HRBP – Commerce

Website protisglobal Protis Global

Smart Talent Strategies for Consumer Brands

Job Title: HRBP – Commerce
Location for the position: Petaluma, CA
Summary: About the Role Reporting directly to the Head of Human Resources, the HRBP serves as the central point of contact for all HR and People Program activities within their assigned business unit; the HRBP partners with various Centers of Expertise, provides strategic functional expertise, as well the required internal support, to help develop, activate, and drive the People Plan through “fit-for-purpose” programs, processes, policies, systems, and tools which are necessary to support the entire employee experience. The HRBP contributes to making a difference at every level by effecting Cultural & Organizational changes, including a keen focus on Compliance, Performance Management, Leadership Development, and Talent Evolution. More specifically, the HRBP leads implementation and tracking of the broader strategic People objectives – drives awareness and adherence of HR policies and procedures; acts as an enterprise-wide Change Agent; leverages Center of Expertise programs and practices to maximize development and maximize growth; knows the Talent and the Data; focuses on building for the team’s and organization’s immediate needs but understanding the foundational needs for future scale and aspirations. The HR Business Partner is knowledgeable in all areas of Human Resources, serving as the go-to expert for Development, Performance Management, Talent Review, Employee Relations, and other People-related topics.
Job Duties: What You’ll Do Acts as a single point of the contact for the employees and managers in the business unit. Manages complex and difficult HR Projects, interdepartmentally and cross-functionally. Contributes to design of the People Plan; owns planning, cascade, awareness, and implementation of the plan(s) for the business areas under responsibility; drive alignment with Company Strategic Objectives and Policies. Leads the PM Cycle and guarantees quality of feedback, challenging and supporting Line Managers and Employees. Contributes to the development and implementation of programs and tools to improve Employee Engagement. Ensures that organizational framework (structures, job descriptions and job grades) within the business areas is current and in accordance with the Company objectives. Reports to the business areas key People Indicators and relevant data and analysis (headcount, absenteeism, turnover, costs, …) to ensure data-based, strategic decisions. Constantly reviews and challenges organizational structures, ways of working, governance models, cross-functional collaboration to anticipate issues and opportunities; ensure alignment to overall strategic Business goals and objectives Designs and implements processes and projects for organizational transformation and/or redesign. Serve as a Change Agent. Works with and support key business areas to identify emerging and new business opportunities; translates and operationalize HR programs and practices to underpin movement. Manages and resolves complex Employee Relations issues. Conducts effective, thorough and objective investigations. Maintains Risk Management mindset, with an in-depth knowledge of legal requirements related to day-to-day management of employees; reduces legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. Identifies, analyzes, and addresses Capability needs (knowledge, skills & behavior) for business areas; create programs and transparent paths for growth and development Plans, coordinates and monitors Talent Development, Mobility and Succession Plans. Executes the Recruitment process to ensure high quality and an efficient and effective operations. Partners with Centers of Expertise (Talent Acquisition, L&D, Payroll & Benefits) to ensure “fit-for-purpose” designs, clear and concise programs and policies, and compliance. Ensures execution, implementation, application, and management of HR policies, regulations, procedures, systems, and tools, in collaboration with HR Operations and other HR Departments. Responsible for knowing and understanding key quantitative People data; analyze and translate. Drive a Safety-first Culture; identify risk and opportunities to sustaining a balanced and healthy workforce. Other duties and projects as directed.
Background Requirements: What We’re Lookin’ For A bachelor’s degree in Business Administration, with a concentration in Human Resources, Organizational Development or equivalent preferred. PHR, SPHR or other creditable HR certificates is preferred. A minimum of 5+ years progressive experience in Human Resources field. Experience with investigations pertaining to employee relations; including interviewing parties involved, analyzing data, consulting management, and recommending action steps. Extensive knowledge of local, federal, and state employment, leave of absence and wage and hour laws. Working knowledge of compensation practices, performance management, and recruitment. Excellent verbal and written communication skills. Be flexible and available to interact with employees at all levels. Strong conflict management, interpersonal and negotiation skills. Ability to prioritize, meet strict deadlines and maintain confidentiality. Proficient in MS Office Suite, specifically Outlook, Excel and Word.
Related Skills: Key Relationships Reports to Head of HR. Partners with HR Business Partners and HR Centers of Expertise. Consults and partners closely with employees at every level within business unit.

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