Sr. HR Business Partner - #9846839

The Sr. HR Business Partner serves as the primary contact for general HR-related issues and questions while providing support and guidance to the teams he/she is assigned to. In this capacity, the Sr. HR Business Partner manages and resolves employee relations matters by applying well-developed knowledge of HR principles, concepts, and industry practices. This position helps develop solutions for the teams he/she supports and formulates partnerships across Vital to facilitate the delivery of value-added services to both leadership and employees that are reflective of Vital’s vision and objectives.

The Sr. HR Business Partner will assist teams in identifying, developing, and retaining talent that enhances team performance. The successful candidate will set high standards of performance for themselves and others; be professional in written, verbal, and personal actions in any situation; seek new knowledge and experiences; have an analytical mindset that can utilize factual data to develop creative and business-oriented solutions; be self-aware and adjust accordingly to different environments and audiences.

As part of the HR team, the successful candidate will also initiate and lead HR-related projects for deployment across the company and provide mentorship to less experienced HR professionals. Excellent internal customer service is required while supporting initiatives and programs designed to drive Vital’s strategic direction.

Principal Duties And Responsibilities

• Solves complex problems regarding established policies, procedures, and programs by providing guidance for the teams he/she supports, considering the wider HR agenda and any specific people issues that may be existent within the teams. Works independently within broad guidelines. Work is reviewed for the obtainment of objectives. Ensures that HR needs are met in a timely manner. Is responsible for providing the highest customer service, communication, and accessibility to the teams.
• Proactively seeks and recruits top talent for exempt and non-exempt positions, anticipating future staffing needs and ensuring that an effective recruitment strategy is fully integrated into the teams’ objectives that he/she supports. Creates job descriptions. Collaborates with management to source and screen qualified candidates to fit the unique needs of each department to help reduce turnover. Interviews selected candidates and ensured compliance with federal and state laws. Coaches hiring managers on interviewing candidates, hiring processes, and compensation. Partners with the Compensation team on offer recommendations. On-boards new hires and helps assimilate new employees into Vital’s culture.
• Guides talent management processes including Goal setting, mid-year, and year-end performance review processes. Aids managers and employees on ratings and feedback during the review process. Conducts stay interviews to help identify satisfaction and career drivers that may improve retention. Designs, develops, and assists with implementing career development strategies for managers and employees.
• Acts as a champion for change to assist the workforce through change management. Coordinates and implements workforce changes, including benefits, transfers, promotions, and resignations.
• Provides sound counsel on workforce issues, communicating and reporting regularly with HR leadership on all employee relations matters. Develops and recommends corrective actions as appropriate, utilizes and refers to the legal team as necessary, manages terminations and employee investigations, and conducts exit interviews. Supports business and workforce change initiatives, including RIFs, mergers, and acquisitions.
• Contributes to the overall internal communications strategy and develops messaging and themes supporting Vital’s strategy and change initiatives. Partners with leadership to ensure solid and consistent employee communication flows up and down the chain of command.
• Promptly reports any compliance-related concerns to HR leadership and works through appropriate solutions. Provides HR policy guidance and interpretation, while assisting in driving improvements to HR policies, practices, and processes. May provide support for audit requests while maintaining controls and documentation for compliance. Administers Drug Testing Program.
• Used analytics/prepared various reports as required and analyzed/interpreted data, trends, and metrics in partnership with the HR team and teams he/she supports to develop and shape solutions, programs, and revised processes.
• Manages relationships with third-party vendors, auditors, brokers, and consultants to ensure agreements are administered cost-effectively and according to Vital’s expectations.
• Participates in projects and special initiatives as required within and outside the HR function.
• Promotes a diverse and inclusive work environment where employees of all backgrounds feel included, and their contributions valued.
• Adheres to Vital’s Code of Business Conduct and Ethics.
  
  

EDUCATION, KNOWLEDGE, AND SKILLS: The following education, knowledge, and skills represent the high level of demonstrated skills, maturity, judgment, and ability to work with various constituencies required of Vital employees.

• Education: Bachelor’s Degree in Business or other related discipline from an accredited four-year college or university.
• Experience: A minimum of 8 years of human resources-related experience. A strong understanding and experience working with multiple HR disciplines, for example, employee relations, compensation practices, performance management, staffing, and employment law. Must have sound judgment when working through HR-related issues.
• Communication Skills: This position interacts regularly with employees, management, and stakeholders throughout the business, demanding excellent written and verbal communication skills. Conflict resolution is another area that requires exceptional communication abilities to ensure that solutions are communicated effectively to the relevant parties throughout the organization. Accomplished communication skills are necessary in creating reports and recommendations and presenting information to groups in the work setting.
• Computer Skills: Must be proficient in Microsoft Excel, Power BI, Word, and PowerPoint. Prior experience with Workday or another HRIS.
• Interpersonal Skills: The Sr. HR Business Partner must be helpful, possess high emotional intelligence, and be a professional individual. The partner must also possess strong time management skills, be able to work on multiple simultaneous projects, have a keen eye for detail, be self-motivated and work under minimal supervision. A proactive mindset and ability to go beyond the call of duty, while demonstrating calmness under times of uncertainty is a must
• People Skills: The HR Business Partner must garner the trust and respect of various department heads and leadership. This person must be approachable and someone who people are comfortable forwarding concerns to and seeking guidance from, working effectively with employees at all levels within the organization.
• A team player with a high level of energy and positive outlook is needed for a fast-paced environment where multiple initiatives are happening simultaneously.
• Must be able to work under time-sensitive deadlines while maintaining a calm and professional demeanor when adversity and multiple initiatives/priorities are encountered.
• Ability to work with highly sensitive, confidential information and maintain complete confidentiality as required.
  
  

Functional Competencies

• Digitally Enabled – Anticipating and adopting innovations in business-building digital and technology software.
• Action–oriented: Taking on new opportunities/challenges with a sense of urgency, high energy, and enthusiasm.
• High Emotional Intelligence: Managing one’s emotions and understanding others’ emotions positively to communicate effectively, adjust to change, and openly and comfortably work with diverse groups of people.
• Persuasive: Using sound compelling arguments to gain the support and commitment of others.
• Self-Development: Actively seeking new ways to grow and be challenged using both formal and informal development channels. Able to receive constructive feedback positively.
  
  

Core Competencies

• Collaborates/Teamwork: Building partnerships and working collaboratively with others to meet shared objectives. An ability to work with diverse groups, as demonstrated by good listening and communication skills, a balanced and reasoned approach to problems, an ability to inspire trust and confidence, a flexibility in attitude, and an openness to differing points of view.
• Decision Quality: Making well-thought-through and timely decisions that keep the organization moving forward.
• Ensures Accountability: Holding self and others accountable to meet commitments.
• Trust: Gaining the confidence and trust of others through honesty, integrity, and authenticity.
• Resiliency: Rebounding from setbacks and adversity when facing difficult situations.
  
  

Working Conditions

This position is primarily an office where work is normally performed in a climate-controlled environment, where exposure to extreme heat/cold conditions, poor ventilation, fumes, and gases is very limited. No environmental hazards are encountered in the performance of normal job duties.

Physical Demands

The physical demands described are representative of those that an employee must meet to perform the essential functions of this job successfully. Reasonable accommodation may be made to enable individuals with disabilities to perform essential functions. While performing the duties of this job, the employee is regularly required to talk or listen. Work normally requires finger dexterity and eye-hand coordination to operate a computer keyboard at a moderate skill level. Work may require occasional pushing, pulling, or carrying 20-pound objects such as files, documents, boxes, etc. Work involves sitting, standing, and walking. The position requires periodic travel to field locations to support leaders and employees. The estimated travel required is approximately 25%.