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HR Business Partner
York Risk Services Group
Dublin, OH, United States
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York Risk Services Group
is a premier provider of insurance, risk management, alternative risk, pool administration and claims management solutions to clients across hundreds of industries. Recently named by Forbes as one of"America's Best Midsized Companies Two Years in a Row"We firmly believe that our employees drive the success of the company. With success in mind as the ultimate goal, we strive to create and provide an environment that offers challenging, stimulating and financially rewarding opportunities.
The HR Business Partner (HRBP) is responsible for aligning and driving business objectives with employees and management within the respective partnering business. The position serves as a consultant to management on all HR-related issues and acts as a change agent where needed. The successful HRBP balances the needs of the business with the interests of the employees. S/he will proactively assess and anticipate HR-related needs, and seek to develop solutions. S/he will formulate partnerships across the HR function to deliver value-added service to management and employees that reflects the business needs of the organization. The successful HRBP will also maintain strong knowledge of the business, their operations’ goals, plans, finances, and competitive positioning. In addition to partnering with the business, this role will act as the main M&A point for HR for all business transactions, managing all related activities from due diligence to integration.
ESSENTIAL JOB RESPONSIBILITIES:
Mergers & Acquisitions
• Manage the critical work stream activity for M&A in partnership with the SVP, Total Rewards.
• Lead the HR M&A team in the development of project plans, employment agreements, change management, communications, and deliverables of the overall plan.
• Responsible for understanding the deal structure as it pertains to an asset or stock purchase as defined by the Executive Team, and the impacts on HR related items.
• Creates project plans for the various HR functional groups to lead and execute. Work with the HR team to develop execution plans and track progress against the plans.
• Synthesize and present HR due diligence reports in partnership with the HR center of excellence team leads. Outline major areas of HR risks and opportunities, and develop solutions for identified risks.
• Partner with the HR functional leads and Information technology team to develop integration and execution plans aligned with transitioning and integrating with HR processes (e.g., Workday).
• Drives change management practices to enable organizational effectiveness to execute on the M&A strategy and foster a culture that maximizes competitive advantage.
• Participates on cross functional project teams, guides appropriate solutions and seeks necessary resources to resolve.
• Collaborates with core business functions to achieve mutual goals.
HR Business Partner:
• Consults with managers at all levels, providing HR guidance when appropriate.
• Analyzes trends and metrics in partnership with colleagues in HR to develop solutions, programs, and policies.
• Identifies, implements, and leads HR program and process improvement opportunities to drive business requirements.
• Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.
• Maintains 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 as needed/required.
• Provides day-to-day performance management guidance to management (e.g. coaching, counseling, career development, corrective actions.)
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Collaborates with HR Centers of Excellence to drive related programs within the partnering business and also provide input based on business needs.
• Provides HR policy guidance and interpretation.
• Provides guidance and input on business unit restructuring, workforce planning and succession planning.
• Identifies training needs of managers and delivers appropriate training to intact teams.
• Participates in the selection and interviewing process for key positions.
• Duties, responsibilities, and activities may be assigned or changed at any time with or without notice.
SUPERVISION RECEIVED:
Position reports to Senior Vice President of Total Rewards
SUPERVISION EXERCISED: This position will have no direct supervision of staff however will need to closely work with and provide guidance to various other colleagues, such as HR Managers, HR Generalists, or HR Center of Excellence. The role includes serving as a coach and mentor for other positions in the organization.
EDUCATION: Bachelor’s Degree or equivalent combination of education and relevant work experience
EXPERIENCE:
• Minimum of 5 years’ experience as an HR Generalist/Business Partner.
• M&A experience preferred.
• PHR/SPHR or SHRM-CP/SHRM-SCP certification preferred.
SKILLS/ABILITIES:
• Business Acumen
• Project Management
• Effective Communication, including training and presentation skills
• Coaching and Consultation
• Strong Ethics
• Global and Cultural Awareness
• HR Expertise
• Conflict Resolution
• Build and Maintain Trusted Relationships
• Analytical
KNOWLEDGE:
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management and relevant federal and state employment laws.
• Knowledge of corporate policies and procedures.
ROUTINE DECISIONS AND FORMAL POLICY SETTING:
Decisions routinely made include:
• Appropriate corrective action for performance deficiencies and policy violations.
• Interpretation and application of company policies.
• Development of programs and processes.