The individual will implement HR plans and solutions in order to achieve strategic business initiatives and deliver results. The candidate will possess the ability to complete high volumes of tasks with minimal guidance or supervision and deadline sensitivity. As such, the candidate must be skilled at anticipating problems, creating contingency plans, managing multiple priorities, problem solving and organizing logistics. Key to the position is the ability to keep the team organized, prioritized and on time while also serving as a "go to" for all areas and departments which dovetail with HR. This candidate will help foster a cooperative and communicative atmosphere.

Key job responsibilities
- Examine situations thoroughly, check for and mitigate personal biases, and make high-judgment decisions that align with the intent of policies and minimize risk. Ensure fair and consistent application of all company policies and compliance with laws and regulations. Take partners or escalate when next steps are unclear.

- Prioritize the employee experience and following up on matters that are critical to protecting it, such as safety, pay and scheduling. Propose solutions and take partners to resolve issues quickly. Ensure that next steps are consistently communicated to employees.

- Participate in talent development and talent management processes with business leadership. Respectfully challenge talent outcomes and ensure business leaders are trained to conduct effective career growth and performance management discussions. Provide feedback and coach leaders to successfully manage complex employee issues while meeting organizational goals.

- Use data and metrics to identify trends, anticipate business needs, and implement action plans focused on employee experience and organizational health.

- Set culture and talent goals with business leaders. Review culture and talent management data regularly, create action plans to address opportunities and routinely assess their effectiveness. Champion change focused on creating and fostering a diverse, equitable and inclusive environment for all employees.
-Responsible for onboarding and partnering with the recruitment team in hiring associates based on business forecasts.

-Partner with business leaders and other support functions to maintain a highly motivated and engaged workforce

-Implement new policies, procedures and programs in support of Business

-Be the first point of contact for all employee grievances and partner with the HR Business Partner in conducting necessary investigations.

-Provide MIS support for Attrition analysis, includes- analyzing Exit interview , observe trends and highlight important aspects, prepare and publish dashboards

-Drive engagement initiatives like – New hire Buddy/ mentoring program, Voice of Employee, Round tables and Brown Bag session and R&Rs

-Partner with HRBPs to drive Career pathing sessions/ initiatives

-Support the L&D team in conducting training needs assessment for employees across levels

-Responsible in conducting regular vendor audits to ensure labor compliance.

-Responsible for statutory compliance
A day in the life
A typical day in this role involves providing strategic and tactical leadership direction, executing on people initiatives, providing internal customer support, advising and coaching employees and leaders through development and performance matters, and driving HR functional excellence and process improvement. This role operates with autonomy and requires discretion and a hands-on approach to monitor the "pulse" of the employees to ensure a high level of engagement. The Sr. HRBP routinely partners with leaders at multiple levels of the organization to develop forward-looking strategies and goals focused on the employee experience and operational objectives.
Implement employee surveys and questionnaires; help HRBP’s in analysis and action planning based on survey results

Sr. HR Business Partner, Fulfillment Center, FC-HR