Temporary, Sr HR Business Partner, hybrid

Position Summary:
Reporting to the Sr. Director, HR Business Partnerships, the Principal HR Business Partner is responsible for providing comprehensive HR consultation and support to business units/geographically assigned client groups to define and execute HR strategies that enable accomplishment of business objectives and priorities. The Principal HR Business Partner will serve as a trusted, reliable, strategic, and hands-on business partner on all HR matters with deep subject matter expertise in various HR functions. In addition, as deemed necessary, will take a lead role on project delivery as well as coaching and mentoring leaders and employees ensuring consistently high standards of HR service delivery. While the Principal HR Business Partner does not have formal management authority, the individual in this position will operate as a lead to the other HR Business Partners. This responsibility includes mentoring and coaching peers, providing candid and meaningful feedback to the other HRBPs on how to elevate their partnerships, escalating issues to the Sr. Director in thoughtful, solution-oriented ways, and providing the Sr. Director with comprehensive performance feedback on the Principal's peers.

Supervision Exercised:
* No, this position does not have direct reports.
Essential Duties & Responsibilities:

Business Partnership
* Provide HR thought leadership, guidance and coaching to client management and employees regarding business challenges and opportunities, organizational and business change, enhancing leadership and employee capabilities, and driving engagement & retention.
* Build and sustain relationships with client group, effectively influence analysis and decision-making in the areas of talent management and development, succession planning, change management, work force planning, organization design and development, performance management, and employee engagement.
* Develop and deliver solutions to support his/her client groups and collaborate, as needed, with other HR team members and CCA HR Centers of Excellence such as compensation, benefits, HR administration, talent acquisition, organizational development and learning to ensure client's needs are understood and met by company-wide programs.

Talent Engagement and Development
* Partner with business leaders to ensure full and aligned participation in the performance management process across business unit/departments including, goal setting, performance alignment with business objectives, performance rating calibration and related salary planning.
* Participate in Strategic Workforce Planning that includes identifying people and organizational implications of the business strategy, identifying key talent, and driving accelerated development and succession plans. Review and revise job descriptions in coordination with Compensation, reduction in workforce and changes in working conditions
* Drive and support an open and inclusive culture that embraces individual difference.
* Utilize data analytics and metrics to identify trends and market conditions to define, build and implement value-added HR strategies and solutions.
* Partner with Talent Acquisition on offer process and ensuring equity among employees.

Employee Relations
* Provide guidance, counsel, and coaching to management and employees on performance improvement, corrective action and/or disciplinary process as appropriate.
* Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations. Communicate and interpret HR policies and procedures and provide guidance and support to managers and employees to assist with resolution of issues.

Lead HRBP
* Without formal management authority, operate as a lead to the other HR Business Partners.
* Mentor and coach HRBP peers.
* Provide candid and meaningful feedback to the other HRBPs on how to elevate their partnerships.
* Escalate issues to the Sr. Director in thoughtful, solution-oriented ways.
* Provide the Sr. Director with comprehensive performance feedback on HRBP peers.

Working Conditions:
* Standard office conditions.

Required Education (must have):
* Bachelor's Degree or equivalent experience

Desired Education (nice to have):
* PHR certification (or equivalent related professional designation) or advanced degree desired

Required Experience (must have):
* A minimum 8 years of experience in progressively responsible roles in human resources, including human resources business partner or "generalist" roles, HR manager.
* Demonstrated leadership and learning agility, showing a curiosity and passion for understanding the broader needs of the organization, setting priorities, and taking action in an organized, proactive manner.
* Exceptional relationship building skills and ability to partner with CCA leadership, management teams, and HR colleagues to influence broader HR strategies and practices to link HR strategy to business goals.
* Customer orientation experience / consultative skills focusing on needs of internal clients delivering extraordinary results; must be able to operate in a positive, helpful, and productive manner; a record of success in providing effective, innovative, and practical advice.
* Demonstrated success identifying and resolving problems in a timely manner; gathering and analyzing information expertly; developing alternative solutions; working well in group problem solving solutions; using reason even when taking care of emotional topics.

Desired Experience (nice to have):
* Proven history of success in health care or social service environments desired
Required Knowledge, Skills & Abilities (must have):
* Ability to influence without authority.
* Ability to provide direct, constructive feedback to peers.
* Ability to evaluate problems in a holistic way by considering factors that may exist outside of the role's purview; ability to take a broad organizational view in solving problems.
* Continued interest in learning about HR best practices, creative ideas in the HR profession and how they can address business problems, and the application of these principals.
* A commitment to excellence and to making a difference; results driven, improvement focused, and action-oriented self-starter who can handle various responsibilities simultaneously and proactively and continually look for a better way of doing things.
* Capability to quickly establish and sustain credibility with business partners; ability to work with functional groups, HR COEs (Center of Excellence), and employees at all levels to effectively and professionally achieve business results and establish long-term, mutually beneficial relationships.
* Strong coaching, facilitation, conflict resolution skills with ability to have difficult conversations
* Strong knowledge of local, state, and federal employment laws and regulations.
* Strong written and oral communication skills with proven listening skills, ability to clearly and effectively present with conviction ideas and suggestions, to a variety of audiences.
* Excellent judgment and ability to manage confidential information and act with integrity and discretion.
* Strong problem resolution and decision-making skills and ability to resolve elevated issues - be creative and resourceful and display sound judgment and demonstrate accountability.
* Facilitates organizational diagnosis and metrics to drive organizational effectiveness through talent and organizational capabilities and culture. Acts as a catalyst for change; guides and directs organizational design, development, and change management solutions.
* Self-motivated; able to work both independently to complete tasks and respond to department requests, as well as collaborating with others to utilize resources and knowledge of others in identifying quality solutions.
* Strong organization, planning and project management skills; ability to prioritize tasks for both self, direct report(s), and team to meet business requirements and deadlines; and,
* Intermediate to advanced knowledge of Microsoft Office programs and HRIS systems.

Competencies

Credible Activist - creates sustainable business outcomes by linking people and business dimensions with energy, insight, sensitivity, and impact; delivers results with integrity; shares information; builds relationships of trust; does HR with an attitude
Operational Executor - is credible in the operational aspects of managing people and organizations, including policies, administrative needs, technology, shared services, or outsourcing; implements workplace policies; advances HR technology.
Business Ally - knowledgeable in the social context or setting in which the business operations; knows how the business makes money; knows the proposition of various business functions; interprets social context; serves the value chain; articulates the value proposition; leverages business technology.
Talent Manager and Organizational Designer - ensuring the enterprise's means of talent management and organizational capabilities are aligned with strategy, integrated with each other, and working effectively and efficiently; ensures todays and tomorrow's talent; develops talent; shapes organizations; fosters communication; designs reward systems.
Culture and Change Steward - facilitates change by helping make culture happen by developing disciplines, coaching how actions reflect and drive culture, weaving cultural standards into practice and processes; making culture real to employees; enacts change; facilitates change; crafts culture; personalizes culture.
Strategy Architect - playing an active part in the establishment and management of strategy to deliver a vision; turns strategy into practices that culminate in organizational capabilities; sustains strategic agility; engages customers.

Required Language (must have):
* English

Desired Knowledge, Skills, Abilities & Language (nice to have):
* Intermediate to advanced knowledge of ADP Workforce Now preferred.