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Tolmar · 1 day ago

HR Business Partner (Onsite)

Windsor, Colorado, United States

Full-time

Onsite

Senior Level, Lead/Staff

$125K/yr - $140K/yr

8+ years exp

Tolmar is a company focused on supporting the well-being of patients and their employees. They are seeking an HR Business Partner to build relationships with client groups, influence strategic HR decisions, and support talent management and employee engagement initiatives.

BiotechnologyHealth CareManufacturing

Responsibilities

Understand and build relationships with client groups, maintaining a positive approach and posture of trusted advisor to influence strategic HR decisions and practices

Serve as a member of leadership teams in respective client groups, attending leadership meetings to align HR initiatives with departmental priorities

Review key business performance targets and their related talent implications with business leaders

Review organizational structures periodically to ensure roles and reporting lines support business objectives, structuring teams to support efficiency and continuous improvement

Provide necessary guidance and coaching to leaders on effective leadership practices

Partner with other HRBPs and HR team members to identify and drive the sharing of best practices across functions to facilitate consistency and continuous improvement

Utilize talent management processes and provide guidance to department heads to identify skill gaps and solutions to address those gaps

Facilitate periodic talent review meetings to evaluate leaders and complete succession plans, identifying a roadmap to developing employees and building bench strength

Support leadership in the refinement of individualized development plans (IDPs) for high-potential employees and track progress against milestones

Partner with OTD to identify appropriate leadership and employee development training sessions for leaders and their teams

Support business unit leaders in providing employees with development opportunities that align with current and future performance standards

Actively reinforce and promote organizational values in interactions with client groups

Conduct employee interviews (check-ins and exit interviews) to gather feedback on workplace climate

Identify solutions to support improvement of critical organizational effectiveness and development needs (e.g. engagement, team dynamics, role clarity)

Collaborate with HR Operations as needed to manage investigations into workplace issues, ensuring legal compliance and timely resolution

Support leaders in managing employee performance discussions

Utilize feedback from employees to influence the continuous improvement of HR services and processes, including engagement surveys, training feedback and other ad-hoc feedback tools

Remain informed of state, federal and applicable ex-US countries’ employment laws and regulations, customs and competitive practices

Support managers in forecasting and planning their talent pipeline requirements in line with the function or business strategy

Advise and coach hiring managers on best practices related to job descriptions, interviewing, onboarding and candidate experience

Work with HR Generalists to prioritize and fill critical roles

Support redeployment or retraining plans during reorganization, product launches, facility consolidation, etc

Support and effectively implement appropriate pay, benefits, incentive, separation and severance programs

Conduct job evaluation to determine appropriate job leveling and compensation

Lead and support organizational change initiatives

Communicate effectively with stakeholders to manage resistance to change

Assess the impact of change on employees and the organization

Review monthly turnover, absenteeism, overtime and other reports and work with leaders to translate data into meaningful actions

Track employee engagement survey results and create action plans with department leaders to address low-scoring areas

Prepare HR dashboards for leadership, highlighting trends and recommended interventions

Present HR metrics, initiatives and progress to leadership as needed

Perform various other duties as assigned

Qualification

Strategic HR PartnershipTalent ManagementEmployee RelationsHR Data AnalysisBusiness AcumenHRIS ProficiencyCommunication SkillsProblem-Solving SkillsNegotiation SkillsConflict ResolutionTeam Player

Required

Bachelor's degree, preferably in Business Administration or Human Resources Management

Eight or more years of progressive experience in Human Resources required to include operating in a strategic HRBP role

Experience in building and maintaining strong, collaborative partnerships with organizational leadership to understand business objectives, provide strategic HR guidance, and influence decision-making that drives organizational success

Substantial business acumen

Clear, comprehensive understanding of the link between talent and other HR initiatives and business strategy

Ability to develop clear, actionable steps in support of an overall business strategy

Ability to identify new ways for HR to support the business strategy

Ability to synthesize large quantities of quantitative and qualitative data

Ability to recognize trends and develop recommendations based on data analysis

Ability to engage, inspire, and influence people

Ability to be an effective team player and networker

Strong problem-solving, negotiation and conflict resolution abilities

Ability to manage sensitive situations with professionalism and confidentiality

Strong interpersonal, communication, facilitation and customer service skills

Significant knowledge of HR policies, processes (e.g., workforce planning and talent management), and talent management practices