Job description
Overview:
Provides proactive Human Resources support to align business objectives with employees and management. Partners with business leaders for effective implementation of Human Resources programs and effective management techniques. Involves knowledge of the business goals and activities and application of Human Resources principles to increase effectiveness.
Familiarity with compensation administration. Strong interpersonal skills required, with the ability to think analytically and strategically. Strong conflict management and decision-making skills required. Strong organizational and time management skills required. Ability to perform multiple tasks with great accuracy and attention to detail. Ability to function as a team member. Demonstrated integrity and confidentiality. Ability to adapt to changing priorities and conditions.
Complete familiarity with the Microsoft Office platform of products. Working knowledge of applicable HRIS software (Paycom).
Would you like to work in a rapidly growing, multi-dimension, people centered Human Resources team?
AAA Northeast is hiring an HR Business Partner to support its Automotive Services Call Centers in the Providence RI, Headquarters. We’re looking for game-changers to join us as we continue to innovate and evolve our organization.
Provides proactive Human Resources support to align business objectives with employees and management. Partners with business leaders for effective implementation of Human Resources programs and effective management techniques. Involves knowledge of the business goals and activities and application of Human Resources principles to increase effectiveness.
This is a hybrid position candidates must be within the Providence, RI area and/or be able to commute into the office three days a week.
Responsibilities:
- Provides assessment, development, and implementation support for a wide variety of Human Resources programs/knowledge within assigned business lines.
- Ensures effective implementation of the full range of Human Resources programs and policies within the business line. Ensures proper participation, degree of implementation and balance of programs with business line needs as well as planning for increasing levels of effectiveness.
- Analyzes Human Resources needs of business lines and develops/modifies/implements specified programs to meet objectives and increase the effectiveness of employees and/or works with to adjust as needed for the business line/department. Supports business, process, goal and strategy transitions, organizational changes, and employee acceptance.
- Analyzes trends and metrics, in partnership with the HR group, to develop solutions, programs and policies. Within established programs, provides guidance, interpretation and input on business line/department organization restructures and transitions, workforce planning, and input into the broader succession planning process. Communicates needs proactively with the HR group and seeks to develop integrated solutions by formulating partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization.
- Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations. Partners with HR Manager, and Business Leaders to ensure consistency throughout the Club.
- Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory and policy compliance.
- Provides day to day performance management guidance to business line (coaching, counseling, career development, disciplinary actions). Works closely with business line and employees to improve work relationships, build morale, increase employee commitment, engagement, productivity, and retention.
- Maintains an effective level of business line knowledge, including current and intermediate range plans, its culture and business challenges. Integrates activities within these guidelines, while maintaining professional HR practices and required consistency amongst business lines.
- Advocates employee perspective with business managers relating to role clarity, support, commitment, participation, involvement, and other aspects of effectiveness through people.
- Supports the training group through identification of training needs for the business line, including that related to leadership. Works with training specialists to meet objectives and secures business line support. Participates in evaluation and monitoring of success of programs. Performs follow-up to ensure that practical training objectives are met with tools and processes to optimize results.
Minimum of 3-5 years’ experience with a working knowledge of a broad array of human resource disciplines and products/programs, including general application of compensation practices, diagnosis relating to human resources issues, adjudication of more complex employee relations issues, diversity, staff planning, performance management, federal and state employment laws, professional business practice. Demonstrated ability to link HR programs and practices to business line issues. Understanding of Performance and Competence management and effective leadership practices.
Familiarity with compensation administration. Strong interpersonal skills required, with the ability to think analytically and strategically. Strong conflict management and decision-making skills required. Strong organizational and time management skills required. Ability to perform multiple tasks with great accuracy and attention to detail. Ability to function as a team member. Demonstrated integrity and confidentiality. Ability to adapt to changing priorities and conditions.
Complete familiarity with the Microsoft Office platform of products. Working knowledge of applicable HRIS software (Paycom).
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