Human Resource Business Partner

Posted 10 May 2022
SalaryNegotiable
LocationBoston
DisciplineEnergy
ReferencePR/054500_1652214358
Contact NamePhil Butcher

Job description

Position Summary
The HR Business partner (HRBP) position is responsible for ensuring alignment of business objectives with company culture for employees and management in designated business units. The position serves as a consultant to management on human resources related issues and formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, long and short-term plans, culture and competition.
Essential Functions
Supports executives as a strategic HR partner in the development, design and implementation of the business strategy within the segments and the company.
Collaborates with executive leadership to define the organization's long-term mission and goals; identifies ways to support this mission through talent management.
Maintains close and open communication with executives in business as well as with HR areas such as the various Centers of Competence (CoC) such as Comp/Ben/Reward and Global Mobility.
Consults and coaches executives in strategic, complex and operational personnel issues and development of tailor-made solutions.
Researches, develops, and implements human resources and talent management initiatives.
Supports the implementation of an overarching talent strategy, efforts in competence development, succession management, personnel planning and resourcing for the respective areas.
Partners with HR colleagues and the business to project manage and execute annual HR programs and processes - talent reviews, performance management, employee surveying/actioning and compensation, including process preparation, manager support, calibration facilitation, change management initiatives, etc.
Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
Coaches managers and employees to resolve employee relations issues, improve work relationships, build morale and increase productivity and retention, including creating and implementing coaching plans, making training recommendations, or other interventions as appropriate.
Consults with the business on termination situations, promotions or transfers.
Handles employee needs for leave and determines eligibility for time off under federal/state/local law.
Identifies key performance indicators for the organization's human resources and talent management functions; assesses the organization's success and market competitiveness based on these metrics.
Analyzes data trends and metrics to inform business decisions; provide solutions for how key metrics can be influenced.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with outside counsel as needed/required.
Performs other duties as assigned and completes administrative duties as needed for role.

Education and Experience:
In addition to being experienced/able to complete the above duties and responsibilities:
Bachelor's degree in Human Resources, Business Administration, or related field required.
Five to seven years of human resources management experience required, with strategic, talent management, and/or business development experience highly preferred.
Current human resources and/or compensation credentials or certification, such as PHR, SPHR, SHRM-CP or SHRM-SCP preferred.


Our role in supporting diversity and inclusion
As an international workforce business, we are committed to sourcing personnel that reflects the diversity and values of our client base but also that of Orion Group. We welcome the wide range of experiences and viewpoints that potential workers bring to our business and our clients, including those based on nationality, gender, culture, educational and professional backgrounds, race, ethnicity, sexual orientation, gender identity and expression, disability, and age differences, job classification and religion. In our inclusive workplace, regardless of your employment status as staff or contract, everyone is assured the right of equitable, fair and respectful treatment.