Sr HR Business Partner

Job Summary

The Sr HR Business Partner provides HR interpretation, guidance, and consultation to multiple business units across the country. This role be responsible for investigation and resolving high-volume employee relations and compliance concerns.  The Sr HRBP will maintain an effective level of business literacy about the business units and is responsible for aligning business objectives with employees and management in designated business units. The Sr HRBP will act as a consultant to management on Human Resource related issues and mentor to other HRBPs on the team.  The role of the Sr HR Business Partner is expected to operate autonomously for the majority of the time, with little oversight and the ability to navigate complex situations.

Essential Functions and Responsibilities include the following:

• Manage and resolve a high volume of complex employee relations issues. Conducts effective, thorough and objective investigations.
• Maintain in depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with legal department as needed/required.
  • Provide day to day performance management guidance to leaders (performance appraisal process, coaching, counseling, career development, disciplinary actions).
  • Work closely with management and employees to improve work relationships, build morale, increase productivity and retention.
  • Provide HR Policy guidance and interpretation.
  • Provide guidance and input on business unit restructures, workforce planning, succession planning.
  • Identify training needs for business units and individual leadership coaching/development needs.
  • Participate in; evaluation and monitoring of success of training programs. Follow-up to ensure training objectives are met.
  • Other duties as assigned
  
  

Additional Job Requirements
• Percentage of time spent traveling - Up to 15%

Subject to applicable laws and Air Method’s policies, regular attendance is an essential function of the position. All employees must follow Air Methods’ employment practices and policies.

Supervisory Responsibilities
This position has no supervisory responsibilities.

Qualifications
To perform this job successfully, an individual must be able to perform each essential function satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. In accordance with applicable laws, Air Methods will provide reasonable accommodations that do not create an undue burden so disabled employees may perform the essential functions of the position.

Education & Experience
• Bachelor’s degree (BS/BA) from four-year college or university and ten (10) or more years’ related experience and/or training; or equivalent combination of education and experience
• Five years’ experience in resolution of complex employee relation issues
• Working knowledge of multiple human resource disciplines including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, federal and state respective employment laws
• Proven ability to deal with ambiguity and changing business priorities, in a heavily matrixed organization

Skills
• Excellent consulting skills, client management and business literacy skills.
• Strong conflict management skills.
• Strong interpersonal and negotiation skills.
• Excellent verbal and written communication skills.
• Ability to develop strong trusting relationships in order to gain support and achieve results.
• Ability to manage multiple conflicting priorities.
• Ability to be flexible and available to interact with employees at all levels.
• Ability to be self-directed and motivated.
• Take initiative to identify and anticipate client needs and make recommendations for implementation.

Computer Skills
• Proficient with Microsoft Suite, including Word, Excel, PowerPoint and Outlook

Certificates, Licenses, Registrations
• PHR/SPHR or SHRM-CP/SHRM-SCP preferred

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)