Director, HR

Jamba, Inc   •  

Atlanta, GA

Industry: Retail & Consumer Goods

  •  

8 - 10 years

Posted 40 days ago

Job Description


POSITION SUMMARY


The Director, Human Resources Business Partner (HRBP) implements and drives talent management and delivers Human Resources (HR) programs to foster a work environment that inspires excellence, promotes positive working relationships, and encourages an atmosphere where employees feel valued and recognized for their efforts, and increases associate engagement and retention. This position balances the needs of the associates and the business by serving as an advocate and resource for associates and a strategic business partner for business leaders.


ESSENTIAL RESPONSIBILITIES


Manages Employee Relations (30%)


Serves as an advocate and resource for associates by listening and conveying that their perspectives are objectively heard and considered and by providing consistent, timely responses to increase engagement and to promote a positive work environment.

Interfaces with supervisors to support and administer fair, consistent application of HR policies, procedures, and practices for maintaining compliance with federal, state, and local employment laws and regulations.

Addresses and resolves complex associate-related issues, investigates grievances (e.g., workplace conditions, associate-related issues, associate concerns, etc.), applies proper interpretation and application of company policies, and adheres to all applicable employment laws/regulations to identify root causes, to address issues in a timely manner, and to mitigate risks.

Reviews, interprets, and analyzes a variety of information, data, and input (e.g., exit interviews, associate surveys, etc.), identifies recurring HR-related issues, conducts trend analysis, identifies root causes, develops solutions, and provides recommendations, interventions, and solutions based on findings.

Provides ongoing feedback, support, and coaching with business leaders to address and resolve associates' grievances, issues, and concerns.

Provides guidance and interpretation on HR policies and procedures to increase understanding and to enable compliance.

Researches industry HR trends and best practices to assess the organization's performance to the industry norm and to align HR's practices with the organization's business needs, initiatives, and strategic direction.



Implements and Drives Talent Management (20%)


Partners with business leaders to drive talent management programs to increase the organization's capability.

Partners with business leaders, managers, and HR teams (e.g., Talent Acquisition, Organizational Development, and Learning & Development teams, etc.) to drive the processes and practices to attract, select, develop, and retain highly qualified associates.

Provides guidance, coaching, and training (e.g., how to interview, how to select, etc.) to hiring managers prior to the selection process to increase their ability to hire the most qualified candidate.

Collaborates with business leaders and hiring managers to ensure best practices are utilized in the hiring, selection, and offer processes (e.g., determining if an open position needs to be filled or reallocated, ensuring the offer is competitive, within budget, reasonable, and consistent with internal equity and the incentive plan, etc.).

Serves as a change agent in the business unit(s) by championing new HR programs and practices to continuously increase levels of associate engagement and the organization's capacity.

Manages performance and development processes (e.g., performance management, development plans, career development, succession planning, etc.) to assure fairness, objectivity, and consistency.

Partners with business leaders and the Organizational Development team on Performance Management to identify skill gaps and areas for improvement, to develop plans, and to provide guidance.

Collaborates with business leaders and the Organizational Development team to identify key positions and high potential associates, to facilitate talent reviews, and to create development plans for increasing bench strength and utilizing the best talent throughout the organization.



Delivers and Implements HR Programs (20%)


Serves as a trusted advisor, sounding board, and liaison between the business and HR to ensure that HR services are aligned with internal needs.

Drives people processes and programs by providing HR functional and technical leadership.

Serves as the initial point of contact for associates and business leaders on HR functions and processes (e.g., rewards and recognition, talent management, annual merit increase, performance management, career development, benefits, compensation, recruitment, payroll, employee relations, HR policy and procedure administration, etc.), problem resolution, and escalation of issues.

Partners with business leaders to discuss key HR functions and processes, to address concerns, issues, and challenges, and to develop action plans accordingly.

Identifies individual coaching needs for business leaders and associates to achieve optimal performance, positive work relationships, associate engagement, retention of key talent, and solid bench strength.

Delivers day-to-day performance management guidance to business leaders and associates, including coaching, counseling, skill development, training, and career planning to maintain a productive work environment.

Drives ongoing HR programs and processes (e.g., goal setting, Annual Merit Review, etc.) in the business unit(s) and provides guidance and support.

Conducts small group and one-on-one training to supervisor and hiring, performance management, annual merit increase, engagement, etc.).

Supports the exit interview process to identify and address retention trends, patterns, and issues and to follow up with appropriate individuals.

Tracks and reports on the metrics for turnover, engagement, diversity, responsiveness, bench strength, and business unit performance.



Builds Strategic Partnerships (15%)


Builds and maintains partnerships across the organization to identify current and future HR needs, to deliver value added HR service to business leaders and associates, and to support the strategic direction and achievement of business objectives.

Provides HR support to the Lancaster offices for all position levels (President, VPs, etc.); provides HR support to multiple position levels in the Atlanta offices.

Researches and maintains a high level of business literacy about the business unit's core function, financial position, business plans, challenges, opportunities, culture, and marketplace competition.

Anticipates HR-related needs in the business unit(s) and takes the initiative to proactively address current and future needs.

Analyzes business unit trends and metrics in partnership with the Organizational Development team to develop and recommend solutions, programs, and services (e.g., process improvements, best practices, organization design, leadership development, etc.) to increase HR's contribution to the organization's goals and business needs.

Develops, recommends, and integrates solutions to address HR needs while maintaining focus on the business unit's goals.

Supports research, discussions, and integration of best practices from other functions/business units within the organization, as well as externally.

Identifies gaps (e.g., people, processes, policies, procedures, practices, etc.) in the business unit(s), proposes recommendations/solutions, and supports implementations.



Builds and Maintains Working Relationships (15%)


Establishes and maintains trust and credibility with business leaders, stakeholders, and associates.

Builds and maintains positive relationships with associates to promote engagement and retention.

Collaborates with business leaders and supervisors to drive a culture of diversity and inclusion.

Collaborates with other HR Business Partners and the HR team to develop, propose, and execute solutions for organizational challenges.

Partners with all HR functions to maintain open communication, to stay current on programs, processes, and information, and to determine the best path to provide high quality service.

Interfaces with industry and professional organizations to increase awareness of FOCUS Brands, to expand networking opportunities, and to remain knowledgeable of HR's practices and trends.



Performs Other Responsibilities As Assigned (10%)


SIGNIFICANT WORKING RELATIONSHIPS


Brand Leadership

Group Leadership

Business Leaders

Associates

HR Functions

Administrative Support Groups


QUALIFICATIONS


Experience, Education, and Certifications:


8+ years of HR experience, preferably in a Generalist role

Bachelor's Degree in Human Resources, Business or a related field is highly preferred

Experience working with mid to senior levels of an organization with involvement in strategic decision-making

SPHR, SHRM-SCP, SHRM-CP, or PHR preferred


Knowledge, Skills, and Abilities:


Knowledge of HR principles, practices, and procedures, specifically related to employee relations and compliance

Knowledge and understanding of current state, local, and federal laws and regulations and current compliance requirements (e.g., EEO, FSLA, FLMA, ADAAA, HIPAA, etc.); Ability to understand, analyze, and interpret complex legal, regulatory, and HR-related documents

Ability to translate business plans and goals into human resource capabilities needed

Ability to lead in driving and executing HR initiatives to achieve business objectives

Ability to influence and interface with business leaders and executives

Ability to exercise judgment and discretion in dealing with matters of significance; Ability to assess a situation, conduct research, analyze data, and arrive at valid conclusions; Ability to develop and execute plans

Knowledge and understanding of associate engagement methodology

Ability to diagnose problems and identify/drive appropriate solutions

Ability to facilitate the resolution of different views

Knowledge and understanding of differing cultural perspectives

Ability to guide and support the ongoing performance management process

Knowledge of succession planning methodology to participate in the identification and development of talent to be ready and in place for critical leadership positions

Possesses a broad understanding of Human Resources function (e.g., recruitment, compensation, benefits, payroll, talent management, organizational development, training, performance management, succession planning, etc.)

Ability to convey clear, concise information in verbal, written, electronic, and other communication formats; to demonstrate active listening while engaging others; and to articulate ideas and present information to all levels of the organization and varying sizes of audiences

Ability to maintain and handle matters of confidentiality with utmost tact and diplomacy

Ability to develop and maintain positive business relationships and foster an environment of mutual respect, understanding, and support; and to build and maintain trusted relationships through all levels of the organization


Ability to anticipate and respond to the needs of stakeholders (e.g., internal and external customers, etc.) in a timely manner

Understands business operations and the functions within the organization; possesses knowledge of company operations, policies, and procedures; and understands the industry and business/competitive environment

company operations, policies, and procedures; and understands the industry and business/competitive environment


Ability to adapt and adjust planned work through analyzing work demands, competing priorities, and tight deadlines; to understand the most effective and efficient means to accomplish tasks within the parameters of the organizational structure, processes, systems, and policies


Proficient in Microsoft Office Suite