HR Business Partner (Talent & Succession)

Summary of Purpose:

This role serves as a strategic partner to INPO management, aligning HR practices with organizational goals to drive success. HR Business Partners collaborate with HR and Talent leadership to assist with the development and implementation of HR strategies to support organizational goals. HRBPs also provide guidance on performance management, employee relations, and compliance with labor laws. This role is crucial in fostering a positive work environment and ensuring the company attracts, develops, and retains top talent.

Essential Functions

• Leads and develops in partnership with management on talent development and succession planning efforts
• Serves as the primary point of contact for managers, employees and candidates related to HR matters. Resolves issues associated with the employment lifecycle
• Understands resourcing needs by proactively engaging with managers; partners with leadership to fill vacancies, draft job descriptions, facilitate transfers, or promotions
• Responsible for the full-cycle recruitment effort for all employee types; this includes researching, sourcing, screening applicants, candidate assessments, interview management, offer recommendation, negotiation, and onboarding
• Responsible for the entry, maintenance, and accuracy of personnel data in various systems
• Responsible for maintaining, updating, and answering questions related to various human resources policies, plans, and procedures
• Investigates and resolves employee relations issues by conducting effective, thorough, and objective investigations and recommending action plans, including coaching leadership, accordingly
• Conducts interactive discussions related to INPO’s reasonable accommodation process
• Makes recommendations to improve operational efficiency, identifying new approaches to procedures to create continual improvements in the department and services performed
• Ensures compliance with all legal and regulatory concerns related to the Human Resources function, such as the FLSA, ADA, Civil Rights Act of 1964, and FMLA
• Performs other duties as assigned

 

Knowledge, Skills and Abilities

• Demonstrates strong Human Resources knowledge, independently applying concepts and principles to solve problems and contribute to projects
• Working knowledge of multiple Human Resources disciplines. Technical and functional knowledge of state and federal employment labor laws, Workers’ Compensation, OSHA, FMLA, ADA, benefit programs, and regulatory requirements
• Ability to communicate complex information in a clear, understandable, and influential manner to stakeholders
• Ability to lead and work collaboratively with diverse teams to achieve common goals, while mentoring team members
• Demonstrates advanced planning, organizational, and time management skills, leading projects, guiding team members, and driving strategic initiatives to achieve organizational goals
• Strong ability to conduct research, gather information, and stay current with industry trends and best practices
• Strong ability to analyze data, trends, and complex problems to problem solve within relevant specialty area
• Consistent, demonstrated ability to seek out and learn from feedback, coaching, and new experiences. Adapts effectively to new challenges and independently applies learnings to improve performance and outcomes
• Ability to assist in bringing different teams together to brainstorm and share ideas, fostering a collaborative environment. Develop strong communication skills to effectively convey ideas and facilitate discussions. Contribute to cross-functional projects, ensuring alignment and synergy among diverse teams
• Ability to work and maintain confidentiality of highly sensitive/private information

 

Education, Licenses, and Certifications

Required

• High School Diploma or GED

Preferred

• Bachelor's degree in human resources management, organizational behavior, or a related field
• SHRM or HRCI certification

Experience

Required

• Three or more years of professional work experience
• One or more years of experience in full-cycle HR work

Preferred

• Two or more year of experience in talent development and succession planning

 

Additional Requirements

Work Context

• Must be able to work prolonged periods sitting at a desk and working on a computer
• Must be able to work under minimal supervision
• Must have a US state or territory issued Real ID compliant driver’s license or identification card

 

Behaviors and Assessments/Additional Requirements

• All INPO employees are expected to abide by behavioral expectations as outlined in INPO’s Core Values, Team Effectiveness Attributes, and Leadership Effectiveness Attributes
• Employment is dependent upon successfully completing a pre-employment background check and drug and alcohol test
• This position may require obtaining unescorted access status
• This position requires direct or indirect access to certain export-controlled technology, for which INPO may be required to obtain an export license in accordance with applicable U.S. export control laws and regulations.  If an export license is required, any offer of employment at INPO for this position is contingent upon receipt of the export license or authorization