Job Title: People Partner
Position Type: Full-Time
________________________________________
Position Overview:
People Partner serves as a strategic partner to senior leaders, managers, and employees, ensuring that People and Culture initiatives align with organizational goals and contribute to a positive workplace culture. This is a key role that directly impacts the lives of our employees, empowering them to thrive and grow within a supportive, inclusive environment. As an integral member of the People and Culture team, the People Partner provides consulting on a range of People and Culture / HR topics, from employee relations to talent management, and offers guidance on performance management, organizational design, and workforce development.
If you are a strategic thinker, passionate about people, and eager to make an impact through collaboration and continuous improvement, we encourage you to apply!
________________________________________
Position Type: Full-Time
________________________________________
Position Overview:
People Partner serves as a strategic partner to senior leaders, managers, and employees, ensuring that People and Culture initiatives align with organizational goals and contribute to a positive workplace culture. This is a key role that directly impacts the lives of our employees, empowering them to thrive and grow within a supportive, inclusive environment. As an integral member of the People and Culture team, the People Partner provides consulting on a range of People and Culture / HR topics, from employee relations to talent management, and offers guidance on performance management, organizational design, and workforce development.
If you are a strategic thinker, passionate about people, and eager to make an impact through collaboration and continuous improvement, we encourage you to apply!
________________________________________
People Partner Duties:
• Partner with leadership and managers to understand business objectives and workforce needs, providing tailored HR strategies and solutions.
• Offer guidance and coaching to managers on leadership development, conflict resolution, performance management, and employee relations.
• Drive the resolution of employee relations issues, conducting thorough investigations to ensure compliance with company policies and legal standards.
• Advise managers and teams on organizational and policy changes, helping to align human resources strategies with organizational priorities and transformation.
• Collaborate on talent management initiatives, such as succession planning, employee engagement, and retention strategies, to develop and nurture a strong talent pipeline.
• Assist with onboarding and training new employees, ensuring they align with the organization’s culture and values.
• Maintain effective and proactive communication with managers and employees to foster a positive working environment.
• Lead or participate in cross-functional HR projects aimed at improving organizational effectiveness, such as:
o Employee engagement initiatives and surveys.
o Policy and process enhancements, ensuring they are current and aligned with best practices.
o People systems upgrades and integration of new technologies.
o Organizational development initiatives including change management and culture-building efforts.
• Contribute to the design and execution of continuous improvement programs that optimize HR operations, streamline processes, and enhance the employee experience.
• Ensure the consistent application of HR programs and policies across departments, contributing to a cohesive workplace.
• Partner with leadership and managers to understand business objectives and workforce needs, providing tailored HR strategies and solutions.
• Offer guidance and coaching to managers on leadership development, conflict resolution, performance management, and employee relations.
• Drive the resolution of employee relations issues, conducting thorough investigations to ensure compliance with company policies and legal standards.
• Advise managers and teams on organizational and policy changes, helping to align human resources strategies with organizational priorities and transformation.
• Collaborate on talent management initiatives, such as succession planning, employee engagement, and retention strategies, to develop and nurture a strong talent pipeline.
• Assist with onboarding and training new employees, ensuring they align with the organization’s culture and values.
• Maintain effective and proactive communication with managers and employees to foster a positive working environment.
• Lead or participate in cross-functional HR projects aimed at improving organizational effectiveness, such as:
o Employee engagement initiatives and surveys.
o Policy and process enhancements, ensuring they are current and aligned with best practices.
o People systems upgrades and integration of new technologies.
o Organizational development initiatives including change management and culture-building efforts.
• Contribute to the design and execution of continuous improvement programs that optimize HR operations, streamline processes, and enhance the employee experience.
• Ensure the consistent application of HR programs and policies across departments, contributing to a cohesive workplace.
Education:
o Bachelor’s degree in human resources, Business Administration, or a related field. Master’s degree is a plus.
Experience:
o At least 5 years of experience in HR, with a strong focus on employee relations, performance management, and organizational development.
o Proven experience as a trusted business partner, delivering strategic HR solutions to leadership and managers.
o Demonstrated ability to manage multiple projects, navigate complex employee relations matters, and drive initiatives from inception to completion.
Certifications Preferred:
o Certification in conducting MCAD (Mass Commission Against Discrimination) investigations or other relevant workplace investigation training.
o HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR)
Skills and Competencies:
Core Competencies:
o Strong Knowledge of Employment Laws: In-depth understanding of labor laws, regulations, and HR best practices.
o Employee Relations Expertise: Proven track record of handling complex employee relations matters, investigations, and conflict resolution.
o Project Management Skills: Demonstrated ability to manage and execute HR-related projects efficiently from initiation through completion.
o Data-Driven Decision-Making: Ability to analyze HR data, identify trends, and leverage this information to inform strategy and process improvement.
o HR Systems Proficiency: Experience with HRIS platforms and Microsoft Office Suite (Excel, PowerPoint, Word).
o Communication Skills: Excellent written and verbal communication skills, with the ability to influence and collaborate effectively across levels of the organization.
Additional Competencies:
o Demonstrated Ability to Multi-task: Proven ability to manage multiple tasks and priorities effectively in a fast-paced environment while maintaining a high level of attention to detail.
o Organizational Skills: Exceptional organizational skills, with the ability to manage competing deadlines and track multiple projects simultaneously.
o Adaptability: Demonstrated ability to work in diverse, inclusive environments, managing varied work styles and effectively navigating cultural differences.
o Fast-Paced Environment: Proven experience working in dynamic, rapidly changing environments, with a proactive approach to problem-solving and decision-making.
o Human-Centered Approach: A demonstrated ability to approach HR work from a human-centered perspective, ensuring that employee needs, engagement, and development are prioritized while balancing organizational objectives.
o Documentation Skills: Ability to properly document all HR processes, investigations, and other personnel-related activities in a clear, accurate, and legally compliant manner.
o Continuous Improvement: A strong commitment to identifying opportunities for streamlining HR processes, eliminating inefficiencies, and driving operational improvements.
________________________________________
Additional Information:
Travel: Occasional / Frequent travel to various company locations required.
Physical Requirements:
o Ability to sit for extended periods.
o Ability to communicate effectively in both individual and group settings, including virtually.
o Bachelor’s degree in human resources, Business Administration, or a related field. Master’s degree is a plus.
Experience:
o At least 5 years of experience in HR, with a strong focus on employee relations, performance management, and organizational development.
o Proven experience as a trusted business partner, delivering strategic HR solutions to leadership and managers.
o Demonstrated ability to manage multiple projects, navigate complex employee relations matters, and drive initiatives from inception to completion.
Certifications Preferred:
o Certification in conducting MCAD (Mass Commission Against Discrimination) investigations or other relevant workplace investigation training.
o HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR)
Skills and Competencies:
Core Competencies:
o Strong Knowledge of Employment Laws: In-depth understanding of labor laws, regulations, and HR best practices.
o Employee Relations Expertise: Proven track record of handling complex employee relations matters, investigations, and conflict resolution.
o Project Management Skills: Demonstrated ability to manage and execute HR-related projects efficiently from initiation through completion.
o Data-Driven Decision-Making: Ability to analyze HR data, identify trends, and leverage this information to inform strategy and process improvement.
o HR Systems Proficiency: Experience with HRIS platforms and Microsoft Office Suite (Excel, PowerPoint, Word).
o Communication Skills: Excellent written and verbal communication skills, with the ability to influence and collaborate effectively across levels of the organization.
Additional Competencies:
o Demonstrated Ability to Multi-task: Proven ability to manage multiple tasks and priorities effectively in a fast-paced environment while maintaining a high level of attention to detail.
o Organizational Skills: Exceptional organizational skills, with the ability to manage competing deadlines and track multiple projects simultaneously.
o Adaptability: Demonstrated ability to work in diverse, inclusive environments, managing varied work styles and effectively navigating cultural differences.
o Fast-Paced Environment: Proven experience working in dynamic, rapidly changing environments, with a proactive approach to problem-solving and decision-making.
o Human-Centered Approach: A demonstrated ability to approach HR work from a human-centered perspective, ensuring that employee needs, engagement, and development are prioritized while balancing organizational objectives.
o Documentation Skills: Ability to properly document all HR processes, investigations, and other personnel-related activities in a clear, accurate, and legally compliant manner.
o Continuous Improvement: A strong commitment to identifying opportunities for streamlining HR processes, eliminating inefficiencies, and driving operational improvements.
________________________________________
Additional Information:
Travel: Occasional / Frequent travel to various company locations required.
Physical Requirements:
o Ability to sit for extended periods.
o Ability to communicate effectively in both individual and group settings, including virtually.