1.

Partners with clients to understand and assess business direction. Creates specific business/workforce plans in support of HR‐related goals that will meet department needs, address weaknesses, capitalize on strengths and take advantage of opportunities. Works with leadership to regularly interpret results and progress of HR-related goals. Prepares presentations for respective client groups and follows up with leadership regarding the status and progress of their HR business plans.

2.

Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members. Provides guidance and advice addressing issues that pertain to engagement, employee retention, performance management, workforce planning, training and other areas of Human Resources. Serves as a thought partner to assigned clients. Focuses on development, collaboration and assessments; coaches leaders and employees at all levels on a variety of topics such as management skills, conflict resolution and communications.

3.

Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.

4.

Partners with Employee Relations to serve as a resource to employees, management, and Human Resources team to promote and maintain positive employee relations. Proactively identifies, collaborates, and facilitates the equitable resolution of job‐related complaints and concerns as directed by Employee Relations.

5.

In collaboration with Employee Relations, the HR Business Partner provides direction and support to management regarding interpretation of policies and procedures and collective bargaining agreements. Partners with Employee Relations in providing education and advice on proper documentation and/or legal requirements for performance improvement and termination process.

6.

Creates a culture of accountability and expectations of excellence for themselves and others. Ensures timely feedback is provided regarding team and individual progress on projects/goals. Takes responsibility for decisions that impact performance and outcomes. Consistently follows through on commitments and delivers on promises.

7.

Takes personal ownership and is a champion for leading change within the organization. Creates the business case, obtains sponsorship, removes barriers and enlists resources to achieve established goals.

8.

Demonstrates a deep trust and respect for others, maintains confidentiality. Ensures decisions are ethical and align with our mission, vision and values. Serves as a trusted advisor to leadership and staff.

9.

Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members. Provides direct honest feedback, even when difficult.

10.

Applies an understanding of legal precedents, policies and practices to protect the interest of the organization, leaders and individual employees. Maintains current knowledge of relevant State and Federal laws, legal rulings and regulations. Contacts Employee Relations if legal review is needed.

11.

Understands and can articulate financial and operational terms and practices that are contextualized to the needs of the business unit/market/division being served. Uses analytics to become an evidence based strategic business partner.

12.

Performs other duties as assigned.