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Top 50 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, 9.4% of Human Resources Business Partner resumes contained Performance Management Process as a skill. Let's find out what skills a Human Resources Business Partner actually needs in order to be successful in the workplace.

These Are The Most Important Skills For A Human Resources Business Partner

1. Performance Management Process
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high Demand
Here's how Performance Management Process is used in Human Resources Business Partner jobs:
  • Implemented new talent and performance management process to people leaders and management employees directly impacting employee engagement and morale.
  • Designed and implemented training workshops to deliver global performance management process and system to regional functions.
  • General HR support for the refinery, including Performance Management process creation and communication.
  • Created performance management process and drove adoption through manager training.
  • Facilitated performance management process with management team.
  • Redesigned and launched annual performance management process.
  • Provide leadership coaching and mentoring to ensure a consistent performance management process up to a team of 20..
  • Led the performance management process (e.g., capability gaps, individual development plans, leadership development).
  • Assisted in the development, training and implementation of a new competency based performance management process and system.
  • Developed company's first ever performance management process ensuring annual assessment and compliance for all employees.
  • Oversee the performance management process and consult with leaders on associate performance reviews and evaluations.
  • Spearheaded performance management process, talent review process and succession planning for the region.
  • Led the Performance Management process for the 160 employees including C-level leaders.
  • Introduced new staffing, talent, and performance management processes.
  • Trained, developed and managed the performance management process.
  • Rolled out new performance management process.
  • Created a streamlined performance management process that builds stronger collaboration and partnership with frontline leaders and HR administration.
  • Support annual Performance Management processes, conducting trainings on career development and succession planning.
  • Designed, developed, and implemented behavioral based interviewing Managed the performance management process
  • Worked with executive team to revise a manual performance management process that included a multi rater feedback component.

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308 Performance Management Process Jobs

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2. Ensure Compliance
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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.
  • Design and implement training programs for unit management and corporate personnel o ensure compliance with human resources policies and federal regulations.
  • Participate in developing, implementing and communicating HR policies and procedures to ensure compliance.
  • Implement and communicate human resources policies in the organization and ensure compliance and alignment with relevant global and/or country policies.
  • Manage and review all disciplinary actions to ensure compliance to established policies, procedures and state and federal laws.
  • Work with hiring managers to ensure compliance with all federal/state laws and regulations including Affirmative Action Plan compliance.
  • Oversee the administrative processing of biweekly and semi-monthly payroll to ensure compliance with Federal and State regulations.
  • Partnered with Field Operations to ensure compliance with all local, state and federal laws and regulations.
  • Worked with management to ensure compliance Federal and State regulations, as well as HSN best practices.
  • Work closely with the human resources network and support organizations to ensure compliance and appropriate decisions.
  • Collaborate with field HR managers to ensure compliance of HR processes and continuous improvement objectives.
  • Drive resolution of employee relations issues and ensure compliance with labor laws and internal policy.
  • Review requests for salary changes to ensure compliance with company matrix and guidelines.
  • Maintain in-depth current knowledge of federal and state regulations to ensure compliance.
  • Maintained employee records to ensure compliance in a Long-term care environment.
  • Manage e-Verify processes to ensure compliance - 100% compliant.
  • Reviewed all employee files and I-9s to ensure compliance.
  • Monitored local state laws to ensure compliance.
  • Partnered with management to ensure compliance while increasing employee engagement.
  • Prepare reports to ensure compliance.

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150 Ensure Compliance Jobs

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3. Business Development
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high Demand
Here's how Business Development is used in Human Resources Business Partner jobs:
  • Provided strategic direction and leadership representing HR on new business development capture team, and proposal initiatives, including international.
  • Traveled periodically to international locations to participate in both business development opportunities and human resources activities.
  • Provided Business Partner support to Executives, Program Management, Business Development, IT/Engineering and Operations.
  • Research and recommendations on business development of tourist program bringing Asian tourists to US - Western Adventures in Mining and exploring.
  • Supported Global Marketing and Commercial Operations, Quality, NDT, Communications, Business Development, and Regulatory Affairs departments.
  • Increased overall customer base by filling approximately 50+ positions per year based on set business development and recruitment goals.
  • Full life cycle recruiting for various hard to fill engineering, compliance, business development and administrative positions.
  • Assembled the founding team of research professionals, including clinical ops, IT and business development.
  • Designed and delivered a skills and experience matrix for the Strategic Planning - Business Development Sr.
  • Assisted in business development activity helping to secure a 3yr contract with a Fortune 200.
  • Created global staffing and training plans to align with business development and funnel expectations.
  • Developed plans for staffing needs and related costs for new business development proposals.
  • Provided interim HR business partner support to Business Development & Power Control Systems.
  • Created resume database for use by managers and business development.
  • Increased business development 300% in the past five years.
  • Represented HR during business development gate review and team meetings.
  • Formulated a human capital capability program to enable and support business development of JLL healthcare vertical business unit.
  • Partner with business development and capture managers to assist with supporting and shaping new business efforts.
  • Assisted HR Executive Director with ViiV Healthcare Business Development data generation and analysis which exceeded rapid deliverables.
  • Resume Sr. HR Specialist/JADE Program Manager, Fidelity New Business Development Managed Japan Associate Development Program.

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220 Business Development Jobs

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4. Human Resources
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high Demand
Here's how Human Resources is used in Human Resources Business Partner jobs:
  • Provide a consultative approach in the development of employee centered human resources solutions through cultural and process perspective organizational development.
  • 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.
  • Worked to transform Human Resources from administrative to a strategic business partner for organization.
  • Serve as liaison and support to school/office support staff regarding a variety of Human Resources issues that affect salary and payroll.
  • Established Human Resources as a business partner through value added services: hr expertise, planning, coaching and mentoring.
  • Supported: Global Human Resources Business units within Manufacturing, Production, Operations, Client Relations, and Sales departments.
  • Provided Human Resources support and guidance for 500 hundred employees at (9) nine sites in Michigan Territory.
  • Work closely with all levels to advise, consult and implement the full range of Human Resources services.
  • Provided tactical Human Resources leadership and counsel for the California market of the Retail division of the organization.
  • Provide strategic, efficient and quality Human Resources and talent management services to assigned schools and/or departments.
  • Coached and supported executive team to provide leadership counsel in human resources and broader business objectives.
  • Identify and coordinate the human resources needs of designated client department.
  • Report to Human Resources Florida Director.
  • Strategized and implemented practices to transform human resources from administrative role to strategic business partner.
  • Provide human resources employee relations and recruitment support for information technology function.
  • Collaborated with senior human resources leader on strategic human resources project initiatives.
  • Administer core human resources processes including employment, compensation, benefits, performance management and workforce planning within retail unit.
  • Lead and collaborate the commitment of highly effective working relationships and open communication throughout the human resources area.
  • Set strategic human resources direction for client base of 4300.

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9,425 Human Resources Jobs

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5. Workforce
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high Demand
Here's how Workforce is used in Human Resources Business Partner jobs:
  • Created and implemented workforce strategies including talent management, succession planning, mentoring, compensation and reward and recognition systems.
  • Lead employee relations, organization development, performance management and workforce planning initiatives.
  • Strengthened Human Capital plans by creating/managing monthly strategic workforce planning process.
  • Partner with CIO s to drive an innovative approach to talent development, succession planning & workforce planning.
  • Applied HR Principles to develop the structures, processes, and workforce to impact the organization's success.
  • Articulate the capabilities, resources and actions needed to close talent gaps or optimize the workforce.
  • Provide guidance and input on department and program restructuring, workforce planning and succession planning.
  • Worked with the General Managers in talent management, workforce planning, and recruiting strategy.
  • Provide guidance and input on business unit restructures, workforce planning and succession planning.
  • Provided guidance on the business unit s current organizational state and future workforce requirements.
  • Build and support a high quality workforce to support student achievement through talent management.
  • Conducted workforce analysis regarding compensation, attrition, talent/skills gaps, and group morale.
  • Drive greater collaboration, development and workforce planning between BNY s onshore/offshore resources.
  • Supported multiple markets in a diversified (field) workforce across the country.
  • Involved in creating operating model, structure, competency mapping and workforce transition.
  • Led the design, development and implementation of innovative workforce retention programs.
  • Act as an in-house immigration expert for a highly diverse workforce.
  • Served as an advisor to the Division Vice President in matters of workforce management, development and planning.
  • Delivered workforce planning of SMEs for a Technical Learning Center while under construction.
  • Partner with management in the planning and development of human resources management strategies, workforce planning and financial resource management.

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1,622 Workforce Jobs

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6. Succession Planning
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high Demand
Here's how Succession Planning is used in Human Resources Business Partner jobs:
  • 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.
  • Led strategic business activities including organizational /site strategy, compensation structure and realignment succession planning and talent review.
  • Facilitate talent review and performance calibration sessions focused on performance, potential and succession planning.
  • Ensured succession planning and professional development for executive level talent is properly executed.
  • Managed 9-Box/Talent Mapping, succession planning, development planning and performance rating calibration.
  • Develop and implement upcoming talent review and succession planning for Technology.
  • Identify and develop leadership talent for pipeline and succession planning.
  • Implemented Succession Planning that identified Emerging Leaders at Store, District and Regional level which produced The Best of The Best.
  • Served on the VP, Talent s committee that implemented objective setting, development planning, and succession planning.
  • Established paperless on-line processes for: employment application form, benefits open enrollment, performance appraisal and succession planning.
  • Lead the behavioral and personality assessment Predictive Index for recruitment, performance management, and succession planning.
  • Facilitate succession planning discussions with leadership team to ensure successors and succession plans for critical roles.
  • Compiled data and feedback from assessments to utilize in dialogues for succession planning.
  • Facilitate performance review, succession planning, and compensation review cycle activities.
  • Focus on HR engagement, community building, career and succession planning.
  • Facilitated talent roundtable discussions relative to succession planning, performance management and compensation decisions.
  • Engaged leaders in talent review, succession planning, and employee development discussions, identifying solutions to close performance gaps.
  • Full Life Cycle recruiting and succession planning for all clients Integral member of Sr.
  • Led the rollout of a new succession planning tool and trained management.

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1,617 Succession Planning Jobs

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7. Company Policies
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high Demand
Here's how Company Policies is used in Human Resources Business Partner jobs:
  • Interpret company policies and procedure for full-time/contract employees at all levels as needed while providing exemplary customer services.
  • Provided recommendations and presented revisions on current company policies to executive leadership to be implemented across the organization.
  • Administered training and initiated employment programs in accordance with company policies and procedures.
  • Partnered to develop and implement company policies and standard operating procedures.
  • Partnered with Program Managers and counterparts concerning company policies and employment law when dealing with employee relations and change management.
  • Provide guidance to all levels of leadership and employees regarding company policies, processes, and best practices.
  • Maintained a current knowledge of, and ensured compliance with, legal and company policies regarding human resources.
  • Revised and posted all company policies and procedures on company Intranet site, with collaboration from V.P.
  • Write, revise, edit and proofread company policies & procedures and related documents as needed.
  • Conduct new hire orientation to review company policies and procedures and introduce benefits programs to employees.
  • Develop company policies, programs and practices and ensure compliance with state and federal requirements.
  • Provide advice, assistance and follow-up on company policies, procedures, and documentation.
  • Update and post all company policies and procedures on company Intranet site.
  • Managed Employee Relations issues to ensure compliance with company policies and practices.
  • Assist employees with issues related to employment and company policies.
  • Partnered with management to create company policies and Employee Handbook.
  • Implemented and ensured compliance with company policies and procedures.
  • Brief managers and employees about company policies and procedures.
  • Created new company policies and new employee handbook.
  • Assist employees with employee relation concerns to include complaints, grievences, company policies, rules, and regulations.

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223 Company Policies Jobs

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8. Business Units
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high Demand
Here's how Business Units is used in Human Resources Business Partner jobs:
  • Provided senior level Human Resources leadership to a large fortune 100 telecommunications company broadband sales and marketing business services business units.
  • Coordinated and organizationally managed the temporary staffing initiative utilized across Tax and Accounting, US business units and locations.
  • Consult with multiple business units across multiple states recommending HR strategic solutions to improve critical business outcomes.
  • Identify training needs for business units and individual executive coaching needs.
  • Partner with business units to develop overall business strategy and objectives.
  • Prepared and distribute monthly rosters to designated business units.
  • Conduct new employee on -boarding, conduct exit interviews, and lead all complex litigation/dispute resolutions for business units.
  • Designed & implemented recruitment process and strategy across the US by developing close partnerships with business units.
  • Supported: Sales, Manufacturing, Retail, Production, Call Center and Client Relations Business units.
  • Advise business units on legal requirements and risks, and partner with legal department as needed.
  • Consult approximately 1,200 employees in multiple business units on an academic medical campus of roughly 9,000.
  • Collaborate with other HR team members to ensure consistency of company culture across all business units.
  • Collaborate with business units and HR shared services to ensure a unified HR delivery approach.
  • Partnered with business units to maintain cohesiveness as it pertained to employee relations.
  • Partner with Recruiting/Resource Management to address staffing needs within the Business Units.
  • Provided full life cycle, high-volume recruitment for several business units.
  • Conduct weekly meetings with respective business units.
  • Managed Group HR projects for business units.
  • Served on Vacancy Committee meetings with a focus on internal career advancement succession planning within all business units.
  • Key Responsibilities Manage the relationship between the Business Units and Human Resources.

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235 Business Units Jobs

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9. Corrective Action
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high Demand
Here's how Corrective Action is used in Human Resources Business Partner jobs:
  • Coordinated and facilitated counseling and corrective action programs for exempt and non-exempt team members resulting in a successful performance management program.
  • Investigated and resolved complex employee relations and compliance issues by conducting investigations; recommending and implementing corrective actions.
  • Review and evaluate disciplinary actions to include written corrective actions, suspensions and termination of employment etc.
  • Investigated and resolved employee concerns, managed unemployment claims, corrective actions/recommendations including terminations.
  • Determined and implemented corrective action or termination based on investigation results.
  • Assist managers in delivering corrective action and having difficult conversations.
  • Investigated reported discrimination and harassment complaints and suggested corrective actions.
  • Managed all corrective actions to maintain consistency across the organization.
  • Provided consultation to managers on corrective action and discipline.
  • Deliver corrective action and facilitate termination and resignation procedures.
  • Advise and assist on performance management, i.e., Appeals, Grievances, Corrective Actions, Discipline, 6-10 and 7-1.
  • Conduct employee investigations, interview witnesses and respondents, discuss findings, and provide guidance to managers on corrective action.
  • Conduct exit interviews, analyze data and make recommendations to the management team for corrective action and continuous improvement.
  • Facilitated various training programs including, but not limited to corrective action; resume writing; interviewing skills.
  • Recommended levels of corrective action and advised management of next steps with action plans to correct behavior.
  • Managed the review, coaching, corrective action, compensation and appraisal process for assigned employee team.
  • Provide consultation to managers on corrective action, corporate policies, and performance management.
  • Follow corrective action policy; ensure appropriate documentation is placed in employee files.
  • Reviewed data reports; identified issues and communicated to HR management leadership Developed and administered coaching and corrective action programs.
  • Provided leadership training to create more meaningful and productive performance management, corrective action, discipline, and termination procedures.

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21 Corrective Action Jobs

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10. Payroll
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high Demand
Here's how Payroll is used in Human Resources Business Partner jobs:
  • Led implementation/transition team to install a broader based Payroll/HRIS platform.
  • Supervised the accuracy and timeliness of international payroll.
  • Administered and processed company payroll.
  • Advised senior leadership on policy interpretation, performance management, benefits, payroll practices and documentation to respond to employee issues.
  • Answer questions or provides additional guidance to HR Generalists / Payroll Specialist on organizational pay for performance, or related issues.
  • Work closely with Employee Services Team to ensure integrity of payroll data and administration/ coordination of employee benefits and STD/FML/LTD programs.
  • Managed M&A on-boarding needs inclusive of payroll provider for new business of European staff.
  • Advised on issues relating to employee relations, payroll, benefits and new hire orientation.
  • Streamlined the payroll and time tracking procedures by automating them though HRIS systems.
  • Prepare for Payroll amounts to be paid to employee during leave.
  • Managed and processed payroll bi-weekly for more than 100 salaried/hourly employees.
  • Administered benefits, payroll, and managed global immigration processes.
  • Answer and resolved benefit and payroll related questions.
  • Process payroll for the Illinois and Connecticut programs.
  • Negotiated a 30% payroll reduction
  • Assist with performance management and organizational development Provide various payroll and accounting reports for Executive Staff on a weekly basis.
  • Managed all payroll, timekeeping and benefits using ADP PayExpert, EZ Labor Manager and HR Benefits.
  • Benchmarked HR and payroll policies to ensure compliance and best practice.
  • Manage Ceridian HRIS system in conjunction with payroll and Finance.
  • Processed Multistate Biweekly Payroll for hourly and salary employee.

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1,554 Payroll Jobs

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11. Counsel
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high Demand
Here's how Counsel is used in Human Resources Business Partner jobs:
  • Counseled management on business development objectives ensuring effective aligning of corporate strategies with established company goals by utilizing SWOT analysis.
  • Coached, counseled and developed business leaders on compliance with organizational policy s and state/federal legal requirements.
  • Conduct internal investigations and work with outside counsel if necessary.
  • Counseled executive team and relevant stakeholders on candidate selection.
  • Manage vendor relationships with the Applicant Tracking System, drug testing, relocation, background verification and Immigration Counsel.
  • Provided legal assistance to sole General Counsel in HR legal research, medical records review and documentation management.
  • Interpreted and counseled leadership and employees on policies and procedures to ensure consistent application.
  • Provide employee relations support through employee counseling, feedback surveys, and exit interviews.
  • Work with outside counsel on non US citizen employee's immigration work status.
  • Investigated and managed employee complaints, lawsuits and worked with legal counsel.
  • Counseled managers and employees on basic and complex employee relations issues.
  • Handle employee relations counseling, outplacement counseling, and exit interviewing.
  • Advise and assist managers with employee counseling and discipline.
  • Advise and counsel management and employees on existing benefits.
  • Worked directly with General Counsel as needed.
  • Worked in conjunction with legal counsel.
  • Consulted with legal counsel as needed.
  • Provided advice and counsel to senior leadership and Executive Directors on critical Human Resource issues affecting human capital and business outcomes.
  • Provided ongoing counsel regarding employee relations and coached managers to address performance related issues.
  • Created/facilitated Lunch and Learn trainings for managers on Harassment Prevention and How to Write and Deliver Effective EE Counselings .

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587 Counsel Jobs

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12. Training Programs
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high Demand
Here's how Training Programs is used in Human Resources Business Partner jobs:
  • Resuscitated struggling organization by reducing overstaffed department by 15%, addressing and resolving compliance issues and facilitating extensive training programs.
  • Deliver training programs to managers and employees to support organizational growth and development strategies.
  • Designed and managed training programs to support individual professional and management development.
  • Participate in evaluation and monitoring of success of training programs.
  • Developed performance management monitoring tools and conducted employee training programs.
  • Created and delivered training programs relevant to the needs of the business, using the ADDIE approach to instructional design.
  • Partnered with Talent Acquisition and Talent Management to create training programs for leaders to acquire and retain top talent.
  • Led and developed multiple training programs for a wide variety of audiences and initiatives.
  • Designed and delivered training programs virtually and across time zones, using various platforms.
  • Created and facilitated training programs for ELT, Managers, Directors and Employees.
  • Delivered training programs for employee relations, performance management and hiring.
  • Develop and deliver training programs to employees at all levels.
  • Develop and implement best in class training programs.
  • Conducted various HR training programs.
  • Facilitated manager assimilations and team development training programs.
  • Support companywide employee benefit programs; assist in planning, developing, implementing plant training programs and incentive programs.
  • Revamped orientation and training programs for 35 multi state facilities with union and non union employees.
  • Partner with external facilitator and the Steering Committee on multi-state manager and director level training programs.
  • Plan and develop employee-training programs using online platform, iLearn.
  • Strengthen and implement onboarding, development and training programs.

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135 Training Programs Jobs

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13. Hris
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high Demand
Here's how Hris is used in Human Resources Business Partner jobs:
  • Collaborated with IT Business Analysts and Project Managers to develop System Requirement Specifications for HRIS system upgrades and enhancements.
  • Assisted several legacy Northrop Grumman organizations with transition activities involving realignments, HRIS conversions and benefit changes.
  • Participated in building a self-service HRIS
  • Process management of benefits, including open enrollment, case management, HRIS management and data filing.
  • Implemented HRIS to manage and track all data records and provide in-depth analyses on strategic metrics.
  • Maintained accurate records, documentation and management of HR data in HRIS system (AS400).
  • Direct HR Assistants and HRIS Specialists as necessary on day-to-day and project work.
  • Led the transition from a PEO solution to an HRIS platform.
  • Audit newly input data from HRIS systems and maintain personnel files.
  • Partnered with corporate office to ensure seamless transition of HRIS systems.
  • Maintained and extracted data in HRIS and applicant tracking systems.
  • Implemented, Integrated, and maximized usage of HRIS system.
  • Lead the HRIS (Success Factors) automation implementation.
  • Develop HRIS user procedures, guidelines and documentation.
  • Assisted with the implementation of new HRIS software.
  • Train HR Team and managers on HRIS processes/functionality.
  • Focused on recruiting and HRIS administration.
  • Used and/or managed the HRIS, ATS, LinkedIn, Zip Recruiter, Indeed, and Microsoft Office.
  • Manage Kronos Workforce Ready HRIS to include benefit entry, new hire setup, terminations, metrics reporting, and analysis.
  • Audited and approved meta-data, created ad hoc reports, and beta-tested solutions for HRIS and ATS system.

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888 Hris Jobs

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14. Diversity
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high Demand
Here's how Diversity is used in Human Resources Business Partner jobs:
  • Design and implement division programs including diversity, redundancy, legal document standards, metrics and reporting framework.
  • Developed a nomination process to develop key talents using rotational assignments such as Compliance Officer and Diversity Chairpersons.
  • Trained clients on diversity, behavioral interviewing and performance management in response to identified performance gaps.
  • Initiated balance workforce programs and worked with managers to proactively implement diversity and inclusion strategies.
  • Conducted deep dive assessment on departmental metrics including attrition, performance management, diversity.
  • Facilitated the development and delivery of numerous training programs including labor laws and diversity.
  • Develop talent management/diversity/veteran recruitment strategies that improved candidate pool by 20%.
  • Conduct Diversity, Supervisory/Management, Sexual Harassment Training and Performance Management Training.
  • Lead training and development, diversity awareness and labor relations programs.
  • Support change initiatives while assuring positive relationships; implements processes and practices that support workforce diversity and a fair workplace.
  • Awarded the firm's prestige DaVinci Award for the innovative work done on the P&G Diversity Team.
  • Facilitated diversity training seminar and trained more than 400 employees in Central NY.
  • Reviewed and analyzed trends to develop or refine diversity and work-life balance.
  • Modeled and reinforced the value of diversity and inclusion.
  • Attend university and diversity job fairs.
  • Focus on diversity and inclusion.
  • Champion diversity in the workforce.
  • Served on the Diversity Board.
  • Provided exceptional Leadership and Teamwork while successfully working with all management levels in implementing Building Sales thru Diversity.
  • Developed and implemented strategy for Diversity and Inclusion programs.

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1,084 Diversity Jobs

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15. Client Groups
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average Demand
Here's how Client Groups is used in Human Resources Business Partner jobs:
  • Managed and coordinated talent management, performance management, salary planning and administration processes for assigned client groups.
  • Managed employee survey results and action-planning process resulting in improved employee satisfaction and productivity within client groups.
  • Participated in facilitating HR / Business related change and cultural transformation initiatives across assigned client groups.
  • Provide strategic and tactical HR support including aligning HR initiatives with key business initiatives and strategies to multiple client groups.
  • Act as the key point of contact for particular client groups to provide HR services (Account Management).
  • Reviewed and approved appropriate reward and role frameworks with client groups; working closely with the Corporate Reward team.
  • Identified talent gaps and development needs of client groups, its managers, and people in key positions.
  • Implemented succession planning and employee development plans for client groups resulting in four promotions within one business unit.
  • Mentor and support other members of HR Business Partner team in their support of client groups.
  • Partner with the HR colleagues to provide tactical and day-to-day HR support to assigned client groups.
  • Lead the delivery of all HR services to internal client groups driving outstanding business performance.
  • Provided strategic and tactical management and HR consulting to regional and functional client groups.
  • Partnered with T & D to ensure Talent Review process successful for client groups.
  • Represent the business needs of client groups in all HR program design and implementation.
  • Meet talent needs of client groups by driving recruiting and hiring processes.
  • Conduct Full-Life cycle recruiting for particular client groups and key positions.
  • Accepted complaints and grievances from all employees within client groups.
  • Assisted with Employee Relations matters for all client groups.
  • Advised all client groups of all employment labor laws.
  • Executed rollout of employee value proposition, shop Safeway campaign and pro-employee campaign to geographically dispersed client groups.

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620 Client Groups Jobs

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16. EEO
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average 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.
  • Provided guidance and interpretation of employment law, EEOC regulations and collective bargaining agreements.
  • Focus on EEO/Diversity, special focus on supporting Military Veterans
  • Respond to all EEOC/DOL and any other claims filed against the company, including gathering historical employment data and company data.
  • Conducted numerous investigations involving employee misconduct, sexual harassment, EEOC charges and violation of company policies.
  • Maintained compliance with legislative requirements and the defense of EEOC complaints with no lost actions or settlements.
  • Developed and implemented Affirmative Action Plans, EEO and Vets 100 filings for all US based divisions.
  • Conducted timely investigations into complaints of ADA, EEO, Workplace Harassment and other associate concerns.
  • Oversee all government reporting requirements such as OSHA, EEO, E-Verify and labor law compliance.
  • Investigated and responded directly to the EEOC on complaints of discrimination and harassment Company wide.
  • Investigated EEOC charges of harassment/discrimination and other high-risk issues for union and non-union staff.
  • Responded to EEOC claims in collaboration with employee relations and legal counsel.
  • Managed worker's compensation, unemployment, and EEOC claims documentation process.
  • Managed compliance projects: EEO Audit, E-verify.
  • Manage the EEO/AAP and expats visa process.
  • Drafted position statements for EEOC claims.
  • Follow Affirmative Action plan and EEOC, OFCCP laws.
  • Reduced EEOC charges 80% within a year.
  • Organized, processed and defended multi-state worker's compensation, unemployment, and EEOC claims, hearings and appeals.
  • Respond to third party action (EEO, Department of Labor, etc.

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271 EEO Jobs

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17. Leadership
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average Demand
Here's how Leadership is used in Human Resources Business Partner jobs:
  • Partner with assigned Business Unit leadership to establish group organizational structure, career paths and performance expectations.
  • Partnered with Organizational Development and senior leadership to assess training and development needs of individual leaders.
  • Provided leadership for all ethical and employment law matters, including confidential internal investigations.
  • Provide consultation to leadership to develop stronger organizational design, effectiveness and efficiency.
  • Facilitated leadership development and coaching to executive team and organization staff/groups.
  • Facilitate Leadership Development programs in support of Emerging Talent.
  • Partnered with Training Department to create and deliver leadership curriculum (Leadership Institute) for identified High Potential employees.
  • Partnered with senior leadership to drive key business needs, implement performance initiatives and create a company culture.
  • Worked with HR leadership to define and determine how leadership teams within Vertex should be reviewing their talent.
  • Provided HR leadership and support to Imaging Systems Sales, Commercial Operations and to the HR team.
  • Executed climate surveys and led work teams targeted at closing gaps between employees and leadership.
  • Supported a full-cycle HR Change initiative to senior-level leadership within a FORTUNE 500 Company.
  • Coached leaders on leadership practices and development of themselves and their staff.
  • Identify top talent for leadership roles through proactive sourcing and recruiting.
  • Assigned client group ranging from 600-800 staff and leadership.
  • Participate in the interviewing of strategic hires and leadership.
  • Assigned client group of 1,000-1,200 staff and leadership.
  • Manage the full-cycle staffing process for leadership opportunities.
  • Provided HR support, best practice recommendations and leadership to Kootenai Medical Center Administration, Managers and 1600+ employees.
  • Labor relations/Union experience Fresh perspective with a positive focus producing leadership by example through integrity Strategically align company communications/directives.

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4,110 Leadership Jobs

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18. Fmla
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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.
  • Investigate and respond to inquiries from governmental agencies to assure compliance with Title VII, ADA, FMLA, and ADEA.
  • Provide guidance on FMLA and ADA regulations and conduct the interactive process for medical leaves and workplace accommodations.
  • Managed and administers all benefits and compensation programs including unemployment, COBRA, disability, and FMLA.
  • Advise and administer leaves under FMLA and recommend reasonable accommodations in accordance with the ADA.
  • Examined and approved leaves of absence and special accommodations requests (FMLA / ADAA).
  • Managed compensation, payroll and leave of absence processes, and monitored FMLA compliance
  • Manage employee FMLA and Non-FMLA leave of absence for the corporate office.
  • Conducted benefit enrollment meetings and approved all FMLA / Disability leave requests.
  • Partner with internal Leave of Absence team with full-cycle FMLA/ADA/LOA issues.
  • Created, developed and organized FMLA/ADA for the entire plant.
  • Administer FMLA, leaves of absence and workers' compensation.
  • Tracked and documented worker comp /.FMLA leaves claims.
  • Manage leave of absence process including personal and FMLA
  • Ensured compliance with FMLA and EEOC regulations.
  • Administered attendance and FMLA leave tracking.
  • Process all leaves of absence under FMLA, PDA, ADA, W/C, and retirement.
  • Manage all employee relations issues for client groups, including FMLA, investigations, and conflict resolution.
  • Handled the administration of all workers compensation claims, short-term/long term disability, and FMLA leave.

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30 Fmla Jobs

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19. Employment Verifications
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average Demand
Here's how Employment Verifications is used in Human Resources Business Partner jobs:
  • Prepare correspondence including offer letters, employment verifications, open enrollment, required notices, and company communications.
  • Completed employment verifications and employee background checks.
  • Conducted employment verifications and investigations.
  • Provided assistance in new hire process by completing employment verifications, checking references and creating offer letters for new hire candidates.
  • Complete I9 forms and enter new hire information via E-Verify/ Initiate background/drug checks and complete employment verifications.
  • Conduct employment verifications and background investigation via Sterling Backcheck and First Advantage.

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11 Employment Verifications Jobs

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20. Business Leaders
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average Demand
Here's how Business Leaders is used in Human Resources Business Partner jobs:
  • Provide direct consultative and strategic partnering efforts to senior business leaders to maximize performance of the global organization.
  • Collaborate with business leaders to ensure the successful implementation and uniform administration of company-wide change initiatives and practices.
  • Consulted with business leaders on workforce and operational strategies for resource deployment and utilization.
  • Partnered with business leaders and the Talent Acquisition function to revitalize recruiting performance.
  • Delivered corporate training and counseled business leaders on topics such as performance management.
  • Consulted business leaders on people and organizational needs to drive organizational effectiveness.
  • Collaborated with business leaders to investigate and document employee relations issues.
  • Partnered with business leaders to plan and implement leadership development strategies.
  • Worked with Finance and business leaders to effectively manage recruiting budgets.
  • Partner with business leaders to grow diverse leadership, develop and drive the talent agenda and technical capability across the businesses.
  • Managed the performance review and individual performance reward processes and instigated a 360 review program for business leaders and key talent.
  • Partnered with Siemens business leaders to drive employee productivity, retention of top talent and compliance of rules and regulations.
  • Act as the single point of contact for business leadership, managers and employees in various departments.
  • Developed educational materials for business leaders to assist them with learning and using HR tools and processes.
  • Meet weekly with business leaders to identify needs, trends and issues in their organizations.
  • Provided business leadership on issues and programs that crossed multiple human resource disciplines.
  • Serve as primary HR consultant to business leaders and employee population of 350.
  • Partnered with HR Specialists to coach business leaders in areas of staffing, compensation, and organizational development.
  • Established high-value advisor brand with business leaders and employees in U.S., Asia, Australia, and EMEA.
  • Served as trusted advisor providing proactive and strategic consultancy, advice and coaching to business leaders.

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1,570 Business Leaders Jobs

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21. Career Development
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average Demand
Here's how Career Development is used in Human Resources Business Partner jobs:
  • Provide coaching to employees, senior leadership and executive leadership regarding employee career development, change management and cultural transformation.
  • Provided consultation with management on organizational problems, employee and management development; counseling with individual employees regarding career development.
  • Created and facilitated career development programs enhancing employee development planning, increasing networking, and establishing 'job enrichment' opportunities.
  • Advised on talent processes and implementation of core programs including performance reviews, engagement surveys and career development.
  • Spearheaded innovative project that created lateral career development opportunities targeted to non-exempt operations population who previously felt stagnant.
  • Handle performance management issues utilizing coaching, counseling, career development and disciplinary action methods as appropriate.
  • Created and facilitated senior level career development enhancement training.
  • Facilitated monthly career development workshops.
  • Provide day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions).
  • Created and implemented solutions in the areas of communications, work-life balance, reward and recognition and career development.
  • Assisted in creating and implementing a formalized approach to career development across 5 locations and 3000 associates.
  • Created global program, process and curriculum for a career development program executed to 10,000 employees.
  • Designed and planned career development processes supporting supply chain and sales & marketing operations.
  • Organized and participated in job fairs and career development events.
  • Implemented Employee Referral, Career Development and Tuition Assistance Programs.
  • Worked with leaders to create a career development program.
  • Manage career development plans and review process.
  • Provide guidance and support in career development.
  • Assist with career development discussions and partner with Organizational Development group to administer trainings, team building sessions for teams.
  • Developed and Implemented Career Development Framework for Global IT function to drive Career-Pathing, Retention, and Staff Development.

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105 Career Development Jobs

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22. Job Descriptions
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average Demand
Here's how Job Descriptions is used in Human Resources Business Partner jobs:
  • Participated in a corporate-wide career family job design project to review job descriptions within the assigned business unit.
  • Execute employee evaluation studies and audits to include analysis, creation of job descriptions, and recommendations of salary classifications.
  • Worked on various team projects to integrate staff, dovetail seniority lists, revise job descriptions, and merge HRIS.
  • Provided guidance to business on job descriptions for positions, and conducting analysis for job leveling with employees.
  • Conducted job analysis and job documentation resulting in compliance with FLSA standards in updated and accurate job descriptions.
  • Provided solutions to compensation, benefits, job descriptions, and payroll issues during the post-acquisition period.
  • Conduct job analyses and ensure job descriptions include all elements required by law and best practices.
  • Completed Compensation project including job leveling, pricing and development of job descriptions for plant.
  • Develop and write job descriptions; work with hiring managers to update job descriptions.
  • Designed global career paths and aligned job descriptions for key Professional Services jobs.
  • Originated job descriptions and competitive pay scales for the diverse set of positions.
  • Improved cost effectiveness of the offer letter process and revised job descriptions.
  • Developed job descriptions and gained approval to support the positions.
  • Reviewed and upgraded all job descriptions and performance standards.
  • Classified and maintained all job descriptions within the company.
  • Job descriptions, pay compensation, bench marking.
  • Assist in creating and updating job descriptions.
  • Job analysis and job descriptions revision.
  • Developed job descriptions for new positions and facilitated process re-design, improving operational efficiencies related to project management and applications development.
  • Assist in the development of and on-going review and update of job descriptions.

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86 Job Descriptions Jobs

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23. Performance Reviews
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average Demand
Here's how Performance Reviews is used in Human Resources Business Partner jobs:
  • Partnered with managers to prepare performance documents including performance reviews, performance improvements plans, disciplinary actions and compensation reviews.
  • Administer the performance reviews for weekly and management Compensation programs.
  • Delivered training on performance reviews and development actions.
  • Created performance assessment toolkit for managers, including 360 peer reviews, competency evaluations, performance reviews, and development plans.
  • Manage the HR department's timeliness, accuracy and maintenance of benefits, performance reviews, staffing, and employee relations.
  • Enhance talent strategy in partnership with Head of HR including annual performance reviews, succession planning and compensation review.
  • Reduced attrition of top performers by 50% ensuring the integration of compensation differentiation with performance reviews at year-end.
  • Promote employee relations and engagement through application and analysis of employee surveys, employee performance reviews and development programs.
  • Assist managers with interviewing for open positions, resolving employee disciplinary issues, salary requirements, employee performance reviews.
  • Partner with management in interviewing, hiring, terminations, promotions, performance reviews, and staffing strategies.
  • Keep record of personnel transaction such as new personnel, promotions, transfers, performance reviews and terminations.
  • Developed the Performance Management process for the 90 day, year-end, and 360 degree performance reviews.
  • Partnered annually with management team for performance reviews, salary planning, and succession plan development.
  • Manage full-cycle performance reviews including coaching managers on the process and assist in developing high-potential employees.
  • Manage and monitor annual HR programs to include mandatory training, performance reviews, and audits.
  • Implemented performance reviews establishing that they were completed and signed by the employee.
  • Rolled out annual processes such as merit, performance reviews, benefit enrollment.
  • Manage employee performance reviews, promotions, and compensation processes.
  • Conduct terminations, performance reviews and risk management.
  • Administered and ensured effective and timely delivery of mid-year and annual performance reviews and compensation changes.

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28 Performance Reviews Jobs

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24. Exit Interviews
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average Demand
Here's how Exit Interviews is used in Human Resources Business Partner jobs:
  • Conduct new hire orientation and exit interviews while utilizing inputs as feedback to foster cultural and operational improvements.
  • Prepared employee separation notices and related documentation and conducted exit interviews to determine reasons behind separations.
  • Processed employee terminations, including conducting exit interviews.
  • Conducted exit interviews with voluntary resignation employees.
  • Prepared exit packages and conducted exit interviews.
  • Facilitated new hire orientation and exit interviews.
  • Conduct termination counseling and exit interviews.
  • Initiated and conducted exit interviews.
  • Conduct exit interviews and provide senior management with analysis and recommendations to help retain top talent and review turnover trends.
  • Receive and process employee separations in full life cycle to include organization, delivery and documentation of exit interviews.
  • Conducted new employee orientations and exit interviews, ensuring all necessary forms and documents were completed.
  • Conduct exit interviews and send out bi-weekly reports on the year to date turnover numbers.
  • Perform exit Interviews with resigning employees, prepare exit report of findings to senior management.
  • Structure new hire compensation packages, conduct new hire orientation, on-boarding and exit interviews.
  • Analyze data from employee focus groups and exit interviews to track employment and termination trends.
  • Conduct exit interviews and provide summary of feedback to appropriate managers.
  • Conducted an average of 50 employee exit interviews per year.
  • Assist with on-boarding new hire orientation and exit interviews.
  • On-boarded new hires and conducted exit interviews.
  • Conducted prescreening, behavioral and exit interviews.

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975 Exit Interviews Jobs

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25. Labor Relations
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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.
  • Trusted partner with established relationships across the organization serving as a consultant regarding employee and labor relations issues.
  • Contributed as corporate human resource and labor relations policy and implementation team and corporate negotiations planning team.
  • Advised management in the development, application and interpretation of labor relations policies and practices.
  • Supported processing and distribution facilities in Michigan and Ohio by providing HR/labor relations coverage.
  • Promote positive employee/labor relations environment through effective communication & partnership.
  • Assisted with labor relations concerns and provided productive resolutions.
  • Partnered with Labor Relations representatives to minimize grievances.
  • Delivered solutions in addressing, investigating and resolving complex employee and labor relations issues resulting in positive and just outcomes.
  • Perform and administer ongoing training in the areas of recruitment, interviewing, leadership, and employee/ labor relations.
  • Support the Labor Relations team by organizing, preparing documents, and documenting all union interactions with the hospital.
  • Launched corporate labor relations strategy and negotiated collective bargaining agreements with two unions for three facilities employing 600+ employees.
  • Partnered with Employee Relations, Labor Relations, and Compliance teams to identify and react to team concerns.
  • Coordinated production of employee and labor relations statistics, issues and cases to report to hospital leadership.
  • Spearhead solutions for issues in employee relations, labor relations, and discrimination and harassment investigations.
  • Labor Relations projects to include the collection and assembly of data with proper analysis.
  • Liaised with key business and corporate staff regarding labor relations and agreements.
  • Work very closely with Labor Relations and Collective Bargaining Unit.
  • Direct personnel, training and labor relations activities.
  • Provide HR and Labor Relations support to Nurse Managers, Pharmacists, and other key licensed professionals in a hospital setting.

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1,531 Labor Relations Jobs

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26. Process Improvement
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average Demand
Here's how Process Improvement is used in Human Resources Business Partner jobs:
  • Assist in facilitating critical organizational initiatives as well as implementing process improvements within Human Resources and across the business.
  • Collaborate with Lean Practitioner to identify process improvement projects that strengthen organizational capabilities and improve levels of employee engagement.
  • Integrated acquired businesses through process improvements, communication enhancements and change management focused on maximizing employee performance.
  • Participated in process improvement initiatives, worked closely with leadership to enhance and facilitate performance improvement.
  • Recommended process improvement, policy changes, and major variations from established policy.
  • Implemented process improvement for more efficient completion.
  • Process improvement through Organizational assessment and implementation.
  • Participated in process improvement initiatives.
  • Identify, develop, and implements best practices focused on driving process improvements within functions and consistency across functions.
  • Executed people initiatives, provided great internal customer support, and drove HR functional excellence and process improvement.
  • Partner with Management and Senior Leadership teams to action plan items and develop process improvements.
  • Participated in process improvement work groups including HR Website; Compensation and Employee Handbook.
  • Participated on site and corporate projects, teams and process improvement.
  • Identify and consult leadership team on process improvements.
  • Implemented process improvements for the division co-op program.
  • Manage HR Functional excellence and process improvement.
  • Conducted rapid consensus workshop to process reengineer the staffing process and to implement process improvements.
  • Process Improvement: Supported management in the development of an improved, scalable onboarding process for operational efficiency.
  • Process Improvement - Developed local and Corporate "Harmonized" policies to improve productivity and employees relations.
  • Stayed abreast of HR best practices and industry trends to identify opportunities for process improvements.

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377 Process Improvement Jobs

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27. Conflict Resolution
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average Demand
Here's how Conflict Resolution is used in Human Resources Business Partner jobs:
  • Facilitated the delivery of Human Capital and IT services, including conflict resolution, policy implementation and training and development activities.
  • Conduct or facilitate training with managers and associates on performance management, behavioral interviewing, conflict resolution, etc.
  • Conducted employee investigations to mitigate harassment, discrimination, work-place violence concerns and apply conflict resolution techniques.
  • Assist with performance management, conflict resolution, and organizational development to effectively resolve disputed matters.
  • Facilitated problem solving and conflict resolution with managers and employees across multiple customer sites.
  • Demonstrated excellent conflict resolution strategies for all employees and management within business unit.
  • Conflict resolution and investigation which results in possible disciplinary actions.
  • Created strategy for increased manager engagement and associate conflict resolution.
  • Conduct effective, thorough and objective investigations and conflict resolution.
  • Utilized conflict resolution skills, and mediated between stakeholders.
  • Coached management on developing performance and conflict resolution solutions.
  • Facilitate the Conflict Resolution Process.
  • Provide mediation for conflict resolution.
  • Constructed New Leader Training Program focused on change management, transitioning from peer to boss and conflict resolution.
  • Resolved employee relations' issues including sexual/workplace harassment, discrimination and conflict resolution resulting in ZERO EEOC claims.
  • Facilitate conflict resolution by providing direction and support to both employees and management staff.
  • Participated in an intricate role in employee conflict resolution issues.
  • Demonstrate conflict resolution through mediation and coaching skills.
  • Benefit classes provided Conflict resolution, crisis intervention, counsel, disciplinary action.
  • Use Myers-Briggs and DiSC tools for uncovering individual patterns in communication and conflict resolution.

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63 Conflict Resolution Jobs

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28. Business Goals
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average Demand
Here's how Business Goals is used in Human Resources Business Partner jobs:
  • Mentored managers and executives on defining and implementing individual performance objectives and development plans to meet and exceed business goals.
  • Establish and execute effective communication plans to ensure the organization understands key business goals, measurements, initiatives and progress.
  • 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.
  • Assess performance improvement and operational needs based in business goals.
  • Develop and manage people strategies that directly align with strategic plans and business goals as well as HR policies and practices.
  • Managed third party staffing vendors for optimum flexible staffing strategies and utilization to meet business goals and objectives for client groups.
  • Develop a strong understanding of business goals and challenges; anticipate, assess and help to address issues systematically and strategically.
  • Serve as a strategic business partner and deliver customized solutions for clients, aligning human capital strategies with business goals.
  • Work in partnership with leadership to communicate and implement HR programs that support business goals and drive results.
  • Operate as strategic partner, producing HRM practices that assist the organization in achieving business goals.
  • Identify roadblocks to business goals and objectives and partner with HR and executive leadership to resolve/address.
  • Led team of 4-6 HR professionals to recruit high quality talent and achieve business goals.
  • Collaborated with the senior administration in rendering support for the achievement of business goals.
  • Partner with senior management to develop and execute strategic plans to attain business goals.
  • Partner with business unit leaders to align human resources practices with business goals.
  • Established key people metrics aligned with business goals and tracked via quarterly scorecard.
  • Supported multi-site management teams in executing their part of the regional business strategy and achieving business goals and objectives.
  • Partnered with senior leaders to successfully achieve business goals in a multi-billion-dollar operation.
  • Compiled and presented quarterly HR metrics & data trend analytics to executive leaders, which provided alignment with business goals.

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31 Business Goals Jobs

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29. Benefits Administration
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average Demand
Here's how Benefits Administration is used in Human Resources Business Partner jobs:
  • Conducted new-hire and on-boarding orientation, exit interviews, benefits administration, employment relations investigations, and training programs.
  • Facilitate training, recruiting, employee relations, performance management, benefits administration and career and business development.
  • Provided leadership and supervision of daily operations of recruitment, payroll and benefits administration.
  • Performed Benefits administration to include claims resolution, invoicing and change reporting.
  • Monitored benefits administration to ensure compliance with federal and state regulations.
  • 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.
  • Manage payroll and benefits administration programs.
  • Oversee benefits administration to include FSA, medical, dental, vision and 401k programs as well as troubleshoot any discrepancies/issues.
  • Delivered 50% reduction in time spent on benefits administration by creating self-enrollment and carrier connections between providers and ADP.
  • Assist with implementation, testing and maintenance of payroll, benefits administration and HR data management of PeopleSoft upgrade.
  • Managed all aspects of human resources, including employee relations, employee development, compensation and benefits administration.
  • Outsourced annual renewals, open enrollment, and benefits administration to further drive down costs.
  • Facilitate Open Enrollment and oversee benefits administration to ensure needs and concerns are addressed.
  • Oversee benefits administration, payroll, record keeping, risk management and compliance.
  • Provide day to day benefits administration and assist employees with claim issues.
  • Manage full cycle immigration process and LOA Conducted benefits administration for 125 benefit-eligible employees.
  • Provided onboarding, orientation, customer service training, and benefits administration.
  • Handle all compensation and benefit benchmarking plus US benefits administration.

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188 Benefits Administration Jobs

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30. Hrbp
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low Demand
Here's how Hrbp is used in Human Resources Business Partner jobs:
  • Monitored HRBP organization performance against client group expectations, planning for course correction as necessary.
  • Assigned client groups' HRBP (Human Resources Business Partner) to make final decisions in employee relations matters and terminations.
  • Delegated responsibility with other HRBP's and business consultants to help align the organization with a new Shared Services HR Concept.
  • Partner with Division & corporate Centers of Excellence (COE's) HR groups to provide best-in-class HRBP support.
  • Joined the HRBP function responsible for driving a full range of strategic and tactical OD/HR support.
  • Led a competency-review initiative that redefined the focus and skill-set requirements of the HRBP role.
  • Promoted within organization from HRIS rep, HR Generalist, HRBPI, to HRBPII.
  • Managed HR Coordinator that supports 7 HRBP s across the United States offices.
  • Promoted to Senior HRBP role with enhanced team responsibilities in multiple countries.
  • Direct reporting relations to Plant Manager and HQ HRBP.
  • Provide HRBP support for Communications and Ethics functions.
  • Managed 4 Sr. Director HRBP's, 1 Analyst, 1 Sr.
  • Provided technical support to managers and HRBPs in talent management, performance management, learning and development.
  • Support HRBPs in the roll out and execution of the talent management process and Fellowship program.
  • Developed a global Voice of the Customer process for HRBPs to use with their internal customers.
  • Conducted Train the Trainer sessions with HRBPs and offered developmental support and coaching.
  • Support HRBPs and managers in the end of year calibration process.
  • Consulted to HRBPs in planning and delivering courses and facilitating interventions.
  • Mentor for new HRBPs in GSC organization.
  • Led team of HRBPs that supported GMD's leadership team and collaborated with corporate HR to assure enterprise-wide alignment.

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31. Flsa
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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.
  • Assessed and addressed FLSA guidelines regarding compensation and exemption status.
  • Spearheaded a two year FLSA audit, job reclassification, and back wage payment effort of over 500 positions nationwide.
  • Insure regulatory compliance with EEO, Affirmative Action, FLSA and all federal, state and local regulations.
  • Classified and evaluated positions, making pay-grade, bargaining unit and FLSA exemption determinations; wrote job specifications.
  • Advised managers on a wide range of union contract related issues in addition to FMLA, FLSA.
  • Analyzed and reevaluated employee job titles and classifications with HQ compensation group insuring FLSA and CA compliance.
  • Develop communication plan to train and provide managerial guidance on compensation, FLSA and compensation issues.
  • Provide managers with guidance on the Fair Labor Standards Act (FLSA) and employment classifications.
  • Assist leaders with drafting comprehensive job descriptions, market data review and ensure proper FLSA classification.
  • Drafted new handbook in compliance with ADA and FLSA changes/updates and all state and federal mandates.
  • Approved FLSA assessment for new positions, job changes, and maintained archival requirements.
  • Advised project leaders on compensation issues:step appointments, salary analysis, FLSA.
  • Conducted Fair Labor Standards Act (FLSA) reviews to ensure compliance.
  • Led the FLSA audit process to ensure compliance with federal regulations.
  • Performed FLSA tests on existing positions to ensure correct classification.
  • Audit experience in FLSA and AAP areas.
  • Responded to EEOC and FLSA related matters.
  • Serve as expert in FMLA, CFRA, EEO Laws, harassment prevention, CA Wage and Hour and FLSA classification.
  • Led FLSA reclassification project for our IT staff.

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39 Flsa Jobs

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32. ADP
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low Demand
Here's how ADP is used in Human Resources Business Partner jobs:
  • Maintain and update ADP HR database to reflect new hire, salary changes, terminations and various employment status changes.
  • Utilized HRIS (ADP Enterprise) to ensure accurate tracking of applications and accurate employee information in the HRIS database.
  • Led team to score highest client retention metrics in our ADP division for fiscal 2015 and 2016.
  • Project Manager for new ATS implementation (ADP/Virtual Edge) and system administrator of Virtual Edge.
  • Developed and delivered training to HR Team on ADP's Virtual Edge Applicant Tracking System.
  • Eliminated manual imports into the Performance Management system by implementing an HRIS feed from ADP.
  • Reorganized the company s departments, redistributed personnel, and updated security groups in ADP.
  • Processed direct hires, contractors, and 1099 new hires using ADP Total Source.
  • Maintained HRIS system through People Soft and generated company payroll through ADP system.
  • Manage and process bi-weekly payroll using ADP (Automatic Data Processing).
  • Partner with Finance, Benefits and HR Counterparts on ADP system upgrades.
  • Resolved various human resources issues through ADP Total Source.
  • Verify and track employee time in ADP for payroll.
  • Handled ADP Unemployment Insurance Claims & Court appearances.
  • Managed migration from in-house processing to ADP.
  • Promoted integration of new ADP Globalview Talent Management system; providing extensive training to multinational staff.
  • Managed FMLA administration, unemployment & BWC claims, terminations and HRIS Database (ADP WorkForce Now & MQ1).
  • Manage the company's HR system, ADP Employease, ensuring information is accurate.
  • Instituted payroll and HRIS system conversion from Ceridian to ADP-initiated use of Internet.
  • Manage Ultipro & ADP payroll processing for two Units and HRIS System.

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66 ADP Jobs

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33. Sexual Harassment
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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.
  • Investigated allegations of discrimination, sexual harassment, and unfair treatment; recommended resolutions.
  • Completed two complicated and sensitive sexual harassment investigations this year resulting in multiple terminations.
  • Developed and conducted a sexual harassment training refresher class for supervisors and managers.
  • Managed annual compliance of Sexual Harassment prevention program and Anti-Harassment Policy.
  • Developed and provided employee sensitivity awareness and sexual harassment training.
  • Led anti-sexual harassment training sessions for individual contributors and leaders.
  • Conducted investigations surrounding sexual harassment and EEOC claims.
  • Investigated discrimination and sexual harassment allegations.
  • Counseled managers and employees regarding issues related to conflict resolution, employee complaints, sexual harassment, EAP and training.
  • Coach and consult with managers and associates on issues including performance, terminations, sexual harassment, discrimination, etc.
  • Train and educate management on interviewing, selecting, sexual harassment, and management basics (Manager 101).
  • Consulted with employees and supervisors regarding departmental concerns, sexual harassment complaints, compensation, and performance management issues.
  • Create and coordinate manager training in topics such as interviewing, hiring, performance management and sexual harassment.
  • Facilitated training for employees and managers such as Sexual Harassment, Diversity, and Corrective Action.
  • Developed and lead corporate wide training for Leaders on Performance Management and Sexual Harassment.
  • Present and participate in New Hire Orientation, including Sexual Harassment Training.
  • Resolved employee relations issues of various levels of complexity including sexual harassment, leave management and performance management.
  • Facilitated city-wide trainings on workplace harassment, sexual harassment, discrimination and retaliation.
  • Facilitate various company trainings including scheduling company benefits information meetings, quarterly meetings, and sexual harassment trainings.

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152 Sexual Harassment Jobs

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34. Full Cycle
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low Demand
Here's how Full Cycle is used in Human Resources Business Partner jobs:
  • Full cycle compensation and requisition process- align corporate compensation guidelines with recruiting process.
  • Lead a team of HR professionals in providing both strategic and hands-on full cycle Human Resources support for Amazon Fulfillment Centers.
  • Full cycle involvement as it relates to new hire process, change in status and termination of employment.
  • Full cycle employee and contractor management for client groups including benefits, health & safety and payroll questions.
  • Full cycle recruiting, Establish relation with the client's counterparts to implement a success business culture.
  • 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.
  • Full cycle recruitment and selection of quality candidates for designated client groups in the medical center.
  • Manage full cycle recruiting processes for variety of roles such as operator, engineers, etc.
  • Provided full cycle recruiting, selection, and placement for all positions within designated business groups.
  • Support Recruiting Partners by providing full cycle support during peak staffing periods.
  • Supported clients with full cycle recruiting initiatives for oil and gas industry.
  • Conduct full cycle recruiting for openings in partnership with Hiring Manager.
  • Developed managed full cycle recruitment and hiring processes.
  • Provide full cycle recruiting services for client companies.
  • Full cycle hiring, terminations, recruiting.
  • Managed full cycle recruitment process.
  • Support included: Full cycle recruiting; sourcing, interviews, pay proposal and creating offer letters.
  • Full Cycle Recruitment and created New Employee Orientation and Onboarding program.
  • Full Cycle Recruitment and applicant tracking using Taleo.

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150 Full Cycle Jobs

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36. Compensation Planning
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low Demand
Here's how Compensation Planning 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.
  • Develop actionable plans regarding performance management, succession planning, compensation planning, employee engagement and change management.
  • Provided counsel regarding organizational development, training, performance management, employee relations, team-building and compensation planning.
  • 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.
  • Experience in organization design/restructuring, compensation planning, and merger/acquisition.
  • Assisted managers with compensation planning and conducted training sessions.
  • 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.
  • Partner with the business to lead annual review processes which focus on performance management, compensation planning and talent management.
  • Lead departmental compensation planning processes, including annual merit process, positions evaluation, promotional increase, etc.
  • Provide compensation guidance in alignment with Ally's pay for performance culture and supports annual compensation planning process.
  • Manage end to end annual year end incentive compensation planning with $150 million allocation globally.
  • Included organization design, employee selection, compensation planning, and performance follow up.
  • Supported core HR processes: Performance & Development, Succession & Compensation Planning.
  • Drive compensation planning to align with market and attract top candidates.
  • Supported year-end compensation planning efforts through analysis and acting as advisor to leaders in the planning process.
  • Partnered with COEs to execute performance management, talent and compensation planning throughout the year.
  • Partner with leadership in organization design * Partner with HR team on compensation planning/FLSA assessments
  • Led two cycles of compensation planning for the Powertrain Division of 1500 salaried employees.

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37. Osha
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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%.
  • 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.
  • Assist with OSHA/Safety initiatives for the various offices and manage safety program for all regions assigned.
  • Develop and implementation of company safety and health programs and monitoring the tracking of OSHA-required data.
  • Led preparation and managed on site OSHA audit, resulting in letter of full compliance.
  • Process and monitor worker's compensation claims, including incident reporting and OSHA Log.
  • Created Worker's Compensation guidelines to promote employee safety awareness and OSHA standards.
  • Created/maintained safety plans and policies ensuring safe workplaces in compliance with OSHA guidelines.
  • Maintained personnel files, OSHA records, and State Unemployment claims.
  • Comply and distribute the annual OSHA 300 report.
  • Trained employees on OSHA compliance.
  • Review and guide employers on complaints/audits from the EEOC, DOL, OSHA.
  • Reported DOH & OSHA compliance.
  • Maintained safe working environment through education with active safety committee, ensuring minimal OSHA recordable injuries.
  • Decreased workers compensation accidents and OSHA recordable incidents monthly.
  • Provided continuing education and training ensuring OSHA compliance which resulted in only 1 reportable accident in 8 year period.
  • Implement safety programs and investigate all near misses, OSHA recordable and non-recordable incidents.
  • Advised and assisted the Avure management team Maintained OSHA 300 log and posting requirements.

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4 Osha Jobs

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38. Unemployment Claims
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low Demand
Here's how Unemployment Claims is used in Human Resources Business Partner jobs:
  • Conduct investigations and documentation gathering for employee discrimination claims and unemployment claims and recommends appropriate action.
  • Monitor and administer unemployment claims including representing the company through appeal process.
  • Reorganized and improved system for tracking, documenting all incoming unemployment claims.
  • Processed unemployment claims and acted as the company representative at unemployment hearings.
  • Processed and monitored Unemployment Claims for efficiency, compliance and timeliness.
  • Manage unemployment claims documentation and representation for the business unit.
  • Process unemployment claims and represent the organization in unemployment hearings.
  • Responded to unemployment claims and requests for separation information.
  • Perform investigations and prepare written responses to EEOC claims, unemployment claims, etc.
  • Reduced number of paid unemployment claims by 30% through careful evaluation of applications.
  • Responded to, coordinated and defended all TWC unemployment claims for my client groups.
  • Respond to Unemployment claims and represent the agency in all Administrative Law cases/appeals.
  • Handled unemployment claims and telephone hearings; reduced the number of lost claims.
  • Lead all unemployment claims to include attendance in unemployment hearings.
  • Represent Target in unemployment claims with the state review board.
  • Oversee response & handling of unemployment claims.
  • Responded to all unemployment claims.
  • Collaborate on Unemployment Claims with Unemployment Manager and TALX/Equifax to develop responses to determinations, and appeals for hearing.
  • team member complaints, employee relations issues and represent the company on unemployment claims.
  • Advise and resolve HR issues including benefits, unemployment claims and workers compensation questions.

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353 Unemployment Claims Jobs

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40. Line Management
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low Demand
Here's how Line Management is used in Human Resources Business Partner jobs:
  • Partner with business and functional line management in recommending, developing and executing human capital strategies to achieve business goals.
  • Worked with line management to ensure proper recruiting support and ensured staffing efforts strategically aligned with programs workforce staffing plan.
  • Provide executive consultant and business partner support to line management by driving formal organizational effectiveness and business review processes.
  • Executed employment terminations in partnership with senior leadership and line management.
  • Consulted with line management providing HR guidance and policy interpretation.
  • Provide day-to-day performance management guidance to line management.
  • Partner with line management to model, shape and assess an organizational culture that supports the achievement of business objectives.
  • Monitored and resolved all employee relations issues, developed line management towards better HR capability, and managed HR projects.
  • Consult with line management on business decisions as it pertains to talent management, company policies and compliance regulations.
  • Consulted with line management providing HR guidance and partnership with line management to developed solutions, programs and policies.
  • Served as the primary internal consultant to all line management and employees in efforts to enhance employee relations.
  • Monitored and resolved all employee relations issues and developed line management across HR processes and procedures.
  • Advised, counseled and coached line management through the annual compensation and rewards process.
  • Worked with line management to ensure proper manpower and staffing support for critical positions.
  • Generated policies and programs to support line management and company goals.
  • Assist line management and counsel with personnel and staffing concerns.
  • Provided guidance to line management regarding employee relations issues.
  • Consult with line management providing HR guidance when appropriate.
  • Consult with line management on recruiting needs.
  • Answered employee questions regarding employees career pathing and line management and resolved any issues.

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14 Line Management Jobs

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41. Progressive Discipline
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low Demand
Here's how Progressive Discipline is used in Human Resources Business Partner jobs:
  • 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.
  • Consulted with and advised management on employee relations issues including performance management, progressive discipline and terminations.
  • Counseled Managers through performance improvement plans, progressive discipline and terminations within regulatory guidelines.
  • Monitor and address personnel issues progressive discipline and performance improvement.
  • Provided support to managers in administering progressive discipline for performance and/or absence management, employee relations issues, etc.
  • Worked closely with the UAW and Plant Leadership to guide management recommendations for employee progressive discipline and employment terminations.
  • Worked with a team to create, train and implement a progressive discipline process including guidelines and support.
  • Designed and implemented standard progressive discipline process & tools, retention tools and Leave of Absence improvements.
  • Conducted training for Supervisors in Harassment, Progressive Discipline, Affirmative Action, and Employee Retention.
  • Consulted with leaders on employee performance reviews, goal setting, development, and progressive disciplines.
  • Coach leaders on dealing with employee issues as well as managing performance through progressive discipline.
  • Implemented policies and procedures for talent assessment, on-boarding, progressive discipline and terminations.
  • Lead & coached leaders on employee relations, performance management, and progressive discipline.
  • Coached and advised senior leadership and line management on employee progressive discipline issues.
  • Advised leadership on optimal courses of action and provided counsel on progressive discipline.
  • Handle the administration of promotions, transfers, progressive discipline and terminations.
  • Managed progressive discipline, terminations and exit interviews of employees.
  • Ensured compliance from management team in regards to policy administration, rewards and recognition, progressive discipline, and terminations.
  • Conducted workplace investigations and coached leaders through the progressive discipline (corrective action) process.

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136 Progressive Discipline Jobs

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42. Peoplesoft
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low Demand
Here's how Peoplesoft is used in Human Resources Business Partner jobs:
  • 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).
  • Led the HR data system conversion and integration in the Alaska region from PeopleSoft to SAP HR.
  • Utilize PeopleSoft (GENI) and other internal tools to collect, analyze and interpret data.
  • Queried retirement reports to forecast/ project where and when vacancies will occur using PeopleSoft HRIS.
  • Help maintain data integrity in PeopleSoft system by running queries and analyzing data.
  • Implemented company-wide Oracle and JD Edwards (PeopleSoft) HR Information Systems.
  • Project Manager - PeopleSoft Implementation - global business processes for BGHR.
  • Maintain training plans for 450+ employees and subcontractors using PeopleSoft.
  • Process all HR transactions for the BU through PeopleSoft HRM.
  • Entered new hire, terminations and other data into PeopleSoft.
  • Partner with business leader to plan and implement PeopleSoft suite.
  • Research and resolve invoice issues through PeopleSoft Finance.
  • Participated in implementation of PeopleSoft HR modules, including eRecruit
  • Played a lead role in the successful HRIS payroll transition moving from ADP to Peoplesoft ensuring data integrity and payroll.
  • Lead Change Manager for IT and HR projects including IT Transformation, organizational redesign, Peoplesoft to WorkDay project.
  • Utilized computer programs such as eTime, PeopleSoft, Outlook, and the Microsoft Office suite.
  • Prepare Personnel Action Notices (PANs) and enter data into PeopleSoft.
  • Work heavily with Peoplesoft Oracle system for HRIS and ATS functions.
  • Implemented Peoplesoft HRMS 7.5 and new applicant tracking system AlexusHR.

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33 Peoplesoft Jobs

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43. Business Results
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low Demand
Here's how Business Results is used in Human Resources Business Partner jobs:
  • Designed and facilitated organizational development initiatives that align business strategy, leadership behaviors and employee engagement to achieve desired business results.
  • Partnered with management and leadership to assist in driving business results and facilitating organizational and cultural change.
  • Partnered with senior leaders to diagnose needs, develop and execute organizational interventions to drive business results.
  • Reviewed and developed role/team competency and responsibility with managers ensuring productivity and meaningful impact on 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.
  • Collaborated with business leadership to provide HR consultative solutions to drive business results.
  • Identify interventions needed to improve organizational effectiveness and advance the business results.
  • Defined and implemented human capital strategies that drove business results.
  • Executed human capital initiatives to drive business results.
  • Develop and implement vital business and HR strategies, programs and processes that drive business results through leadership.
  • Led the design and creation of Business Balanced Scorecard resulting in focused attainment of business results.
  • Analyzed and acted on reports and store communication tools to identify trends and drive business results.
  • Led and facilitated structure changes for client groups to achieve business results.
  • Implement policies and procedures to impact business results.
  • Developed, recommended, and implemented solutions that enhanced employee engagement experiences and business results in a timely manner.
  • Provided strategic human capital support and analytics to drive business results for the Supply Chain & Logistics Division.
  • Utilize HRIS Analytics to help drive business results.
  • base pay, incentive, equity) which drive business results and support a pay for performance philosophy.

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1 Business Results Jobs

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44. Performance Issues
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low Demand
Here's how Performance Issues is used in Human Resources Business Partner jobs:
  • 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.
  • Assisted supervisors and managers in identifying, documenting, and communicating employee performance issues.
  • Advised management on disciplinary actions, performance issues and termination processes.
  • Counseled managers on performance issues and terminations.
  • Developed, designed, and delivered custom solutions focused on improving employee behavioral and performance issues that were affecting team performance.
  • Coached managers to address employees' performance issues resulting in successful improvement of performance or desired turnover of poor performance.
  • Coach leaders to address performance issues, deliver performance improvement plans, provide effective feedback to encourage employee development.
  • Managed out 75+ poor performers in three years period by coaching managers on how to properly address performance issues.
  • Provide management with guidance on handling performance issues, corrective action plans, and involuntary terminations.
  • Investigate, resolve and advise leadership on appropriate subsequent steps regarding employee conflicts and performance issues.
  • Partner with management to diagnose and clearly articulate the root causes of organizational performance issues.
  • Advised leadership regarding performance issues, including appropriate action while managing risk to the organization.
  • Partner with management on performance issues, creation of Performance Improvement Plans and Corrective Action.
  • Manage complex LOA and performance issues; ensure business focused decisions with minimal risk.
  • Advise managers and employees on performance issues, policies, and procedures.
  • Assist Management with Performance Issues, Corrective Counseling, and Involuntary Terminations.
  • Partner with management on performance issues and Performance Improvement Plans.
  • Meet with managers and employees regarding performance issues.
  • Provide resolution of employee relations and performance issues.

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45. Policy Interpretation
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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.
  • Addressed employee relations issues by investigating and providing HR policy interpretation, coaching and recommendations to employees and management as appropriate.
  • Provided policy interpretation and advise and provide assistance to supervisors and managers on identifying evaluating and resolving employee relations issues.
  • Coached Vice Presidents, Directors and Managers on employee relations issues, performance management, policy interpretation and regulatory compliance.
  • Assisted employees and managers to identify and resolve issues affecting job performance; Performed benefit administration and policy interpretation.
  • Provide strategic and tactical employee relations support, including investigations, counseling, policy interpretation and performance management.
  • Conducted and communicated policy interpretation, analysis and concept definition as needed.
  • Consult with management on employee relations issues including policy interpretation and execution.
  • Provided policy interpretations and participated in writing policy and practice revisions.
  • Counseled and coached management on policy interpretation and legal awareness.
  • Provide policy support and policy interpretation when needed.
  • Provided policy interpretation to employees and managers
  • Advise leaders and employees on employee relation issues including performance management, complaints, discipline and termination issues and policy interpretation.
  • Coached and counseled managers and employees on issues including policy interpretation, performance management, ER issues, morale and retention.
  • Research and solve complex employee relations issues and policy interpretation questions which arise from daily interactions with managers and employees.
  • Assisted and counseled managers with performance and Employee Relations issues, retention, yearly evaluations and policy interpretation.
  • Provide accurate HR policy interpretation and guidance while balancing risk and business needs.
  • Provided guidance, counsel and policy interpretations on complex HR issues.
  • Assist and support managers with policy interpretation and compliance.
  • Assisted leaders and team members with policy interpretation, onboarding, coaching and exits.

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46. Professional Development
demand arrow
low Demand
Here's how Professional Development is used in Human Resources Business Partner jobs:
  • Maximized revenue generation through effective organizational structuring, performance review, professional development, and mentoring and talent management strategies.
  • Participate with Professional Development team and all levels of the organization identifying development needs and deliver HR related curriculum.
  • Supported human capital strategies, succession planning, organizational leadership reviews, and employee professional development initiatives and rotations.
  • Collaborate in developing and implementing solutions around policy analysis, instructional leadership, professional development and organizational capability.
  • Supported professional development, executive coaching, and management skill training, through Strategic Human Resources Business Partnerships.
  • Supported performance management, career paths and a culture aligned with organizational and professional development.
  • Coached leaders and employees on wide ranging issues, facilitating both organizational and professional development.
  • Incorporated industry beliefs and professional development guides for employees to achieve proper industry exposure.
  • Work with individual contributors and managers to incorporate into professional development plans.
  • Certified trainer for Managing Professional Development and Coaching for Development Program.
  • Presented professional development and culture training materials to hourly and salary employees
  • Reduced turnover through employee relationship building and professional development initiatives.
  • Design and facilitate professional development and training courses.
  • Supported professional development, executive coaching, and management skill training, through partnership with various HR Centers of Excellence.
  • Supported employee career growth, progression and professional development through individual counseling, mentoring, cross training and development.
  • Created professional development plans for each executive increasing demonstrated leadership behavior by 50% in 8 months.
  • Full creation and management of training and professional development plan for Executive leaders at all locations.
  • Coached managers and employees on company guidelines, benefits programs, and professional development.
  • Identified 60 courses that promoted the professional development needs of the management team.
  • Initiated delivery of professional development and mentoring programs enabling more efficient backfilling.

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88 Professional Development Jobs

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47. Background Checks
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low Demand
Here's how Background Checks is used in Human Resources Business Partner jobs:
  • Managed on-boarding process; including background checks, relocation and information technology.
  • Assist with the coordination of drug screenings, background checks, HIPAA training, OSHA Training, and Tuberculosis Testing.
  • Partnered with recruitment coordinators to schedule interviews, managed drug screens and background checks, and on-board new employees.
  • Reduced costs by 30% by negotiating better rates with vendors for drug testing and background checks.
  • Directed, operated and maintained company-wide projects which included background checks, company change and E-Verify.
  • Developed processes for Compensation Analysis, Employee Background Checks, Drug Screening, and Pre-Employment Interviews.
  • Identified qualified employees: Interview, select, hire, and perform complete background checks.
  • Administer the new hire process from background checks, drug testing, and benefits.
  • Recruited candidates and conducted interviews, background checks, and reference checks.
  • Followed up on licensing requirements and background checks for new CS Reps.
  • Initiated background checks, drug screens, and adverse actions documents.
  • Initiated background checks with Sterling BackCheck and created drug screen orders.
  • Completed reference and background checks on new hires.
  • Administered new hire background checks and drug testing.
  • Conduct reference and background checks on job applicants.
  • Handle on boarding process (offer letters, background checks, etc.).
  • Provide direction and coaching on establishing legally compliant pre-employment practices to include, job descriptions, background checks, etc.
  • Reviewed and approved background checks (HireRight) & I-9 Compliance (eVerify).
  • Manage the employment process including advertising, screening applications, interviewing, hiring and pre-employment background checks using Taleo and Talentwise.
  • Background checks, Newhire paperwork, Orientation, Procurment, etc.)

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41 Background Checks Jobs

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48. Direct Reports
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low Demand
Here's how Direct Reports is used in Human Resources Business Partner jobs:
  • Provided leadership and managed the day to day operations of the Human Resource department to include 3 direct reports.
  • Directed the daily activities of 2 - 4 direct reports in Compensation, Benefits, and HR Administration areas.
  • Work with managers to discuss strategy for end of year salary increases and promotions for their direct reports.
  • Manage two direct reports; HR Specialist for the Distribution Centers, Call Centers and HR Specialist programs.
  • Provide coaching, counseling, and conflict resolution; document and communicate performance feedback for direct reports.
  • Direct the day to day operations of the regional Human Resources organization to include 6 direct reports.
  • Lead 4 direct reports in organization of 400 employees while managing budget of more than $1M.
  • Served as a consultant to CFO and his direct reports on Human Resource related issues.
  • Direct reports (8) Sr. Department Managers, 5,000 exempt and non-exempt employees.
  • Coached and managed 6 direct reports and maintained an HR Staffing and Training budget.
  • Supported and advised line mangers in the management and development of direct reports.
  • Direct reports included: HR Coordinators, HR Generalists and HR Assistants.
  • Coached managers to develop talent in their direct reports & manage opportunities.
  • Partnered with Plant Managers on Individual Development Plans for direct reports.
  • Managed all facets of HR, including thirty-two direct reports.
  • Managed HR staff of 3 direct reports.
  • Managed team of 2 direct reports.
  • Managed 1 - 3 direct reports.
  • Staff of 9 with 3 direct reports.
  • Lead Swagelok's Order Fulfillment Center HR team which includes managing several direct reports and providing HR support to 1100+ associates.

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59 Direct Reports Jobs

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49. Increase Productivity
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low Demand
Here's how Increase Productivity is used in Human Resources Business Partner jobs:
  • Implemented team building events to increase productivity, increase team member communications along with incentives.
  • Designed and Implemented employee incentive programs to increase productivity and customer satisfaction.
  • Reorganized multiple business units to increase productivity and efficiency of work.
  • Developed and presented strategic selection process plan to increase productivity rate.
  • Increase productivity by coaching and influencing managers.
  • Provided first point-of-contact advice on employee relations issues to improve work relationships, build morale, increase productivity and retention.
  • Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
  • Facilitated proactive strategies such as team building to enhance staff rapport and ultimately increase productivity within various client groups.
  • Designed and executed new shift schedules to reduce overtime cost, increase productivity, and improve work life balance.
  • Partner with management to improve work relationships, build morale, and increase productivity and retention among team members.
  • Advised management and employees on strategies to improve work relationships, build moral, and increase productivity.
  • Consult with both senior leaders and direct managers to increase productivity and retention while managing cost structure.
  • Seek opportunities to improve work relationships, build morale, and increase productivity and retention.
  • Work with management to improve working relationships with staff, improve morale and increase productivity.
  • Led staff training on the new system to increase productivity and reduce reporting man-hours.
  • Designed new sales commission plan to increase productivity and motivate sales team.
  • Provide strong employee relations to build morale, increase productivity and retention.
  • Key Accomplishments: Talent Management/Recruiting-Revamped the staffing strategy in order to upgrade talent and increase productivity efficiency.
  • Acted as internal consultant to senior management and employees to improve work relationships, build morale,increase productivity and retention.
  • Develop strategic union contract proposals to increase productivity; partner and negotiate with staff to engage "buy-in" for arbitrations.

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50. Special Projects
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low Demand
Here's how Special Projects is used in Human Resources Business Partner jobs:
  • Worked on special projects: Talent (Acquisition/Corrective Action/Review/Recognition/Retention), Benefits, Training and Development, HRIS, Compliance.
  • Led special projects, researched best practices, proactively managed, identified and resolved complex employee relations issues.
  • Provided ongoing input into HR process improvement efforts by participating in special projects and task forces.
  • Provided specialized support for special projects including Reductions in Force and special audit follow through.
  • Organized and proposed special projects in areas such as pay equity and employee awards.
  • Achieved two SAP Peer 2 Peer recognition awards for exceptional teamwork during special projects.
  • Demonstrated go to leader for special projects and day to day HR operations.
  • Initiated and led special projects geared toward meeting the organization's strategic initiatives.
  • Maintained active involvement with special projects in support of HR initiatives.
  • Perform special projects as assigned by HR Manager and Corporate HR.
  • Managed special projects included the testing of People Soft 8.9.
  • Lead special projects in workforce planning, and organizational change.
  • Lead and/or participate in regional and division special projects.
  • Handled and participated in special projects as required.
  • Contracted with many companies to help them with benefits, recruitment, payroll, new hire orientation, and special projects.
  • Key Contributions: Provided key input into special projects involving job redesign, interviewing and selection process, and re-engineering.
  • Worked on special projects such as market data benchmarking, performance rating analysis and compensation policies.
  • Coordinated and organized special projects such as Group Move, Relocation Houston visit among others.
  • Organize special projects and events including benefit fairs, employee luncheons and vendor trainings.
  • Assist with other special projects (e.g.

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97 Special Projects Jobs

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Human Resources Business Partner Jobs

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20 Most Common Skills For A Human Resources Business Partner

Performance Management Process

12.2%

Ensure Compliance

10.2%

Business Development

8.6%

Human Resources

7.5%

Workforce

7.2%

Succession Planning

6.1%

Company Policies

6.0%

Business Units

5.5%

Corrective Action

5.2%

Payroll

4.0%

Counsel

3.6%

Training Programs

3.4%

Hris

2.9%

Diversity

2.9%

Client Groups

2.8%

EEO

2.7%

Leadership

2.6%

Fmla

2.5%

Employment Verifications

2.1%

Business Leaders

2.1%
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Typical Skill-Sets Required For A Human Resources Business Partner

Rank Skill
1 Performance Management Process 9.4%
2 Ensure Compliance 7.8%
3 Business Development 6.6%
4 Human Resources 5.8%
5 Workforce 5.6%
6 Succession Planning 4.7%
7 Company Policies 4.6%
8 Business Units 4.2%
9 Corrective Action 4.0%
10 Payroll 3.0%
11 Counsel 2.7%
12 Training Programs 2.6%
13 Hris 2.2%
14 Diversity 2.2%
15 Client Groups 2.2%
16 EEO 2.0%
17 Leadership 2.0%
18 Fmla 1.9%
19 Employment Verifications 1.6%
20 Business Leaders 1.6%
21 Career Development 1.5%
22 Job Descriptions 1.5%
23 Performance Reviews 1.4%
24 Exit Interviews 1.3%
25 Labor Relations 1.3%
26 Process Improvement 1.2%
27 Conflict Resolution 1.0%
28 Business Goals 0.9%
29 Benefits Administration 0.8%
30 Hrbp 0.8%
31 Flsa 0.7%
32 ADP 0.7%
33 Sexual Harassment 0.7%
34 Full Cycle 0.7%
35 Legal Compliance 0.6%
36 Compensation Planning 0.6%
37 Osha 0.6%
38 Unemployment Claims 0.6%
39 Legal Requirements 0.6%
40 Line Management 0.6%
41 Progressive Discipline 0.5%
42 Peoplesoft 0.5%
43 Business Results 0.5%
44 Performance Issues 0.5%
45 Policy Interpretation 0.5%
46 Professional Development 0.5%
47 Background Checks 0.5%
48 Direct Reports 0.5%
49 Increase Productivity 0.5%
50 Special Projects 0.5%
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16,184 Human Resources Business Partner Jobs

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