People Business Partner (PBP) - Officer

Note: Replacement for Kim Barber who will move to other vertical

• Job Description: People Business Partner Position Title: People Business Partner (PBP)
  
  

Reports To

• Functional Reporting: Head of People Strategy
• Matrix Reporting: Site/Cluster Operational Leader
  
  

Job Summary:

The People Business Partner is a key strategic role that serves as a consultant and advisor to the business unit, directly aligning people-related practices with operational goals. Moving from a generalist People and Culture (P&C) function, this role is now embedded in a matrix structure to be the primary partner for operational leaders. The PBP's core responsibility is to drive organizational effectiveness by translating business strategy into actionable people initiatives, while leveraging the specialized expertise of the People Strategy Centers of Excellence and the operational support of People Shared Services.

Key Responsibilities & Accountabilities (Aligned With Organizational Development Principles) 2. Organizational Effectiveness & Change Agent: 3. Employee Champion & Culture Advocate: 4. Administrative & Operational Liaison: o PEME/BI (for waiver request only to be able to start despite lack thereof)

• Strategic Partner & Business Acumen:
• Strategic Alignment: Develop a deep understanding of the assigned business unit's strategy, goals, and key performance indicators (KPIs). Translate these business priorities into a people strategy that supports growth and agility.
• Workforce Planning: Partner with operational leaders to analyze current and future talent needs, identify skills gaps, and develop proactive plans to address them, ensuring the right talent is in the right place at the right time.
• Organizational Design: Collaborate on organizational design and restructuring efforts to optimize roles, responsibilities, and team structures for maximum efficiency and effectiveness.
• Data-Driven Insights: Utilize HR and operational data to diagnose organizational challenges and provide evidence-based recommendations to leadership, including the analysis of monthly reports to be handled by People Shared Services.
• Change Management: Serve as a trusted advisor and facilitator for change initiatives, guiding managers and employees through transitions such as restructurings or new process implementations.
• Leadership Coaching: Coach and advise operational leaders on key people-related matters, including performance management, employee development, and fostering a high-performing culture.
• Policy Implementation: Lead the localized rollout and consistent application of new HR projects, policies, and processes designed by the People Strategy team.
• Employee Relations (First-Level Resolution): Act as the first point of contact for complex employee relations issues, providing guidance to managers and ensuring fair and consistent application of policies before escalating to People Shared Services.
• Talent Development: Identify and facilitate development needs within the business unit. Connect managers and employees with appropriate learning and development resources provided by the People Strategy team.
• Engagement & Morale: Work directly with operational leaders to foster a positive and engaging work environment that aligns with company values and enhances employee morale and productivity.
• HR Service Delivery: Serve as the primary liaison between the business unit and the People Shared Services team, ensuring seamless and efficient delivery of all transactional HR services. This includes specific responsibilities such as:
• Virtual New Hire Orientation (WFH) and SODP Review.
• Contract Amendment Request and Issuance.
• Account Specific Policy Creation and Account-Specific NDA Drafting.
• Clinic Management and Annual Physical Examination (Site Scheduling).
• Training Bond administration.
• Temporary Job Assignment (TJA) processing.
• APO/Attendance Processing.
• Process Adherence: Ensure that all HR processes are followed correctly at the site/cluster level, providing guidance to operational leaders on using the shared services model effectively.
• Compliance Oversight: Collaborate with People Shared Services to ensure the business unit's people practices remain compliant with all relevant labor laws and regulations.
  
  

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• Minimum of 5 years of progressive experience in an HR generalist or HR Business Partner role, preferably in a fast-paced environment.
• Strong understanding of business principles and HR best practices.
• Demonstrated ability to build strong relationships and influence stakeholders at all levels, including senior leaders and frontline managers.
• Proven experience in a matrix reporting structure is highly desirable.
• Excellent strategic thinking, analytical, and problem-solving skills.
• Exceptional communication and interpersonal skills.
• Proven ability to manage change and drive organizational effectiveness.
• Knowledge of relevant labor laws and regulations.