Overview:
The HR Business Partner II (HRBP II) position is responsible for aligning business objectives with team members and leaders. The role creates partnerships across the HR function to deliver value-added service to leaders and team members that reflects the business objectives of the organization. The HRBP II maintains an effective level of business literacy around operations and culture. This position has no direct supervisory responsibilities but does serve as a coach and mentor to other positions in the company.
Responsibilities:

• Regularly consulting with company teams and leaders, providing HR guidance and team strategy when appropriate
• Working closely with leaders and team members to enhance relationships, foster collaboration, and improve the overall employee experience
• Providing guidance and input on HR policies and interpretation, team engagement, workforce planning and succession planning
• Analyzing trends and metrics in partnership with the HR group to develop solutions
• Managing and resolving complex employee relations issues
• Maintaining a working knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with legal department as needed/required
• Identifying sources and building relationships with key audiences to network for talent, increase awareness of company and branding in markets, recruiting new team members, interviewing, making hiring decisions, and onboarding new team members
• Managing hiring plans for the regions, including building relationships and understanding how we attract diverse candidates to develop robust relationships with strong talent pipelines
• Providing day-to-day performance management guidance to leaders (e.g., coaching, counseling, career development, disciplinary actions)
• Identifying and implementing initiatives to enhance organizational effectiveness, including change management, succession planning, and leadership development
• Fostering connection and collaboration of team members through common systems, tools, and resources
• Identifying training needs for respective departments and individual coaching needs, engaging Organizational Development team as needed
• Other duties as assigned
  Qualifications: