View Our Website View All Jobs

HRBP of Engagement, Career/Performance Management

Objective

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

 

Responsibilities

  • 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.

Read More

Apply for this position

Required*
Apply with
We've received your resume. Click here to update it.
Attach resume as .pdf, .doc, .docx, .odt, .txt, or .rtf (limit 5MB) or Paste resume

Paste your resume here or Attach resume file

To comply with government Equal Employment Opportunity and/or Affirmative Action reporting regulations, we are requesting (but NOT requiring) that you enter this personal data. This information will not be used in connection with any employment decisions, and will be used solely as permitted by state and federal law. Your voluntary cooperation would be appreciated. Learn more.
Gender
Race/Ethnicity

Invitation for Job Applicants to Self-Identify as a U.S. Veteran
  • A “disabled veteran” is one of the following:
    • a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or
    • a person who was discharged or released from active duty because of a service-connected disability.
  • A “recently separated veteran” means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.
  • An “active duty wartime or campaign badge veteran” means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.
  • An “Armed forces service medal veteran” means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.
Veteran status
I IDENTIFY AS ONE OR MORE OF THE CLASSIFICATIONS OF PROTECTED VETERAN LISTED ABOVE
I AM NOT A PROTECTED VETERAN
I DON’T WISH TO ANSWER

Voluntary Self-Identification of Disability
Voluntary Self-Identification of Disability Form CC-305
OMB Control Number 1250-0005
Expires 5/31/2023
Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition. Disabilities include, but are not limited to:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson's disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression
Please check one of the boxes below:

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.

You must enter your name and date
Your Name Today's Date