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HRBP of Engagement, Career/Performance Management


The HRBP of Engagement, Career/Performance Development will be responsible to focus on the entire lifecycle of the employee experience, with the goal of helping employees be successful, feel supported, and grow professionally. This individual will partner with assigned business divisions to maximize the alignment of human resource capital with the business objectives. This individual will be essential with spearheading the following functions with the HR Team: employee relations issues, employee development and performance management. The HRBP will develop our enterprise-wise talent management philosophy as it relates to performance and engagement, career development, and succession planning.  

This role requires the ability to act with integrity and professionalism to support, coordinate, and implement programs company-wide, while supporting the HR department.  

The goal of this position is to support in the development of new employee engagement strategies throughout all stages of an employee’s time with the organization to increase retention and build upon attracting talent



  • Ensures legal compliance and understanding of policies and processes. Investigates employee workplace situations including claims of harassment and employee performance.
  • Acts as a liaison to management in leading employee engagement.
  • Develops the Employee engagement strategy by assisting management with communication and action planning.
  • Works with management to identify and manage the employee impact of company decisions and changes.
  • Create a network / community of engagement champions to drive and continuously improve engagement, employee satisfaction.
  • Create and maintain a communications hub where team members can access the latest company news and information.
  • Management of HR company employee events surrounding employee engagement initiatives and employee development trainings, including scheduling, content, speakers, and facilitation.
  • Gather and act upon feedback from attendees to continuously improve future events
  • Management of any events relating to communication and engagement strategies such as round tables, skip level meetings, etc.
  • Develops, communicates, and builds consensus for goals in alignment with the organizational/departmental strategic goals. Oversees the processes to ensure fair assessment of performance for all employees; research best practices for establishing competencies enterprise-wide.
  • Monitors trends in usage and ensures that new modules are implemented and upgraded.
  • Ensures that the goals are achieved by collaborating with people managers.
  • Works with business units to develop goals related to objective standards as part of a future pay-for-performance initiative.
  • Strategizes on a rating program for employees across similar roles to establish consistent expectations and provide for development of top and middle performers; serves as a liaison to the leadership, providing guidance for tracking strong and middle performers as part of an overall employee development and retention strategy.
  • Links talent review plans to succession planning strategically, and tracks possible management position successors systematically, preferably through a performance management system.
  • Facilitates the Succession Plan process for identifying possible successors for management positions throughout the organization; identifies management positions and potential internal candidates using talent review information and leadership input.
  • Performs related duties as required. All responsibilities noted here are considered essential functions of the job.


Skills & Experience

  • Bachelor’s degree in Human Resources, Business Administration, or related field required. Master’s degree is a plus.
  • Must have 7+ years of relevant experience.
  • Excellent verbal and written communication skills.
  • Excellent interpersonal, negotiation, and conflict resolution skills.
  • Excellent organizational skills and attention to detail.
  • Excellent time management skills with a proven ability to meet deadlines.
  • Strong analytical and problem-solving skills.
  • Ability to prioritize tasks and to delegate them when appropriate.
  • Ability to act with integrity, professionalism, and confidentiality.
  • Proficient with Microsoft Office Suite or related software.
  • Proficiency with or the ability to quickly learn the organization’s talent management and performance management systems.

We at ADORAMA believe in respecting & encouraging diversity and as such we gladly abide by all EEOC regulations. We will never turn down a qualified employee based on race, religion, gender, sexual-identification, disability, or any other protected class. All jobs are and will continue being awarded based on merit.

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