The HR Business Partner serves as a strategic partner to business leaders and line managers within designated business units. Moving beyond transactional HR, the HRBP aligns business objectives with employees and management, serving as a consultant on human resource-related issues. The role assesses and anticipates HR-related needs, communicating needs proactively to the HR department and business management to develop integrated solutions.
Key Responsibilities
Strategic Partnership & Business Alignment:
Act as a single point of contact and trusted advisor to business leaders and managers on all people-related matters.
Understand the business unit's strategy, goals, and challenges to provide tailored HR guidance and support.
Translate business strategy into actionable HR priorities and workforce plans.
Utilize HR metrics and analytics to provide insights for decision-making (e.g., turnover, headcount, engagement scores).
Talent Management & Organizational Development:
Partner with leaders on succession planning, talent review, and career pathing for critical roles.
Support the performance management cycle: guide goal setting, provide coaching on feedback and difficult conversations, and analyze trends.
Drive initiatives to improve employee engagement, morale, and retention.
Identify training needs in partnership with the L&D team and facilitate relevant programs.
Employee Relations & Conflict Resolution:
Manage complex employee relations issues, conducting thorough and objective investigations where necessary.
Provide expert guidance on disciplinary actions, grievance procedures, and compliance with labor laws and company policies.
Foster a positive work environment and promote JMG's core values.
Workforce Planning & Change Management:
Support organizational design, restructuring, and change management initiatives.
Partner with Talent Acquisition to forecast hiring needs, define role requirements, and ensure a smooth onboarding experience.
Manage redundancy, redeployment, and restructuring processes with sensitivity and compliance.
Compensation & Benefits Support:
Advise managers on compensation philosophy, job leveling, and promotion recommendations.
Support the annual compensation review process within the business unit.
Educate managers and employees on benefits programs.
HR Policy & Compliance:
Implement and interpret HR policies, procedures, and programs.
Ensure compliance with federal, state, and local employment laws and regulations relevant to JMG's operations (e.g., safety regulations in industrial settings).
Stay updated on HR best practices and legal developments.
Qualifications and Experience
Essential:
Education: Bachelor's degree in Human Resources Management, Business Administration, or a related field.
Experience: Minimum of 5-7 years of progressive HR experience, with at least 3 years in a dedicated HR Business Partner or similar strategic advisory role.
Industry Knowledge: Proven experience in engineering, construction, manufacturing, or a related project-based/industrial environment. Understanding of site-based workforces (blue-collar & white-collar) is crucial.
Legal Knowledge: Strong working knowledge of employment legislation and HR best practices.
Skills:
Exceptional consulting, relationship-building, and influencing skills.
Strong business acumen and strategic thinking.
Excellent communication, negotiation, and conflict-resolution skills.
Ability to handle sensitive situations with discretion, empathy, and integrity.
Proficient in HRIS (e.g., SAP SuccessFactors, Oracle HCM, Workday) and MS Office.
Highly Desirable / Preferred:
Certification: Professional HR certification (e.g., SHRM-CP/SCP, CIPD, HRBP).
Project Management: Experience managing HR projects (e.g., rollout of new systems, engagement surveys).
Union Environment: Experience working in a unionized environment or knowledge of collective bargaining agreements.
Safety Culture: Understanding of HSE (Health, Safety & Environment) culture and its integration with people practices.