Sr. Human Resources Business Partner

at  Snap Finance

Are you looking for a friendly, fast-paced workplace with an emphasis on helping customers and empowering team members? Snap Finance is a thriving leader in the financial services industry, and our team members are the foundation of our success. Snap knows that happy, empowered, and engaged team members are essential to innovation and business success- and our approach is working. Come join us!

POSITION OVERVIEW:

The Senior Human Resources Business Partner specializes in managing the relationship between employees and the organization. Responsibilities include providing guidance for management on worker discipline and termination, as well as engaging with business leaders to help execute people strategies around talent management and organizational change. The role will be the primary point person for conducting non-biased internal investigations. In collaboration with the larger People Team, a successful Human Resources Business Partner will ensure that the company complies with all required laws and regulations.

REQUIREMENTS:

• 7+ years’ experience in Employee Relations, HR Business Partner, HR Generalist or similar roles within a technical environment.
• Bachelor’s degree in HR, Administration or related field.
• Experience and knowledge of Costa Rica labor legislation and legal regulations.
• Strong business acumen with experience partnering business leaders and HR experts
• Proficiency with HRIS and other HR-related software.
• Ability to challenge the status quo in a constructive manner using a consultative professional approach.
• Strong leadership capabilities, coaching, conflict resolution and relationship management skills
• Outstanding communication skills.
• Use sound judgement and appropriate conflict management skills when dealing with difficult and challenging people matters.
• Excellent time management skills with proven organizational and multi-tasking proficiency – able to respond quickly and efficiently.
• Strong organizational ability, with a high level of comfort in dealing with employees at all levels of the organization.

PREFERRED QUALIFICATIONS:

• HR certification is a plus
• Knowledge of Agile methodology

• Plan, set objectives and develop appropriate strategies and tactics with key business leaders and operational leaders that will deliver efficient, cost driven goals through an environment of collaborative partnership.
• Work with business leaders and with the People team to develop and deliver people strategies that contribute to organizational success
• Strategic Business Partner to all Company divisions on a range of employee relations subjects
• (performance management (PIPs), investigations, company policies, and training).
• Relationship Building
• Work closely with teams to improve engagement, build morale, instill trust; and increase productivity and retention
• Coach and lead people leaders through people related topics, supporting these leaders in their own skill development in Employee Relations, Engagement, and Change Management. Provide coaching and guidance to people leaders on matters related to human resources, assisting them in enhancing their skills in Employee Relations, Engagement, and Change Management.
• Partner with legal counsel as needed to address complex employee relations issues and mitigate legal risks.
• Build trusting work relationships, serve as a problem-solver and collaborate with key investigative partners.
• Talent Management
• Consult, guide and influence talent decisions and deliver people solutions; through strong understanding of the business and strong People partnerships
• Facilitate & lead people activities such as performance management, change management, training needs reviews Lead and facilitate various personnel initiatives including performance management, change management, and conducting reviews of training needs.
• Provide guidance in performance management & support to leaders in coaching, counseling, disciplinary actions, conflict resolution (i.e. PIPs)
• Advise and train managers and employees on HR policies, procedures, and best practices.
• Employee Relations
• Collaborate with business leaders to resolve complex people relations issues, including conducting effective workplace investigations. Use sound judgement and appropriate conflict management skills when dealing with difficult and challenging people matters
• Serve as the primary point of contact for employee relations issues, including conducting investigations, providing guidance on policy interpretation, and resolving disputes
• Develop and implement employee relations strategies and programs that align with company goals and comply with relevant laws and regulations.
• Implement systems for early detection of issues, provide mediation, and train managers in conflict management techniques to prevent escalation of disputes.
• Make recommendations regarding potential disciplinary measures and/or coaching support based on investigative findings and consistent remediation efforts throughout Company divisions.
• Analyze trends from employee experience tools to diagnose root causes and recommend corrective strategies