HR Business Partner

at  Harris Teeter

Summary: The HR Business Partner is a strategic partner and liaison between the HR Department and one or more other departments. The HR Business Partner will be involved, consult, and guide on all aspects of the business objectives as it relates to associates or strategic initiatives of specific departments in line with the company. HRBP will provide guidance on organizational design and change management, support Training and Development, Associate Relations, and Compensation departments from a company culture perspective. Uphold and demonstrate the company’s core values of respect, honesty, integrity, diversity, inclusion, and safety.

Essential Duties and Responsibilities include but are not limited to the following:

• Involved in essential meetings within the line(s) of business with regard to strategies and HR
• Align the needs of the business/department with company’s people strategies
• Advise and inform leaders on issues related to people strategies
• Collaborate and influence strategies, policies, and procedures.
• Strategize with Leaders on workforce planning, succession planning, and training needs.
• Partner with leaders, prioritizing staffing, and training needs as it relates to the business, each department’s needs, and leadership development.
• Organize development approaches for leadership to enhance their associates’ capabilities and leadership engagement.
• Assists in the development and advocates for company culture
• Assisting in promoting HR strategies; partnering with all HRBPs
• Travel is required, supporting the business, department(s), and leadership as needed
• Other duties may be assigned or required.

Learning and Development Responsibilities include but are not limited to the following:

• Spotting external and internal trends, strengths, weaknesses and communicating findings to leadership for possible new or improved implementations for the business/department.
• Reviewing internal associate concerns/surveys on a consistent basis analyzing for revisions or new direction is needed for improving associate experiences and training.
• Collaborating with the business/department(s) and Training and Development on what areas of learning could aid in improvement of the department and elevating associates to the next level.
• Participating in all areas of communication opportunities (e.g. visiting stores, store focus groups, Sales and Service meetings, etc.) and listening avenues (e.g. Round Table Discussion, Department meetings, Associate survey, etc.) to understand thoughts and ideas of the associates and communicate to leadership areas needed for review and action.

• Partner to analyze trends and metrics with the business and HR and work towards developing necessary solutions, programs, and policies to stay competitive and associate focused.

  Benefits an HRBP provides:

• Strengthen company culture and associate’s experiences

• Foster business/department to be more proactive vs reactive
• Supportive partner to ensure strategic objectives are implemented and metrics are maintained for compliance.
• Guidance and supportive partnership within meetings from an HR perspective.
• Provide thought provoking questions and information within discussions to prompt more in depth thinking to reach the best desired outcome.
• Strengthen connection between HR and the business/department.
• Provides coaching from a people/culture perspective to aid in retention.
• Endorses and reinforces company culture in all areas of interaction.

COMPENTENCY: To perform the job successfully, an individual should demonstrate the following competencies:
o Service Excellence – Must possess and demonstrate -superior Customer Service skills to internal and external customers. Responds to requests for service and assistance; Meets commitments.
o Analytical – uses data analysis, logical thinking, research skills, creativity, and communication to engage in research and critical thinking to support and guide, in addition to logical approach and experience.
o Demonstrate ability to effectively partner with all levels of the organization, positively influence teams and manage conflict.
o Problem Solving - Identifies and resolves problems in a timely manner; Gathers and analyzes information skillfully; Develops alternative solutions; Works well in group problem solving situations; Uses reason even when dealing with emotional topics.
o Technical Skills - Pursues training and development opportunities; Strives to continuously build knowledge and skills; Shares expertise with others.
o Interpersonal - Remains open to others’ ideas, invites new concepts, and innovative mindsets.
o Oral Communication - Speaks clearly and persuasively in positive or opportunistic situations; listens and obtains clarification; Responds well to questions; Demonstrates group presentation skills; Participates in meetings.
o Teamwork - Balances team and individual responsibilities; Exhibits objectivity and openness to others’ views; Able to build morale and group commitments to goals and objectives. Supports company culture.
o Written Communication - Writes clearly and informatively; Able to read and interpret written information.
o Change Management - Develops workable implementation plans; Communicates changes effectively; Builds commitment and overcomes resistance; Prepares and supports those affected by change; Monitors transition and evaluates results.
o Leadership - Inspires and motivates others to perform well; effectively influences actions and opinions of others; Inspires respect and trust; mobilizes others to fulfill the vision. Able to engage effectively at all levels of leadership.
o Managing People - Solicits and applies customer feedback (internal and external); Fosters quality focus in others; Improves processes, products, and services. Promotes development and advocates for associate’s exploring all options for advancement opportunities.
o Quality Management - Looks for ways to improve and promote quality; Demonstrates accuracy and thoroughness. Exhibits quality planning, control, and quality improvement to support desired outcomes.
o Business Acumen - Understands business implications of decisions; Displays orientation to profitability; Demonstrates knowledge of market and competition; Aligns work with strategic goals.
o Cost Consciousness - Works within approved budget; Develops and implements cost saving measures.
o Ethics - Treats people with respect; inspires the trust of others; Works with integrity and ethically.
o Organizational Support - Follows policies and procedures; Supports organization’s goals and values.
o Strategic Thinking - Develops strategies to achieve organizational goals; Identifies external threats and opportunities; Adapts strategy to changing conditions.
o Adaptability - Adapts to changes in the work environment; Manages competing demands; Changes approach or method to best fit the situation; Able to deal with frequent change, delays, or unexpected events.
o Dependability - Follows instructions, responds to management direction; Takes responsibility for own actions.
o Initiative - Takes independent actions and calculated risks.
o Innovation - Displays original thinking and creativity; Meets challenges with resourcefulness; Generates suggestions for improving work.
o Judgment - Displays willingness to make decisions; Exhibits sound and accurate judgment; Supports and explains reasoning for decisions.
o Motivation/Planning/Organizing - Prioritizes and plans work activities; Uses time efficiently; Sets goals and objectives.
o Quality - Demonstrates accuracy and thoroughness; Looks for ways to improve and promote quality; Applies feedback to improve performance.
o Quantity - Completes work in timely manner; Strives to increase productivity.
o Safety and Security - Observes safety and security procedures; Reports potentially unsafe conditions.
o Assist with guidance in all aspects of HR: recruiting, hiring, benefits, and associate relations. Provide connections with experts in all HR areas.
Qualifications:
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Education/Experience:
Bachelor’s degree (BA or BS) from four-year College or university; plus, Minimum 1 year of corporate or regional-level human resources experience -or-An equivalent combination of education and experience.
Travel Requirements:
The ability to travel is required for this position. This may include periodic overnight trips, conferences and store visits.
Language Ability:
Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, associates, customers, and the general public.
Math Ability:
Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rate, ratio, and percent.
Reasoning Ability:
Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.
Computer Skills:
To perform this job successfully, an individual should have knowledge of Microsoft Word, Excel, PowerPoint.
Certificates and Licenses:
No certifications needed
Supervisory Responsibilities:
This job has no supervisory responsibilities.
Work Environment:
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The noise level in the work environment is usually moderate to quiet.
Physical Demands:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this Job, the employee is regularly required to talk or hear

Essential Duties and Responsibilities include but are not limited to the following:

• Involved in essential meetings within the line(s) of business with regard to strategies and HR
• Align the needs of the business/department with company’s people strategies
• Advise and inform leaders on issues related to people strategies
• Collaborate and influence strategies, policies, and procedures.
• Strategize with Leaders on workforce planning, succession planning, and training needs.
• Partner with leaders, prioritizing staffing, and training needs as it relates to the business, each department’s needs, and leadership development.
• Organize development approaches for leadership to enhance their associates’ capabilities and leadership engagement.
• Assists in the development and advocates for company culture
• Assisting in promoting HR strategies; partnering with all HRBPs
• Travel is required, supporting the business, department(s), and leadership as needed
• Other duties may be assigned or required

Learning and Development Responsibilities include but are not limited to the following:

• Spotting external and internal trends, strengths, weaknesses and communicating findings to leadership for possible new or improved implementations for the business/department.
• Reviewing internal associate concerns/surveys on a consistent basis analyzing for revisions or new direction is needed for improving associate experiences and training.
• Collaborating with the business/department(s) and Training and Development on what areas of learning could aid in improvement of the department and elevating associates to the next level.
• Participating in all areas of communication opportunities (e.g. visiting stores, store focus groups, Sales and Service meetings, etc.) and listening avenues (e.g. Round Table Discussion, Department meetings, Associate survey, etc.) to understand thoughts and ideas of the associates and communicate to leadership areas needed for review and action.
• Partner to analyze trends and metrics with the business and HR and work towards developing necessary solutions, programs, and policies to stay competitive and associate focused