The Senior HR Business Partner (HRBP) is responsible for aligning Jungle Disk people practices to business objectives, employees, and leaders across the company globally. This role is responsible for providing a perspective and guidance on talent strategy, and executing day-to-day operational tasks that support the creation and delivery of a top-notch employee experience. The Sr. HRBP owns day-to-day human resources processes, programs, and policies in the areas of talent acquisition, onboarding, compensation and benefits, talent development, performance management, retention, and employee engagement. The Sr. HRBP builds and maintains influential relationships by being a strategic partner with management and an advocate for employees. This role will also serve as the administrator of HR tools, such as the company’s applicant tracking system. The Sr. HRBP will partner with internal and external stakeholders as needed to achieve business objectives, including the finance, legal, IT, and business operations departments, as well as work alongside the company’s assigned PEO.
The Sr. HRBP forms strong partnerships across the organization to deliver value-added service and support at all levels. This role also serves as a role model of our culture and maintains an effective level of business literacy about the company’s financial position, its midrange plans, and its competition.
Job Duties and Responsibilities:
- Conducts regular meetings with managers and leadership to assess organizational health. Provides HR guidance when appropriate.
- Attends company all-hands, representing relevant HR topics at the meetings as needed.
- Analyzes people trends and metrics to develop effective HR solutions, programs and policies.
- Manages and resolves complex employee relations issues in partnership with managers and the external PEO. 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 or required.
- Provides day-to-day performance management guidance to managers (e.g., coaching, counseling, career development, and disciplinary actions).
- Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
- Creates new HR policies and guidelines and reviews existing ones. Provides HR policy guidance and interpretation to employees, managers, leaders, and PEO.
- Serves as the primary point of contact for recruiting administration. Maintains accurate and compliant data in the company’s applicant tracking system (ATS).
- Develops employment related documents/communication for candidates, new hires, promotions and internal transfers.
- Serves as the primary point of contact for compensation administration, including execution of the company’s annual compensation cycle. Partners with the finance team to plan and execute each step of the process. Guides managers and leaders during talent assessments and allocation of rewards.
- Provides guidance and input on business unit restructures, workforce planning and succession planning.
- May identify training needs for business units and management/leadership coaching needs. Participates in evaluation and monitoring of training programs to ensure success.
- Performs other related duties as assigned.
Required Skills and Abilities:
- People-oriented with a positive attitude, strong interpersonal skills, and a genuine desire to help others.
- Excellent verbal and written communication skills. Able to package and communicate HR topics in a clear and engaging way.
- Excellent organizational skills and attention to detail. Able to execute day-to-day HR processes while keeping an eye on the big picture.
- Strong analytical and problem-solving skills.
- Strong sense of urgency and accountability.
- Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
- Ensure legal compliance of people related processes and handling of employee data.
- Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the related administrative practices related to those areas.
- Excellent time management skills with a proven ability to meet deadlines, prioritize, and delegate effectively.
- Confident and capable of challenging managers and leaders to drive the right business outcomes.
- Comfortable handling ambiguity and frequent change. Able to navigate this to drive the right business outcomes.
- Take initiative to find solutions where procedures do not already exist. Recommend procedural changes as needed.
Education and Experience:
- Bachelor’s degree in Human Resources, Psychology, or related field; Master’s degree preferred
- PHR/SPHR certification preferred.
- Minimum of 6 years of progressive human resources experience, demonstrating increased responsibility and ownership of people practices; global experience is preferred.
- Experience working in a fast paced, startup environment is highly preferred.
- Prior experience supporting technical teams is preferred.
- Working knowledge of multiple human resource disciplines, including talent acquisition, organizational design, compensation and benefits, employee relations and engagement, diversity, performance management, and federal and state employment laws.
- Must have prior experience owning complex employee relations issues through to resolution.
- Tech savvy with proficiency using G-suite, Microsoft Office, Slack, and HRIS/applicant tracking systems.
- Prolonged periods of sitting at a desk and working on a computer.
- Must be able to lift up to 15 pounds at times.
- Some domestic travel may be required (anticipated travel <15%).