Job Description
WHAT DO YOU DO?
The HR Business Partner supports the Human Resources functions within assigned client groups and works in collaboration with the Director and HR department. They are responsible to provide support of Human Resources needs including, recruitment, employee relations, performance and talent management, and other administrative duties as required.
(This position can be based out of Anaheim, CA or Fullerton, CA.)
WHAT DO WE NEED?
- You to have an amazing personality and communication style.
- That you are super-organized and are a problem solver.
- That you take pride in everything that you do, and it shows.
- And most importantly that you have unquestionable integrity.
WHY WORK FOR US?
- We invest in our employees, and offer extensive training, and development programs to set you up for future success.
If we sound like a fit, and you’re ready to start an exciting career with an organization that fosters employee growth, apply today!
JOB DESCRIPTION
This position will be responsible for:
RECRUITMENT
- Partners with retail leaders to develop recruitment plans.
- Offer direct front-line recruitment support to the retail team: inclusive of postings, vacancy tracking and supporting field leadership team in full-cycle recruitment for all retail positions
- Maintain, coach, support, recruitment champions in districts of responsibility (monthly calls)
- Manages/Posts all positions within area of responsibility
- Actions monthly audits of Talent Acquisition system
- Ensures that the standard recruitment process is executed and followed within area of responsibility
- Reviews key metrics and proactively takes action to improve results within area of responsibility
- Coordinates/Organizes recruitment events as needed in area of responsibility (Job Fairs, Recruitment Days, Career Fairs, On Campus Events) and provides ROI
EMPLOYEE RELATIONS
- Act as primary HR contact to the field leadership team within assigned client group to ensure they are receiving appropriate support and follow-up as required.
- Partners with client groups to develop and nurture a healthy team culture, consistent with company values.
- Develops and maintains an in depth understanding of both legislated and human resources policies, procedures and practices and their impact on operations.
- Ensures compliance with all legal requirements and company HR policies and procedures.
- Escalation point from HRSC
- Conducts workplace investigations; ensures appropriate response related to Health and Safety, Hotline complaints etc.; involve/escalate as required.
- Consults regularly with management and provides guidance as needed (monthly DM calls)
- Resolves complex employee relation issues and addresses third party claims – escalates as required (LP, ESA, Human Rights, Legal Demands, Dept of Labor, MOL (Ministry of Labor) store audit deficiencies)
- Works in conjunction with business leaders to make termination decisions
PERFORMANCE AND TALENT MANAGEMENT
- Tracks performance (SM and DM) on a quarterly basis using the performance tracker
- Coaches/assists/consults with performance plan decisions (PIP’s PDR’s etc.)
- Provides feedback, edits, guidance on all PIP’s and Final Written Warnings
- Supports/coach’s’ regional teams providing consistent feedback.
- Partners with the Director of HR to execute the Talent Management and Performance cycles.
- Coordinates, and leads the Talent Review process for the SM group within area of responsibility
- Maintains, tracks, and proactively communicates action and development commitments for ‘bench segment’ employees
- Supports/consults on development programs such as SMTP, CSRC, and DMDP.
- Consults on all promotions within area of responsibility and provides comp recommendations/guidelines
ORGANIZATIONAL EFFECTIVENESS
- Monitors and acts on key HR success metrics (e.g. turnover; recruiting effectiveness; headcount; etc.) in response to changing business conditions.
- Works with the Director of HR and retail leadership on succession planning, ensuring appropriate resources are available as needed to support the growth/changes of the organization.
COMMUNICATIONS/EMPLOYEE ENGAGEMENT
- Support internal communication strategies around change/transformation initiatives
- Support engagement initiatives, including employee surveys and focus groups to measure employee satisfaction and engagement
TEAM
- Nurture personal and professional growth and development
- Act as an ambassador for HR and across the business
- Collaborate on special projects as assigned
- Assist with the day to day operations of the NA HR
- Work with and liaise with all other HR support functional departments.
- Participates in quarterly/weekly conference calls, meetings, providing updates from HR
- Other related duties as assigned by supervisor