Human Resources Business Partner

at  Indygo

Position Title: H.R. Business Partner
Safety Sensitive: No
Supervisor’s Title: Manager, Compliance and Process Improvement
FLSA Status: Exempt
Department: Department of People

Division: Human Resource

• The salary range is $65,000 - $70,000 annually, commensurate with education and experience.

ABOUT US

We are IndyGo, a Municipal Corporation of Indianapolis – Marion County, and we’re proud to be the largest public transportation provider in the state of Indiana. We operate 32 transit routes throughout the county, providing nearly 10 million passenger trips a year to the good citizens of our region. IndyGo is committed to expanding mobility options to improve connectivity with the company’s mission, vision, and goals.

WHO WE ARE

A key measure of any great city is the ease of getting from one place to another. We call it “mobility.” It’s as essential as access to electricity and clean water. It moves a city forward to become a better place of opportunity and community. It’s a measure of a city’s vitality and potential, and it reflects a city’s judgment about its civic priorities. It makes a city a better home and a better place to visit.
At IndyGo, getting people from one place to another is much more than just moving riders: it’s about getting our riders to their hopes and dreams, to their education and careers, to their families and friends, to their health and well-being, and another day of life in Indianapolis and the surrounding areas.
We’re here because you’ve got somewhere you need to be, and you need an easy, reliable way to get there. So come on; get on and get going to wherever you want to go on IndyGo.

KNOWLEDGE, SKILLS, AND ABILITIES

The requirements listed below represent the knowledge, skills, and/or abilities required to perform each essential duty satisfactorily. The company will provide reasonable accommodation to enable individuals with disabilities to perform these functions.

• A minimum of 5 years of HR experience focusing on resolving complex employee relation issues.
• A minimum of 5 years of experience as an HR Business Partner.
• Working knowledge of multiple human resource disciplines, including employee relations, compensation practices, recruitment, development, engagement, benefits, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state-respective employment laws.
• Able to research information and analyze data to arrive at valid conclusions, recommendations, and plans of action.
• Experience working in a union environment is a plus.
• Demonstrated ability to work independently and use strong emotional intelligence in all interactions.
• Solid client management, change management, project management, and business acumen.
• Proven conflict management, interpersonal, and negotiation skills with an ability to build working relationships. ·
• Excellent verbal and written communication skills.
• Proven ability to develop relationships to gain support, influence and achieve results
• Ability to manage multiple business departments in multiple locations. · Manage multiple conflicting priorities.
• Take initiative to identify and anticipate client needs and make recommendations for implementation.

EDUCATION AND/OR EXPERIENCE

To perform this job successfully, an individual must have the following education and/or experience.

• A bachelor’s degree in human resources, business, organizational development/leadership, organizational psychology, or a related field.
• 5 years experience in Human Resources or any equivalent combination of education and experience.

POSITION PURPOSE

The Human Resources Business Partner (HRBP) plays a crucial role in aligning, designing, and implementing strategies that enhance business outcomes. The HRBP acts as a consultant to management on HR-related matters; the HRBP also serves as an employee advocate and change agent. This role involves assessing and anticipating HR needs, proactively communicating these needs with the HR department and business stakeholders and developing integrated solutions. The HRBP builds partnerships across the HR function to provide value-added services to management and employees, aligning with the organization’s business objectives. Additionally, the HRBP thoroughly understands the department’s goals, mid-range plans, culture, and competitive landscape.

ESSENTIAL FUNCTIONS AND RESPONSIBILITIES

To succeed in this role, an individual must satisfactorily perform the functions listed below. Reasonable accommodation may be made to ensure that individuals with disabilities are provided reasonable accommodations to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.

ESSENTIAL FUNCTIONS

• Provide accurate and timely HR guidance to business leaders and employees.
• Analyze trends and metrics in partnership with HR group to develop solutions, programs, and policies.
• Proactively manage and resolve employee relations issues, escalating as needed to include HR management and legal.
• Conduct effective, thorough and objective investigations and effectively mediate discussions with employees and line management.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
• Partner with the legal department as needed/required.
• Provide day to day performance management guidance to business leaders (coaching, counseling, career development, disciplinary actions) with a goal of improving the skills of the managers in these areas.
• Work closely with management and employees to improve work relationships, build morale and engagement, productivity, and employee retention.
• Provide HR Policy guidance and interpretation.
• Provide guidance and input on department restructuring, workforce planning, and succession planning.
• Identify training needs for business units and individual coaching needs.
• Participate in evaluating and monitoring the success of training and development programs, following up to ensure training objectives are met.
• Investigate problems, such as working conditions, disciplinary actions, and employee complaints.
• All other duties as assigned.

The physical demands described here represent those an individual must meet to perform the essential functions of this job successfully. The company will make reasonable accommodations to enable individuals with disabilities to perform these functions.

• Ability to work in a deadline-oriented office environment.
• Ability to remain stationary at least 50% of the time.
• Some local travel may be require