Belk
Position Summary:
The role of the HR Business Partner (HRBP) Director position is responsible for aligning business objectives with employees and management in designated business units. The position serves as a consultant to management on human resource-related issues.  The successful HRBP acts as an employee champion and change agent. The role assesses and anticipates HR-related needs. Communicating needs proactively with our HR Centers of Expertise (COE) and business management, the HRBP seeks to develop integrated solutions. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. 

Essential Functions/Responsibilities:
  • Consults with management, providing HR policy review and HR guidance when appropriate.
  • Analyzes trends and metrics in partnership with the HR COEs to develop solutions, programs and policies.
  • 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, disciplinary actions).
  • Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
  • Provides guidance and input on business unit restructures, workforce planning and succession planning.
  • Advocates for a positive employee experience at each phase of the employee life cycle.
  • Assists in the creation of development plans for high potential employees and identifies high potentials at all levels for current- and future-state critical roles
  • Deliver solutions to improve processes, team dynamics, etc. to optimize organizational effectiveness
  • Provide thought leadership and drives execution of business strategy, goals and priorities
  • Develops effective leaders within the organization, focusing on leadership needs and key themes identified as part of the business strategy and organizational and talent review processes. Initiatives include working with leaders to create strategies to close talent gaps, developing a highly effective leadership team; developing bench strength for succession and talent management. Encourages building strength through diversity.
  • Designs and implements retention strategies focusing on key leaders and individuals with core competencies or skills critical to the organization. Coach leaders on their personal efficacy and leadership impact.
  • Identifies through elements of the work environment strategies to increase productivity, employee performance, and employee satisfaction and design metrics to track the effectiveness of these initiatives.
  • Creates processes and solutions in partnership with management which support a positive employee relations environment through effective communications, policies and practices.
  • Acts as a change agent to client groups, partners and project teams to drive organizational change through the application of a common framework, process and set of best practice tools, which prepare employees for ongoing change and transformation.

Requirements/Qualifications:
  • Minimum of 8 to 10 years' of relevant experience
  • Comparable experience of working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.
  • Excellent people management skills
  • Bachelor's degree and relevant industry experience required
  • Masters Degree preferred
  • SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment

Back to Job List