Job Title: Sr. HRBP
Group/Team: Human Resources
Reports to: HRBP Manager
Location: Remote
Employment Type: FT Exempt
Travel Requirements: 10%

NOT SURE IF YOU SHOULD APPLY?

Studies show that those identifying as under-represented individuals might have talked themselves out of applying at this point. Don’t worry about checking every single box. At The Opus Group, we are dedicated to building a diverse, inclusive, and authentic team – so if you’re excited about this role, but your past experience doesn’t align perfectly with every single qualification in this job description, we encourage you to apply anyway. You may just be the right candidate for this role or we may have other roles that better align with your skillset.
Physical Requirements:
Individuals will be required to sit for the majority of the day and will be required to stand as needed. May require walking primarily on a level surface for periodic periods throughout the day. Reaching above shoulder heights, below the waist or lifting as required to file documents or store materials throughout the workday. Proper lifting techniques required. Individuals will be required to travel via airplane, train, taxi, car and/or other means of transportation as needed.
The job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities and activities may change, or new ones may be assigned at any time with or without notice.”

ESSENTIAL RESPONSIBILITIES

• Business Partner with business units to integrate people strategies with overall organizational strategy.
• Provide HR consulting services to Business Units as it relates to human resources programs and policies, often encompassing all areas of human resources.
• Leverage the HR function to deliver effective and customer-focused HR Operations.
• Provide policy guidance and interpretation; recommend and implement changes as needed.
• Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
• Provide day-to-day performance management guidance to business line management (e.g., coaching, counseling, career development, disciplinary actions).
• Gather and analyze relevant data, trends, and patterns and identify gaps and priorities, particularly in the areas of talent management, performance management, workforce planning, strategic recruitment, and capability development.
• Manage the organization’s global performance management program, including communications, training, and monitoring.
• Play a key role in ensuring coherent implementation of people plans and processes across the units within their area and ensuring they align with global direction.
• Coach and challenge leaders to support the development of leadership capability.
• Interface with various levels within the organization to develop and lead training initiatives on a broad range of HR-related topics.
• Manage and resolve complex employee relations issues. Conducts effective, thorough and objective investigations.
• Consult with employees and management on employee relations issues providing guidance and assistance with policy interpretation, open and direct communication, conflict resolution, performance management, and conduct-related issues.
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Serve as an initial point of contact for employee relations, including conducting exit interviews.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department and outside counsel as needed/required.
• Research and explain laws and legal affairs concerning employment to managers, supervisors, and employees.
• Use surveys, interviews, and other studies to research human resource policies, compensation, and other employment issues. After analyzing the information, make recommendations on changes.
• Advise and train managers and supervisors in best employee relations practices and strategies for managing supervisor problems and employee grievances.

OTHER DUTIES AND ACKNOWLEDGEMENT

The above noted job description is not intended to describe, in detail, the multitude of tasks that may be assigned but rather to give the employee/ candidate a general sense of the responsibilities and expectations of the position. Duties, responsibilities, and activities may change at any time with or without notice. This does not create an employment contract, implied or otherwise, other than an “at will” relationship. This employer participates in E-Verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S.
Opus Agency does not discriminate based upon race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. All employment is decided based on qualifications, merit, and business need. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

LI-Remote