Sr HR Business Partner - Corporate

Job Description

Independently acts as a strategic business partner to company leaders to ensure the effective delivery of Human Resources (HR) services.  Responsibilities include leveraging programs and initiatives related to organizational design, change management, employee relations, workforce planning, talent management, performance management, training and development, compensation, policies and compliance to drive increased employee engagement and organizational performance.  The Sr. Human Resources Business Partner (SHRBP) serves as a consultant to management on Human Resource related issues and ensures the people and business strategies are aligned. Assesses and anticipates HR-related needs, communicates needs proactively with HR department and business management, seeks to develop integrated solutions and acts as employee champion for our culture and change. Formulates partnerships across the HR function to deliver value added service to management and employees to support achieving both division and organizational objectives. Maintains an effective level of business literacy about Mary Kay’s financial position, strategic plans, and culture.  
 

ESSENTIAL DUTIES AND RESPONSIBILITIES      

Trusted Advisor/Consultant

• With limited guidance, serves as a trusted partner of corporate divisions/departments to understand and support their human capital strategy. 
• Acts as a confidante and coach to leaders and managers for assigned client groups. 
• Consults with client groups on workforce planning, talent planning, organization design/restructuring, supports change management and employee engagement activities with support of leaders. 
• Responsible for driving organizational improvements through HR metrics and analytics.  Analyzes trends and metrics in partnership with HR specialist group to provide insights to leadership. 
• Regularly attends division/department and leadership meetings.  Conducts regularly scheduled meetings with respective clients within the divisions. 
• Creates workforce/people strategy and associated metrics for assigned client groups. 
• Partners with HR specialists to provide feedback from client groups on global HR programs, generate new ideas, assist with program development/implementation and promote HR initiatives within the organization.
• Assists in coordinating the delivery of the Employee Engagement Surveys. Delivers employee survey results and facilitates employee focus group sessions.  Works with division/department leaders to develop effective action plans and to drive accountability for executing the plans.   
• Proactively anticipates opportunities or issues and develops innovative solutions based on the root cause analysis to achieve desired outcomes. 
• Provides HR policy guidance and interpretation.  

Talent & Performance Management

• Works with leadership to optimize organization structures to achieve strategic objectives.  Independently works with business leaders to assess talent; proactively makes recommendations on talent acquisition needs and promotion readiness.
• Partners with the Talent Acquisition team to facilitate the timely recruitment and selection of talent to meet the needs of client groups.  Responsible for recruiting all levels up to Vice President
• Partners with leadership on Talent Planning initiatives by facilitating the process and providing input as they identify high potential employees, critical positions and create individual development plans.
• Assists and audits the performance improvement process to promote consistency, equity and compliance with applicable federal and state labor laws. Provides day to day performance management guidance to leadership (coaching, counseling, career development, disciplinary actions, etc).
• Provides appropriate advice and counsel on employee issues to ensure top contributors are engaged and rewarded and bottom performers are moved up or out.
• Drives performance management throughout the year by coaching leaders on appropriate goal setting, coaching, and feedback to support the annual review process. Influences leaders to provide employees timely, objective and actionable feedback.
• Provides advice and support to managers on performance coaching best practices.
• Monitors the progress of performance reviews to ensure 100% completion.
• Manages talent transitions and develops strategies for right sizing and re-deployment. 

 
Employee Relations 

• Works with group heads, managers, supervisors and employees on employee relations issues, including the discipline process.  Manages and resolves complex employee relations issues and conducts effective, thorough and objective investigations as required. Provides career counseling for employees.
• Works closely with management and employees to improve work relationships, build morale and increase productivity and retention.
• Maintains in depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with Legal department as needed/required.
• Diagnoses, coaches and/or advises managers on day-to-day concerns related to employee performance, productivity and engagement challenges.
• Works closely with Division/Department leaders, managers, and supervisors to ensure equity, fairness and consistency in the administration of HR policies and procedures. 
• Facilitates team building and cohesion.
• Conducts exit interviews; provides feedback to leaders on key themes while maintaining the confidentiality of individuals.

Learning & Development

• Partners with division/department leaders and the Organizational Effectiveness team to identify appropriate learning activities to meet current and future business needs.
• Establishes leadership development plans, including the coordination and facilitation of assimilation programs for new Director level and above employees. 
• Identifies training needs for the client groups and individual coaching needs, as appropriate. 

 
Compensation

• Serves as a liaison between division/department leaders and Compensation in the creation of job descriptions, job evaluation, salary administration and market pricing processes. 
• Consults with leaders and Compensation to promote pay equity and recommend salaries for new hires, internal promotions and transfers.
• Advises and assists users on annual merit increase and performance bonus programs. 

 Projects

• Leads the effective and efficient delivery of complex cross-functional projects (e.g., Functional Competencies, Career Pathing, Team Effectiveness, etc), including requirements scoping, plan development and implementation that achieves project goals.
• Creates, maintains and disseminates project information to key stakeholders.
• Identifies, assesses, tracks and mitigates issues and risks at multiple levels.
• Brings decision makers together to overcome project barriers so that the project team can deliver results.
• Drives effective teamwork, communication, collaboration and commitment across multiple groups with competing priorities in order to achieve project objectives.

May perform some or all of the following duties:

• Promotes using the WOW and other Mary Kay recognition programs to managers and employees.
• Manages the administration and resolution of unemployment compensation and EEOC claims and charges under the direction of legal counsel. Receives, reviews, researches and responds to unemployment claims and issues with statements and data reflecting company’s position in writing and/or in person at hearings. 
• Works with Talent Acquisition and other HRBPs to support the Mary Kay Intern Program.
• Manages worker's compensation cases, including reporting and other issues such as return to work.  Manages the administration and resolution of unemployment compensation and EEOC claims and charges under the direction of legal counsel.
• Ensures the timely entry and approval of various activities within myMK (HR System).
• Assists in departmental and corporate reporting to ensure compliance with governmental regulations.