to get these cases resolved.
  • Partnered and advised management on the application of corrective disciplinary actions, organization policies, procedures and regulations.
  • Partnered with Corporate Labor Relations on bargaining unit issues including Collective Bargaining Agreement interpretation and employee disciplinary actions.
  • Consult and advise management on employee relation issues including disciplinary actions, performance management, and policy adherence.
  • Provided advice and recommendations in disciplinary actions and terminations, minimizing potential liability of discrimination and unemployment claims.
  • Provided support to client companies regarding any employee relations issues such as performance management and disciplinary actions.
  • Guided management and employees regarding disciplinary actions, transfers and terminations to ensure within company guidelines.
  • Counseled, advised and/or reviewed disciplinary actions to ensure consistency and adherence to company policy.
  • Conducted investigations, monitored disciplinary actions, collaborated/coached, advised and monitored Performance Improvement issues.
  • Provided guidance to managers regarding employee relations, disciplinary actions, performance management and engagement.
  • Provide guidance and recommendations regarding employee disciplinary actions and terminations to supervisors including investigations.
  • Conducted internal investigations of various complexity and administered corrective or disciplinary actions as necessary.
  • Conduct employee investigations, maintain and track disciplinary actions, and managed performance evaluation.
  • Conducted employee relations meetings involving complex investigations, disciplinary actions, and terminations.
  • Investigated alleged policy violations and implemented appropriate disciplinary actions and/or improvements to people practices

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29. Conflict Resolution

average Demand
Here's how Conflict Resolution is used in Human Resources Business Partner jobs:
  • Provided support and recommendations on employee relations issues and investigations including conflict resolution, performance management, corrective actions and terminations.
  • Facilitated the delivery of Human Capital and IT services, including conflict resolution, policy implementation and training and development activities.
  • Conducted investigations regarding company policy violations, harassment in the workplace, conflict resolution and other complex employee relations issues.
  • Addressed employee complaints, conflict resolution/mediation, and investigations; facilitated employee engagement/round-tables, exit interviews, and redeployment.
  • Conduct disciplinary actions, investigations, conflict resolution, and employee/management coaching sessions with all levels within the organization.
  • Partnered with managers to resolve employee relations issues that included conflict resolution, performance management, investigations and terminations.
  • Provided guidance and conflict resolution on a high volume of employee relations matters, conducting investigations and recommending solutions.
  • Fostered colleague engagement and promoted conflict resolution through effective use of colleague/manager discussions, team building and mediation.
  • Addressed employee relation issues including conflict resolution and workplace investigations and provide guidance and coaching for documented discipline.
  • Identified and managed unexpected situation and provided advice regarding risk management, conflict resolution, and employee arbitration.
  • Conducted employee relations investigations, providing coaching and conflict resolution, tracking trends and making recommendations for improvements.
  • Conducted employee investigations to mitigate harassment, discrimination, work-place violence concerns and apply conflict resolution techniques.
  • Coached employees and management throughout the company in areas of performance management and effective conflict resolution.
  • Managed employee relations issues, including conflict resolution, disciplinary actions and improvement and exit strategies.
  • Provide employee relations support, including conflict resolution and performance management consultation in a unionized environment.
  • Directed international relocation and visa/immigration process., Government Reporting, Performance Management, and Conflict Resolution.
  • Orchestrated formal/informal investigations, including responding to employee concerns, conflict resolution and recommend corrective actions.
  • Provided counsel on conflict resolution, interpreting contract language and applying it to company operations.
  • Conduct learning and development sessions on Security Awareness, Conflict Resolution and Negotiation Skills regularly.
  • Facilitated problem solving and conflict resolution with managers and employees across multiple customer sites.

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30. Development Plans

low Demand
Here's how Development Plans is used in Human Resources Business Partner jobs:
  • Ensured career planning and personal development plans were completed and managers were equipped to deliver development discussions including proactive follow up.
  • Administered psychometric tests and assisted in interpretation of results and converting them into development plans including ensuring timely accomplishment of objectives.
  • Created and implemented successful talent management program to include individual development plans, succession planning, job rotation and career workshops.
  • Mentored managers and executives on defining and implementing individual performance objectives and development plans to meet and exceed business goals.
  • Coached and advised managers on organizational design and performance management, including talent planning, development plans and performance plans.
  • Lead leadership development initiatives to collect peer feedback and assist managers with implementing personal development plans to incorporate feedback.
  • Administered annual corporate programs such as: compensation/total rewards, performance plans/evaluations, personal development plans and diversity training.
  • Led Talent Management process including cross-functional talent assessment, bench strength analysis, succession planning and talent development plans.
  • Initiate Talent Development strategy by Identifying & Categorizing High Potential employees within business unit and implementing personalized development plans.
  • Co-Designed and implemented Succession Management Program resulting in identification of executive talent, risks and accelerated executive development plans.
  • Managed bi-annual Talent Management processes for global businesses that assessed talent, determined development plans and created succession plans.
  • Worked closely with managers and employees to create individual development plans focused on optimizing business and personal objectives.
  • Coached managers to utilize these programs as tools to effectively execute organizational redesign and build employee development plans.
  • Leverage talent for future growth through organizational development initiatives, individual development plans and organization wide succession plans.
  • Assisted employees and Managers in business units with career development, development plans and educational development.
  • Partnered with business units on succession planning including 9-box placements and key leadership development plans.
  • Identify high-potential employees and guide development of retention strategies that incorporate development plans and incentives.
  • Guided managers in writing performance evaluations, setting goals and preparing individual development plans.
  • Trained and guided development of associates through meaningful Individual Development Plans and mentoring programs.
  • Provided Managers coaching on performance management to assist in creating individual development plans.

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31. Business Goals

low Demand
Here's how Business Goals is used in Human Resources Business Partner jobs:
  • Establish and execute effective communication plans to ensure the organization understands key business goals, measurements, initiatives and progress.
  • Supported HR initiatives and contributed to achieving business goals by delivering outstanding service to both internal and external customers.
  • Collaborated with management to develop organizational structure and to provide consultative services to meet business goals and objectives.
  • Developed relationships with leaders to develop and execute on people related initiatives aligned in achieving business goals.
  • Partnered with department leaders to develop and deliver strategic human resource solutions to achieve business goals.
  • Implement and coordinate change initiatives to support organizational effectiveness and achieve business goals and strategies.
  • Assessed professional development needs and identified development programs in support of business goals.
  • Partnered with Region Manager to ensure HR initiatives directly align with business goals/opportunities.
  • Facilitated weekly field operational staff meetings to ensure alignment with business goals.
  • Identify opportunities to develop and implement new practices/policies/guidelines to achieve business goals.
  • Consult and assist managers in achieving business goals through appropriate interventions.
  • Assess organizational structure and capability to ensure maximum efficiency against business goals
  • Collaborate extensively with others to accomplish business goals and strategies.
  • Assess performance improvement and operational needs based in business goals.
  • Develop a strong understanding of business goals and challenges; anticipate, assess and help to address issues systematically and strategically.
  • Partnered daily with peer Operations Management team to ensure training and planning to ensure business goals and budget measures are met.
  • Liaised with local management, Staffing Shared Services and Corporate Human Resources to ensure alignment with business goals and growth initiatives.
  • Develop and manage people strategies that directly align with strategic plans and business goals as well as HR policies and practices.
  • Executed the strategic direction of HR, including implementation of high-value added HR processes that support business goals and objectives.
  • Achieved 100% of Individual Bonus potential in every year based on full achievement of Business Goals and Objectives.

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32. Benefits Administration

low Demand
Here's how Benefits Administration is used in Human Resources Business Partner jobs:
  • Worked with business leaders in the areas of employee relations and investigations, benefits administration, regulatory compliance and compensation review.
  • Supported corporate initiatives regarding compensation, benefits administration, leave administration, rewards and recognition, and talent acquisition.
  • Conducted new-hire and on-boarding orientation, exit interviews, benefits administration, employment relations investigations, and training programs.
  • Performed benefits administration to include planning and execution of communication strategy for providing benefit information to employees.
  • Coordinated with benefits administration on the Open Enrollment communication to ensure an effective and successful process.
  • Provided benefits administration, review of plans along with recommendations for improvements and maintained ACA Compliance.
  • Facilitate benefits administration for four corporate sites including managing open enrollment activities and claims resolution.
  • Serve as operational support in daily benefits administration, Disability/FMLA/Workers' Compensation and payroll matters.
  • Developed HRMS reporting in the areas of performance management, succession planning and benefits administration.
  • Provided leadership and supervision of daily operations of recruitment, payroll and benefits administration.
  • Interfaced with Program Management on staffing, employee relations and benefits administration inquires.
  • Led human resource team strategically aligned with ADP's Benefits Administration outsourcing business.
  • Performed Benefits administration to include claims resolution, invoicing and change reporting.
  • Managed benefits administration, including employee enrollments, program compliance and reporting.
  • Managed relationships with vendors to ensure accurate and timely benefits administration.
  • Assisted New Hires with orientation, introductions and benefits administration.
  • Assisted with coordination of benefits administration and training as required.
  • Supported benefits administration, unemployment compensation and Workman's Compensation.
  • Performed benefits administration and communicating benefit information to employees.
  • Managed all benefits administration and negotiated benefits contracts.

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33. Hrbp

low Demand
Here's how Hrbp is used in Human Resources Business Partner jobs:
  • Provided expert consultation as a HRBP to our service teams with a focus on maximizing organizational effectiveness.
  • Monitored HRBP organization performance against client group expectations, planning for course correction as necessary.
  • Delegated responsibility with other HRBP's and business consultants to help align the organization with a new Shared Services HR Concept.
  • Identified as a high potential employee and selected by the SVP of HR for a rotational assignment as an HRBP.
  • Point of contact for LOB senior management on complex personnel issues and for HR COE s as HRBP process SME.
  • Provided support to the HRBP Team for core HR Processes (Compensation, performance management, talent management).
  • Partner with Division & corporate Centers of Excellence (COE's) HR groups to provide best-in-class HRBP support.
  • Revamped unemployment claims process and increased HRBP completion rate and decreased dollar loss due to incomplete and fraudulent claims.
  • Partnered with HRBP's to provide timely and accurate information regarding employee movement, counts, and turnover.
  • Project Management: Leads regional projects and partners with the HRBP project resource on project management.
  • Work with fellow HRBP's to conduct compensation analysis and create a compensation program utilizing PayScale.
  • Joined the HRBP function responsible for driving a full range of strategic and tactical OD/HR support.
  • Direct HRBP support for teams across sales and insights (approximately 300 employees nation-wide).
  • Led a competency-review initiative that redefined the focus and skill-set requirements of the HRBP role.
  • Implemented group HRBP monthly calls to drive consistency and best practice sharing of HR processes.
  • Partner with Functional HRBP Leads and other HR functions to implement key company-wide HR programs.
  • Provide back-up to other HRBP's in activities related to their assigned groups and duties.
  • Collaborated with HRBP colleagues, HR Centers of Expertise and other internal constituencies as necessary.
  • Collaborate with HRBP across different regions to ensure HR policies and practices are consistently applied.
  • Drive implementation of core business staffing plans and perform complex and non-routine HRBP functions.

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34. Performance Reviews

low Demand
Here's how Performance Reviews is used in Human Resources Business Partner jobs:
  • Assisted in communication and coordination of annual talent reviews, performance goal-setting, performance reviews, development planning and compensation planning.
  • Provided feedback and structure during performance management initiatives including annual performance reviews and times when managers need assistance addressing performance problems.
  • Partnered with managers to prepare performance documents including performance reviews, performance improvements plans, disciplinary actions and compensation reviews.
  • Advised on talent processes and implementation of core programs including performance reviews, engagement surveys and career development.
  • Developed performance improvement plans in partnership with supervisors and evaluated performance reviews for objective and fair feedback.
  • Provide analysis and preparations for business area performance reviews and other key presentations.
  • Developed competency based interviewing guidelines and performance reviews and implemented management training.
  • Provide leadership to ensure performance reviews are administered fairly and efficiently.
  • Administer the performance reviews for weekly and management Compensation programs.
  • Supported managers in preparing and conducting employee performance reviews.
  • Delivered training on performance reviews and development actions.
  • Managed quarterly performance reviews throughout the organization.
  • Audited performance reviews to ensure quality.
  • Facilitated talent and performance reviews.
  • Manage the HR department's timeliness, accuracy and maintenance of benefits, performance reviews, staffing, and employee relations.
  • Deliver the annual HR calendar to the business, including year-end compensation processes, performance reviews, promotions and talent reviews.
  • Followed up on performance reviews to assist employees with personal action plans, and conducted training and skill assessments for employees.
  • Served as HR contact for all business unit issues to include performance reviews, employee relations issues, and counseling.
  • Oversee the annual talent cycles including performance reviews, 9-box assessment, high potential development, succession and compensation planning.
  • Review and critique Performance Reviews for content, assist with ratings and help management craft constructive feedback for employees.

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35. Performance Improvement Plans

low Demand
Here's how Performance Improvement Plans is used in Human Resources Business Partner jobs:
  • Provide departmental management with ongoing consultation on performance management tools and solutions, including Annual Performance Evaluations and Performance Improvement Plans.
  • Provide support to managers and employees on performance management procedures and documentation related to performance improvement plans and overall performance management.
  • Resolved employee relations issues including behavior and attendance issues and coached managers with creation and delivery of performance improvement plans.
  • Provided counsel, advice and assisted managers with performance related issues; developed and implemented performance improvement plans when necessary.
  • Partner with business unit Management to review promotions, execute performance improvement plans & conduct semi-annual succession planning programs.
  • Facilitated the performance management program and procedures, including but not limited to performance appraisals and performance improvement plans.
  • Assisted and advised management regarding co-worker counseling, Performance Improvement Plans and terminations to ensure consistency with disciplinary actions.
  • Guide managers through the development and implementation of performance improvement plans and counsel managers in preparation for employee terminations.
  • Developed and executed performance improvement plans, compensation plans as well as sensitive communications and employee engagement associated.
  • Collaborated with client groups to effectively handle performance management through coaching, performance improvement plans and disciplinary actions.
  • Coordinated, coached, and assisted managers with delivery of performance improvement plans and involuntary termination notifications.
  • Coached and assisted managers with writing and reviewing warning letters, performance improvement plans and involuntary terminations.
  • Investigated and resolved matters related to policy, grievances, performance improvement plans and legislative compliance.
  • Oversee all aspects of performance management including performance improvement plans, disciplinary actions and termination.
  • Formulated and implemented annual business objectives and performance improvement plans for all central region employees.
  • Involved in numerous employee relations issues including terminations, performance improvement plans and communication issues.
  • Consulted with managers on preparing and delivering effective performance appraisals and performance improvement plans.
  • Reviewed and advised on terminations, progressive disciplinary actions and performance improvement plans.
  • Partnered with management to develop performance improvement plans and drive employee effectiveness.
  • Partnered with managers to identify low performers and oversee performance improvement plans.

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36. Flsa

low Demand
Here's how Flsa is used in Human Resources Business Partner jobs:
  • Advise managers regarding job mapping/analysis and compensation management for employees including FLSA self-assessment audits.
  • Conducted various compensation audits ensuring salary equity and FLSA compliance.
  • Assessed and addressed FLSA guidelines regarding compensation and exemption status.
  • Designed and completed FLSA reclassification.
  • Spearheaded a two year FLSA audit, job reclassification, and back wage payment effort of over 500 positions nationwide.
  • Ensured compliance with applicable state and federal laws, including ADA, FLSA, Title VII and others:.
  • Improved FLSA Wage and Hour compliance by training managers on California specific requirements, auditing travel and position descriptions.
  • Conducted job analysis for classification on professional and technical positions, and made appropriate changes complying with FLSA standards.
  • Classified and evaluated positions, making pay-grade, bargaining unit and FLSA exemption determinations; wrote job specifications.
  • Enforced FLSA compliance adhering to federal & state regulations, policies, and guidelines for organizational project plans.
  • Supported All-Manager training events and delivered training on vulnerability in the workplace, FLSA compliance and merit guidelines.
  • Evaluated positions and made recommendations to ensure adherence to the Fair Labor Standards Act (FLSA).
  • Analyzed and reevaluated employee job titles and classifications with HQ compensation group insuring FLSA and CA compliance.
  • Provide managers with guidance on the Fair Labor Standards Act (FLSA) and employment classifications.
  • Championed project focused on FLSA law changes and implemented reclassification of paralegals within the law function.
  • Subject Matter Expert on (FLSA) Fair Labor and Standards Act policy and procedure and audits
  • Drafted new handbook in compliance with ADA and FLSA changes/updates and all state and federal mandates.
  • Develop communication plan to train and provide managerial guidance on compensation, FLSA and compensation issues.
  • Re-classified positions through FLSA (Exempt vs. non-exempt - Wage & Hour classification impact).
  • Ensured adherence to FLSA and the Company's salary administration guidelines, practices and framework.

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37. ADP

low Demand
Here's how ADP is used in Human Resources Business Partner jobs:
  • Partnered with ADP and successfully implemented on-line enrollment, payroll components and electronic interface transmission.
  • Managed bi-weekly payroll utilizing ADP web-based payroll system and managed complex calculation.
  • Implemented inaugural automated performance management and compensation process using ADP.
  • Liaised with all vendors as needed regarding human resource elements including health care providers, benefits providers and ADP for payroll.
  • Lead project team responsible for reprogramming company's time and attendance system (ADP EZ Labor) and creating documented processes.
  • Recognized by leadership team for effort in migrating company from manual system to automated payroll via ADP through extensive training initiative.
  • Key Achievements: - Served as Lead Business support contact during the conversion of the HRIS from ABRA to ADP HRB.
  • Utilized HRIS (ADP Enterprise) to ensure accurate tracking of applications and accurate employee information in the HRIS database.
  • Maintain and update ADP HR database to reflect new hire, salary changes, terminations and various employment status changes.
  • Oversee maintenance of inputting new hires into ADP-HRIS system to ensure employee reporting is accurate and up to date.
  • Develop and enhance strategic business partnerships by fully engaging and building trust with ADP clients' key decision makers.
  • Coordinate PeopleSoft, Time and Attendance and ADP system interfaces, as well as continuous improvement of these systems.
  • Facilitated implementation and training of ADP payroll and time and attendance system roll out to 90+ corporate office employees.
  • Led integration of online benefits into ADP HRIS system for a smooth transition of enrollment costs into payroll system.
  • Entered benefit deductions, status reports, and pay changes in ADP for new hires and current employees.
  • Used ADP to input updates that affected payroll, employee statuses, employee information, and benefit changes/elections.
  • Revamped entire payroll system for a client on ADP and upgraded - created documentation for payroll administrator.
  • Led team to score highest client retention metrics in our ADP division for fiscal 2015 and 2016.
  • Provided a full range of generalist duties for one of ADP DS's fastest growing business groups.
  • Led the HRIS conversion from ADP to Ultimate Software - completed conversion on time and within budget.

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38. Sexual Harassment

low Demand
Here's how Sexual Harassment is used in Human Resources Business Partner jobs:
  • Developed and conducted training workshops including affirmative action, sexual harassment, ergonomic evaluation, workers' compensation protocols, etc.
  • Conducted work place investigations for sexual harassment, discrimination, retaliation, hostile work place and facilitated follow-up coaching sessions.
  • Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommended needed staffing changes.
  • Performed executive level training modules such as Diversity Awareness and Sexual Harassment which reinforced core values.
  • Conducted investigations on policy violations including, sexual harassment and discrimination; provided appropriate recommendations.
  • Completed two complicated and sensitive sexual harassment investigations this year resulting in multiple terminations.
  • Delivered various training programs ranging from union avoidance to sexual harassment and effective coaching.
  • Advise management on such matters as equal employment opportunity, sexual harassment and discrimination.
  • Investigated allegations of discrimination, sexual harassment, and unfair treatment; recommended resolutions.
  • Developed and conducted a sexual harassment training refresher class for supervisors and managers.
  • Led sexual harassment investigation including drafting reprimand letter and taking appropriate action.
  • Managed annual compliance of Sexual Harassment prevention program and Anti-Harassment Policy.
  • Revised and taught sexual harassment/discrimination presentation during orientation to new employees.
  • Developed and provided employee sensitivity awareness and sexual harassment training.
  • Led anti-sexual harassment training sessions for individual contributors and leaders.
  • Conducted investigations on sexual harassment and harassment claims.
  • Facilitate sexual harassment, co-employment and discrimination training.
  • Investigated discrimination and sexual harassment allegations.
  • Handled internal human resource related issues, including sexual harassment, which required knowledge of both state and federal employment laws.
  • Conduct various training classes including but not limited to New Hire Orientations, Sexual Harassment, Employment Law for managers etc.

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39. Full Cycle

low Demand
Here's how Full Cycle is used in Human Resources Business Partner jobs:
  • Full cycle recruitment of management to lower level positions for manufacturing operations, quality and sales/marketing groups.
  • Handled full cycle recruiting for transportation, warehouse and management/supervisory, and office group positions.
  • Full cycle compensation and requisition process- align corporate compensation guidelines with recruiting process.
  • Developed and provided recommendations of full cycle performance and development programs.
  • Facilitated full cycle recruitment and selection process.
  • Transitioned the full cycle hiring process to newly created Talent Acquisition function providing ongoing support to ensure success and seamless transition.
  • Developed a successful full cycle recruitment strategy for ROV techs, leading to 15 new hires in a competitive market.
  • Full cycle management of salary/bonus process: Decreased cycle time by 75% and improved linkage between pay and performance.
  • Direct, full cycle talent acquisition primarily of Software Engineers and technology professionals in the web development and mobile space.
  • Conducted full cycle recruitment efforts for personnel across all levels, from hourly union workers to production team managers.
  • Full cycle involvement as it relates to new hire process, change in status and termination of employment.
  • Perform full cycle leave of absence processing; support employee return to work administration at facility level.
  • Full cycle recruiting, Establish relation with the client's counterparts to implement a success business culture.
  • Provide full cycle Human Resources support to our Amazon Fulfillment Center in rapid, complex work environment.
  • Full Cycle recruitment to include sourcing, interviewing, offers, presentation of orientation and benefit administration.
  • Process the full cycle of the investigation by conducting effective complaint interviews, making and providing decisions.
  • Led partnership to implement full cycle performance calibration sessions for over 600 employees regarding 2011 performance ratings.
  • Implement and manage the full cycle recruitment, selection, and on boarding process of all employees.
  • Provided full cycle recruiting, selection, and placement for all positions within designated business groups.
  • Manage full cycle recruiting processes for variety of roles such as operator, engineers, etc.

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41. Compensation Planning

low Demand
Here's how Compensation Planning is used in Human Resources Business Partner jobs:
  • Collaborated on topics ranging from performance management, leadership development, compensation planning to reduction in force and expansion actions.
  • Developed and implemented year-end performance management process including, compensation planning, promotion guidance and consultation on executive compensation.
  • Executed and delivered HR services including talent acquisition, performance management, and compensation planning and project management.
  • Managed complex annual compensation planning process involving multiple key stakeholders, and resolved off cycle compensation concerns.
  • Partnered with client managers to implement enhanced annual compensation planning process supported by Success Factors tool.
  • Managed the performance management process, salary administration and full-year compensation planning processes.
  • Partnered with managers in annual merit and incentive compensation planning.
  • Experience in organization design/restructuring, compensation planning, and merger/acquisition.
  • Managed cross-functional merger projects, compensation planning and administration.
  • Assisted managers with compensation planning and conducted training sessions.
  • Trained managers on performance review system and compensation planning.
  • Provide day-to-day HR support to managers and employees regarding employee relations, HR policy, performance management, and compensation planning.
  • Advise leaders on compensation planning processes, including job evaluation and leveling, annual merit and bonus planning and promotions.
  • Provide compensation guidance in alignment with Ally's pay for performance culture and supports annual compensation planning process.
  • Administered HR policies, programs and processes, professional development, compensation planning for domestic and outsourced talent.
  • Implemented on-line compensation planning system for annual merit, incentive and long-term incentive plans for approximately 2,000 employees.
  • Partnered with Lines of business to administer the roll out of the Performance Management and Compensation Planning programs.
  • Lead departmental compensation planning processes, including annual merit process, positions evaluation, promotional increase, etc.
  • Consulted with all levels of management on organizational and role redesigns as well as compensation planning.
  • Manage end to end annual year end incentive compensation planning with $150 million allocation globally.

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42. Osha

low Demand
Here's how Osha is used in Human Resources Business Partner jobs:
  • Implemented safety program resulting in ongoing compliance to OSHA-specific safety regulations.
  • Spearheaded safety improvement initiatives that reduced OSHA rate from 9.31 to 3 and decreased workers compensation incurred expenses by 50%.
  • Assist with the coordination of drug screenings, background checks, HIPAA training, OSHA Training, and Tuberculosis Testing.
  • Conduct HR visits to include but not limited to: HR audits, ER investigations and OSHA and HIPPA compliance.
  • Prepare compliance reports: EEO-1 Filing, Vets 100 Filing, Affirmative Action Plan, and OSHA required documents.
  • Abated OSHA citation, including repeat Machine Guarding Violation of 2009 reducing fine of $82,250 to $22,250.
  • Worked closely with Safe State Alabama to design a safety program that meets all regulations required by OSHA.
  • Scheduled and conducted safety audits in all departments and trained all employees including safety supervisors in OSHA standards.
  • Address work-related injuries, file Workers Compensation claims, review employee safety concerns and prepare for OSHA audits.
  • Administered HRIS database, company benefits, COBRA, workers' compensation, OSHA and leaves of absence.
  • Provide quarterly training for managers regarding Discriminatory Harassment, Safety, OSHA, and Lunch and Learns.
  • Develop and implementation of company safety and health programs and monitoring the tracking of OSHA-required data.
  • Assist with OSHA/Safety initiatives for the various offices and manage safety program for all regions assigned.
  • Ensured compliance with OSHA, Affirmative Action, ECO, VETS100, and other applicable laws/regulations.
  • Utilized extensive knowledge of HIPAA, Health Information Management and OSHA to insure confidentiality and safety.
  • Process and monitor worker's compensation claims, including incident reporting and OSHA Log.
  • Develop and maintain systems to conform to State, Federal and OSHA regulations.
  • Created/maintained safety plans and policies ensuring safe workplaces in compliance with OSHA guidelines.
  • Created Worker's Compensation guidelines to promote employee safety awareness and OSHA standards.
  • Conducted workplace safety training using OSHA and HAZWOPER requirements as a guide.

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43. Unemployment Claims

low Demand
Here's how Unemployment Claims is used in Human Resources Business Partner jobs:
  • Validated worker's compensation and unemployment claims; and managed benefits enrollment, termination appeals and physical assessments.
  • Reduced unemployment claims for company by reporting information timely, providing detailed documentation regarding separations for cause.
  • Conduct investigations and documentation gathering for employee discrimination claims and unemployment claims and recommends appropriate action.
  • Increased win rate for unemployment claims through improved processes and better management documentation.
  • Will help coordinate information for depositions, investigation reporting and unemployment claims.
  • Reorganized and improved system for tracking, documenting all incoming unemployment claims.
  • Conducted exit interviews, processed unemployment claims, and attended unemployment hearings.
  • Processed and monitored Unemployment Claims for efficiency, compliance and timeliness.
  • Assist management with union contract interpretation issues and processed unemployment claims.
  • Risk management including handling unemployment claims and worker s compensation.
  • Process unemployment claims and represent the organization in unemployment hearings.
  • Monitor unemployment claims and represent organization at hearings when required.
  • Manage unemployment claims documentation and representation for the business unit.
  • Prepare management to represent the organization in unemployment claims.
  • Handled unemployment claims to minimize financial exposure to company.
  • Responded to unemployment claims and requests for separation information.
  • Responded to unemployment claims and participated in hearings.
  • Processed unemployment claims and attend unemployment hearings.
  • Represented company for unemployment claims.
  • Manage various HR programs including employee engagement, leave of absence, workers compensation, annual performance evaluations and unemployment claims.

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45. Line Management

low Demand
Here's how Line Management is used in Human Resources Business Partner jobs:
  • Collaborated with line management to contribute to development of value-based organizational culture to inspire employee commitment and promote winning spirit.
  • Maintain a union free environment by focusing on employee engagement, building superior first line management capability and employee communications.
  • Provide executive consultant and business partner support to line management by driving formal organizational effectiveness and business review processes.
  • Established partnerships with line management to effectively deliver human resource services to regional field operations' organization business.
  • Conducted Employee Relations & EEO/AA investigations and provided strategic recommendations to Executive and line management.
  • Served as a consultant supporting line management's contribution to strategic departmental operations.
  • Executed employment terminations in partnership with senior leadership and line management.
  • Consulted with line management providing HR guidance and policy interpretation.
  • Provided performance management guidance to line management; including, coaching, counseling, career development programs, and disciplinary actions.
  • Partner with Managing Director, Senior Vice Presidents and their line management team to align human resource strategies with business strategies.
  • Dotted line management responsibilities for HR Manager and HR specialist to deliver HR services to over 400 employees across the country.
  • Partnered with executives and line management in the organization to develop and implement HR strategies in support of business objectives.
  • Monitored and resolved all employee relations issues, developed line management towards better HR capability, and managed HR projects.
  • Partner with line management to model, shape and assess an organizational culture that supports the achievement of business objectives.
  • Served as liaison and business partner between senior level and/or line management to administer human resource policies and programs.
  • Consult with line management on business decisions as it pertains to talent management, company policies and compliance regulations.
  • Served as a business partner, change agent, and line management member tasked with implementing corporate business-level policy.
  • Consulted with line management providing HR guidance and partnership with line management to developed solutions, programs and policies.
  • Partnered with line management and internal departments on the design, communication and implementation of personnel policies and programs.
  • Monitor performance on a day-to-day basis to line management through coaching, disciplinary actions, counseling and career development.

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46. Progressive Discipline

low Demand
Here's how Progressive Discipline is used in Human Resources Business Partner jobs:
  • Developed and launched performance management and progressive discipline standards, which was rolled-out corporate wide, successfully reducing risk and exposure.
  • Provided employee relations guidance and recommendations covering coaching and mentoring, conflict resolution, progressive discipline, and performance improvement strategies.
  • Redesigned entire off-boarding process including a comprehensive and structured severance plan, tools for progressive discipline process, and termination philosophy.
  • Reduced legal risks by developing a progressive discipline and complaint investigative training program in partnership with vice-president of volunteer services.
  • Conducted an analysis of existing business processes and aligned attendance, progressive discipline, and bonus policies across the organization.
  • Coached managers in performance appraisal techniques and progressive discipline to ensure performance improvement and management of poor performance as necessary.
  • Provide recommendations to managers/employees on how to maintain professional work relationships and provide conflict resolution and progressive discipline strategies.
  • Partnered with supervisors to handle employee relations processes and assisted with progressive discipline and documentation, if necessary.
  • Consulted with and advised management on employee relations issues including performance management, progressive discipline and terminations.
  • Support local management with performance counseling of employees, preparation of performance improvement plans and progressive discipline.
  • Coordinated employee performance management programs, managed progressive discipline procedures and formal grievance processing and resolution.
  • Supported progressive discipline and termination processes and ensure supervisors were provided proper guidance during this process.
  • Responded to union grievances and advise on progressive disciplines and termination actions as necessary.
  • Counseled Managers through performance improvement plans, progressive discipline and terminations within regulatory guidelines.
  • Facilitated corporate HR training including performance management, progressive discipline, and co-employment.
  • Co-drafted and facilitated progressive discipline seminar to U.S. field leadership team.
  • Facilitate progressive discipline process for hourly and salaried associates with managers.
  • Monitor and address personnel issues progressive discipline and performance improvement.
  • Drafted comprehensive progressive discipline policy which was adapted division-wide.
  • Assist with preparation and delivery of progressive discipline documents.

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47. Peoplesoft

low Demand
Here's how Peoplesoft is used in Human Resources Business Partner jobs:
  • Managed transmittal of 25-30 open electronic applications to potential candidates and prepared job-posting requisitions for recruiting through PeopleSoft.
  • Assumed further responsibility within previous role focused on global mobility, global PeopleSoft conversion, and recognition.
  • Create and update position numbers using PeopleSoft Position Management.
  • Automated performance and development improvements in PeopleSoft HRMS.
  • Managed departmental employee data in PeopleSoft.
  • Extracted PeopleSoft queries to track attendance, benefits plan status, and researched information for stock options and share plan deductions.
  • Use PeopleSoft queries and Excel to analyzed and audit data integrity, headcount movements, metrics, and leave of absence.
  • Research, analyze and resolve problems or questions presented by associates or senior leadership using knowledge of payroll and PeopleSoft.
  • Maintain systems such as Labor Management system (scheduling), PeopleSoft, and Security Profile (Genesis).
  • Experience with a variety of corporate HR Systems: Oracle PeopleSoft, JobScience, LotusNotes, Customized SharePoint templates.
  • Support the Employee Data Privacy standards at a regional level and the implementation of PeopleSoft 9.0 and JobStreet.
  • Led the HR data system conversion and integration in the Alaska region from PeopleSoft to SAP HR.
  • Evaluate and manage the automated personnel system; resolving discrepancies and problems associated with actions on PeopleSoft.
  • Create and distribute HRIS reports for site leadership and manage data in HR (PeopleSoft) database.
  • Initiated a change request for PeopleSoft to better identify and track military veterans in the Agency.
  • Audited PeopleSoft user roles to validate user access, and make certain employees are in compliance.
  • Utilize PeopleSoft (GENI) and other internal tools to collect, analyze and interpret data.
  • Served as a change agent/resource during the conversion to and adoption of the PeopleSoft HR system.
  • Served as liaison between global HR team and HQ technical support for all PeopleSoft related inquiries.
  • Recruit using an internet based PeopleSoft platform with an average requisition load of 60 positions.

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48. Business Results

low Demand
Here's how Business Results is used in Human Resources Business Partner jobs:
  • Identified and diagnosed issues proactively and developed, recommended, and implemented solutions that enhanced employee engagement/experience and business results.
  • Analyze Engagement results from annual surveys to drive improvements to overall employee experience resulting in improved business results.
  • Worked collaboratively with global senior leaders to achieve business results through implantation of key human resources initiatives.
  • Reviewed and developed role/team competency and responsibility with managers ensuring productivity and meaningful impact on business results.
  • Partnered with senior leaders to diagnose needs, develop and execute organizational interventions to drive business results.
  • Implemented ongoing Succession Planning program to drive improved business results and leadership pipeline for key executive roles.
  • Partnered with management and leadership to assist in driving business results and facilitating organizational and cultural change.
  • Encouraged outstanding business results by focusing on specific behaviors and identifying coaching and training opportunities.
  • Collaborated with leaders to develop strategies designed to address various challenges that impacted business results.
  • Deploy HR policies/programs/practices across assigned business area, delivering profit-impacting practices which support business results.
  • Project managed various corporate and regional initiatives with cross-functional teams to yield effective business results.
  • Fostered a high performance team environment driving strong business results and progressive career opportunities.
  • Developed and maintained human resources plans to enable successful achievement of business results.
  • Designed and implemented a long-term engagement effort focused on driving business results.
  • Identify interventions needed to improve organizational effectiveness and advance the business results.
  • Augmented the business results through enhanced communication and collaboration.
  • Collaborated with leadership teams to achieve business results.
  • Restructured and consolidated operations resulting in 25% reduction in staff within a year while ensuring business results were met.
  • Increase engagement, improve tenure, build internal bench of talent that will influence performance and drive business results.
  • Develop, implement, and manage metric reporting to support the brand/business unit strategy and to drive business results.

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49. Performance Issues

low Demand
Here's how Performance Issues is used in Human Resources Business Partner jobs:
  • Managed employee relations and performance issues within client groups implementing performance improvement plans, disciplinary actions, and termination/lay off activities.
  • Increased customer service efficiency by coaching management on department performance issues and facilitating design and implementation of customer service training program.
  • Manage Employee Relations including coaching on performance issues, leading investigations, and resolving associate concerns to mitigate overall organizational risk.
  • Provided guidance to various levels of management on performance issues and counsel on disciplinary action and terminations.
  • Partnered with clients to ensure the performance management process and progressive counseling process proactively addressed performance issues.
  • Partnered with managers to establish and communicate performance standards and to ensure non-performance issues are quickly addressed.
  • Investigate employee relation issues, policy violations and other performance issues, and facilitate appropriate disciplinary action.
  • Managed difficult and sensitive senior level performance issues and resolved in respectful and effective manner.
  • Assisted supervisors and managers in identifying, documenting, and communicating employee performance issues.
  • Partner with Management on performance issues and implementation of employee relations programs and initiatives.
  • Partner with management to maximize employee contributions, engagement and proactively address performance issues.
  • Coached managers on policies, recruiting and performance issues and facilitated conflict resolution.
  • Coach leaders to effectively manage performance issues and successfully execute performance improvement plans.
  • Coached managers to handle employee performance issues with professionalism and sensitivity.
  • Advised management on disciplinary actions, performance issues and termination processes.
  • Consult with business partners on effectively managing and addressing performance issues.
  • Conduct investigations of employee relations/performance issues and recommend countermeasures to resolve.
  • Facilitated resolution of employee relations issues and proactively address performance issues.
  • Provided manager coaching around performance issues and team effectiveness.
  • Counseled managers on performance issues and terminations.

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50. Policy Interpretation

low Demand
Here's how Policy Interpretation is used in Human Resources Business Partner jobs:
  • Interfaced directly with supervisors to coordinate and discuss organizational changes, personnel issues, and HR policy interpretation to maintain consistency.
  • Provided policy interpretation and advise and provide assistance to supervisors and managers on identifying evaluating and resolving employee relations issues.
  • Assisted employees and managers to identify and resolve issues affecting job performance; Performed benefit administration and policy interpretation.
  • Engaged leadership proactively as a consultant regarding critical company issues, policy interpretation, and employee relations investigations.
  • Coach both managers and staff on human resources issues, provide policy interpretation and creative conflict management/resolution.
  • Conducted ongoing training as new policies and procedures were introduced as well as provided policy interpretation.
  • Provided coaching to managers and employees in performance management, policy interpretation and enforcement.
  • Advised all levels of management on policy interpretation and updated policies as needed.
  • Coached managers in resolving complex employee relations issues and provided policy interpretation.
  • Consult with management on employee relations issues including policy interpretation and execution.
  • Conducted and communicated policy interpretation, analysis and concept definition as needed.
  • Provided policy interpretations and participated in writing policy and practice revisions.
  • Provided clear policy interpretation and guidance to mid-level and senior management.
  • Consulted with business leaders on company policy interpretation and program implementation.
  • Advise management and employees on policy interpretation and legal awareness.
  • Provide HR advice, policy interpretation and recommendations.
  • Provide policy support and policy interpretation when needed.
  • Consult with managers on policy interpretation.
  • Provided policy interpretation to employees and managers
  • Provided HR consultation, policy interpretation and strategic planning to a population of 500 + employees in different programs and locations.

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20 Most Common Skill For A Human Resources Business Partner

Performance Management13.6%
Ensure Compliance11.4%
Workforce8.1%
Succession Planning6.9%
Company Policies6.7%
Human Resources6.6%
Business Units6.2%
Organizational Development5.4%

Typical Skill-Sets Required For A Human Resources Business Partner

RankSkillPercentage of ResumesPercentage
1
1
Performance Management
Performance Management
10%
10%
2
2
Ensure Compliance
Ensure Compliance
8.3%
8.3%
3
3
Workforce
Workforce
5.9%
5.9%
4
4
Succession Planning
Succession Planning
5%
5%
5
5
Company Policies
Company Policies
4.9%
4.9%
6
6
Human Resources
Human Resources
4.8%
4.8%
7
7
Business Units
Business Units
4.5%
4.5%
8
8
Organizational Development
Organizational Development
3.9%
3.9%
9
9
Counsel
Counsel
2.9%
2.9%
10
10
Training Programs
Training Programs
2.8%
2.8%
11
11
Hris
Hris
2.4%
2.4%
12
12
Diversity
Diversity
2.3%
2.3%
13
13
Client Groups
Client Groups
2.3%
2.3%
14
14
EEO
EEO
2.2%
2.2%
15
15
Leadership Development
Leadership Development
2.1%
2.1%
16
16
Fmla
Fmla
2%
2%
17
17
Employment Laws
Employment Laws
1.7%
1.7%
18
18
Action Plans
Action Plans
1.7%
1.7%
19
19
Business Leaders
Business Leaders
1.7%
1.7%
20
20
Career Development
Career Development
1.6%
1.6%
21
21
Job Descriptions
Job Descriptions
1.6%
1.6%
22
22
Business Objectives
Business Objectives
1.6%
1.6%
23
23
Exit Interviews
Exit Interviews
1.4%
1.4%
24
24
Corrective Action
Corrective Action
1.4%
1.4%
25
25
Human Capital
Human Capital
1.4%
1.4%
26
26
Labor Relations
Labor Relations
1.3%
1.3%
27
27
Process Improvement
Process Improvement
1.3%
1.3%
28
28
Disciplinary Actions
Disciplinary Actions
1.2%
1.2%
29
29
Conflict Resolution
Conflict Resolution
1.1%
1.1%
30
30
Development Plans
Development Plans
1%
1%
31
31
Business Goals
Business Goals
1%
1%
32
32
Benefits Administration
Benefits Administration
0.9%
0.9%
33
33
Hrbp
Hrbp
0.8%
0.8%
34
34
Performance Reviews
Performance Reviews
0.8%
0.8%
35
35
Performance Improvement Plans
Performance Improvement Plans
0.8%
0.8%
36
36
Flsa
Flsa
0.8%
0.8%
37
37
ADP
ADP
0.7%
0.7%
38
38
Sexual Harassment
Sexual Harassment
0.7%
0.7%
39
39
Full Cycle
Full Cycle
0.7%
0.7%
40
40
Legal Compliance
Legal Compliance
0.7%
0.7%
41
41
Compensation Planning
Compensation Planning
0.7%
0.7%
42
42
Osha
Osha
0.6%
0.6%
43
43
Unemployment Claims
Unemployment Claims
0.6%
0.6%
44
44
Legal Requirements
Legal Requirements
0.6%
0.6%
45
45
Line Management
Line Management
0.6%
0.6%
46
46
Progressive Discipline
Progressive Discipline
0.6%
0.6%
47
47
Peoplesoft
Peoplesoft
0.6%
0.6%
48
48
Business Results
Business Results
0.6%
0.6%
49
49
Performance Issues
Performance Issues
0.6%
0.6%
50
50
Policy Interpretation
Policy Interpretation
0.6%
0.6%

26,118 Human Resources Business Partner Jobs

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