People Strategy Business Partner at FatCats

Pleasant Grove, Utah, United States -

Full Time

Start Date

Immediate

Expiry Date

01 Jun, 26

Salary

0.0

Posted On

03 Mar, 26

Experience

2 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Strategic Business Partnership, Workforce Planning, Talent Management, Employee Engagement, Needs Assessments, Change Management, Data-Driven Decision Making, Communication, Collaboration, Problem Solving, Multitasking, Empathy, Confidentiality, HR Technology Implementation, KPI Tracking

Industry

Entertainment

Description

Description Position Reports To: Director of People Strategy The People Strategy Business Partner (PSBP) plays a pivotal role in aligning people strategies with FatCats business objectives. Collaborating seamlessly with FatCats departments/businesses, you will drive the implementation and refinement of PS processes. Your focus will be on ensuring these processes are integrated effectively and aligned with broader business goals, delivering measurable and impactful results. Requirements Strategic Business Partnership: Serve as a trusted PS advisor to FatCats, understanding their challenges and aligning PS strategies with business objectives. Drive organizational performance by advising on workforce planning, talent management, and employee engagement. Partner with department/business teams to identify key PS initiatives that address business needs and support organizational growth. Conduct needs assessments to identify gaps in existing PS systems, processes, and tools. Gather and prioritize business and functional requirements for PS solutions, ensuring alignment with overall business and PS strategies. Work with PS leadership to select and implement PS tools that drive efficiency and improve PS processes. Supporting PS Initiatives and Projects: Support PS projects, ensuring they are delivered on time, within budget, and meet business requirements. Oversee the implementation of your designated technologies or programs, working closely with cross-functional teams to ensure a smooth rollout. Assist in monitoring the success of PS projects and recommend adjustments as needed to ensure business objectives are met. Change Management and Adoption: Support change processes associated with the implementation of new PS technology and processes, ensuring successful adoption across FatCats. Assist in developing and executing change management strategies to minimize disruption and ensure smooth transitions. Provide training, support, and guidance to FatCats departments/businesses to ensure successful adoption and utilization of new systems or processes. Data-Driven Decision Making: Leverage PS analytics to drive business decisions. Provide insights to PS leaders on PS trends, metrics, and KPIs, advising on strategies to address challenges and capitalize on opportunities. Collaborate with the FatCats departments/businesses to develop and track key PS performance indicators (KPIs) to measure the success of PS initiatives. WORKING REQUIREMENTS/CONDITIONS Education/Certification: High school diploma or equivalent (college degree and/or HR certifications preferred) Required Knowledge: Strong business acumen and the ability to align PS strategies with business goals. Experience Required: Minimum of 2 years of experience in PS/HR, with at least 2 years in an HRG/PSBP role or a role working closely with PS/HR initiatives. Proven successful track record of assisting PS/HR projects and deliverables. Skills/Abilities: Exceptional communication and collaboration skills. Data-driven mindset with the ability to analyze PS data and use insights to drive decisions. Ability to manage change effectively and ensure successful adoption of PS solutions. PHYSICAL ACTIVITIES AND REQUIREMENTS OF THIS POSITION Finger dexterity: Using primarily just the fingers to make small movements such as typing, picking up small objects, or pinching fingers together. Talking: Especially where one must convey detailed or important instructions or ideas accurately, loudly, or quickly. Average Hearing: Able to hear average or normal conversations and receive ordinary information. Average Visual Abilities: Average, ordinary visual acuity necessary to prepare or inspect documents or products or operate machinery. Physical Strength: Sedentary work. Sitting most of the time. Exerts up to 10 lbs. of force occasionally. (All office jobs.) Driving: Clean driving record and ability to meet CVH driving safety standards. Ability to operate vehicles safely and follow all traffic laws and safety protocols. WORKING CONDITIONS Office Setting: The PSBP typically works in a professional office environment, which includes standard office furniture, lighting, and temperature control. The workspace may include desks, computers, and other office equipment necessary for daily tasks. Noise Level: Generally moderate noise level in an office environment, with occasional noise from nearby teams or colleagues. Some PSBP activities may involve meetings, presentations, or group discussions. Travel Requirements: Occasional travel may be required to visit other company locations, attend job fairs, or participate in employee training events. Travel is typically limited to regional areas and may require overnight stays depending on the organization’s size and geographic footprint. Work Schedule: Regular full-time office hours (Monday – Friday, 8-hour shifts, minus lunch time). Overtime may be required during peak hiring seasons, events, or special projects. EMOTIONAL AND COGNITIVE DEMANDS Attention to Detail: The role requires high attention to detail, especially when reviewing and managing confidential employee information, documentation, and compliance matters. Problem Solving and Decision Making: Must effectively handle employee issues, conflict resolution, and policy interpretation, often requiring quick decision-making under pressure Multitasking: Expected to manage multiple tasks simultaneously, such as handling employee queries, recruitment activities, and ensuring compliance with labor laws. Empathy and Communication: Handling sensitive employee matters, such as disputes or personal issues, requires emotional intelligence, empathy, and clear communication. Maintain confidentiality of sensitive communications, such as employee grievances, complaints, and disciplinary issues. Must ensure that any discussions related to employees’ personal situations or issues are only shared with relevant parties on a need-to-know basis. Ability to recognize, understand, manage, and influence emotions in oneself and others. Effectively navigate social complexities, build relationships, and handle interpersonal situations with empathy and emotional awareness. INTENT AND FUNCTION OF JOB DESCRIPTIONS Job descriptions assist organizations in ensuring that the hiring process is fairly administered and that qualified employees are selected. They are also essential to an effective appraisal system and related promotion, transfer, layoff, and termination decisions. Well-constructed job descriptions are an integral part of any effective compensation system. All descriptions have been reviewed to ensure that only essential functions and basic duties have been included. Peripheral tasks, only incidentally related to each position, have been excluded. Requirements, skills, and abilities included are the minimal standards required to perform the positions. In no instance, however, should the duties, responsibilities, and requirements delineated be interpreted as all-inclusive. Additional functions and requirements may be assigned by supervisors as deemed appropriate. In accordance with the Americans with Disabilities Act, it is possible that requirements may be modified to accommodate disabled individuals. However, no accommodation will be made which may pose serious health or safety risks to the employee or others or which impose undue hardships on the organization. Job descriptions are not intended as and do not create employment contracts. The organization maintains its status as an at-will employer. Employees can be terminated for any reason not prohibited by law.

Responsibilities

The People Strategy Business Partner aligns people strategies with business objectives by driving the implementation and refinement of People Strategy (PS) processes across departments. This role involves serving as a trusted PS advisor, guiding organizational performance through workforce planning, talent management, and supporting the rollout and adoption of new PS technologies and programs.