Abacus Solutions
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Human Resources Business Partner
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Abacus Solutions Get AI-powered advice on this job and more exclusive features. Job Summary
As our HR Business Partner (HRBP), you will provide human resources consultation and support to designated business units within the organization. Utilizing working knowledge of the business, you will serve as an embedded consultant to leaders on human resource-related issues, assess and anticipate HR-related needs, and seek to develop integrated solutions based on policy and best-practices. You will provide workforce planning support, performance management and employee relations support, reorganization support, compensation support, and assist with the roll-out and cascading of corporate HR initiatives. The HRBP role analyzes trends and develops workforce plans to make a positive impact on business results and acts in partnership with other HR functions to service the assigned client group within the organization. Responsibilities Strategic Partnership: Proactively collaborate with operational leadership to understand their areas of business through an embedded partnership model with assigned business units typically, this will involve sitting in on departmental team meetings and operational meetings to assess and provide guidance on human resources needs in real time as well as having regular one-to-ones with leaders of the business units Partner in developing and executing business unit(s) human capital strategy in line with wider organizational objectives Provide HR expertise in organizational design, workforce planning, and talent management Analyze business unit(s) trends and metrics in partnership with the larger People Services team to develop solutions, programs, and processes that are consistent with the wider organization's approach Support post-merger integration activities, cultural alignment initiatives, and organizational change management Regular attendance at operational meetings and business planning sessions for assigned client groups
Organizational Development:
Lead organizational change management initiatives and restructuring efforts in their assigned client group under senior HR guidance Conduct needs assessments and assist in developing interventions to address business challenges and opportunities Support consistent, strategic approach to restructuring efforts using established guidelines and frameworks Ensure a "people first" approach to organizational changes and cultural integration support Assist in implementation of HR initiatives and organizational cultural changes Navigate complex organizational dynamics during periods of significant change
Performance Management:
Guide people leaders through the performance review process and ensure timely completion of documentation and recommendations Provide guidance on goal setting, performance improvement plans, and corrective actions Analyze performance trends and recommend solutions to address areas of concern Support succession planning initiatives within assigned client groups Proactively ensure compliance with Company policies and employment laws
Employee Relations:
Act as a primary point of contact for concerns, questions, and conflict resolution, effectively triaging situations for address via policy and/or appropriate escalation Support employee engagement surveys and assist in developing action plans to address identified issues Mediate workplace disputes and facilitate productive conversations between employees and management Ensure fair and consistent application of company policies and procedures Demonstrated experience in employee relations investigations best-practices and resolution
Assist with Compliance and Risk Management tasks as needed with your assigned business unit Assist with Talent Management tasks as needed with your assigned business unit Assist with Compensation and Benefits tasks as needed with your assigned business unit
Skills
Core HR Competencies: Demonstrated experience in ER investigations, organizational design, change management, talent development, compensation principles, and leaves (FMLA) Business Partnership: Strong track record of building relationships with people leaders and influencing business decisions through embedded HRBP model Communication: Strong interpersonal and communication skills, with the ability to interact effectively at all levels of the organization Analytics: Strong analytical and problem-solving skills, with the ability to use data to drive decision-making Consulting: Proven consulting skills and the ability to influence without direct authority Legal Knowledge: Working knowledge of HR best practices, employment law, and regulatory requirements Technology: Proficiency in HRIS systems and Microsoft Office Suite. Workday experience a plus Reporting: Competency in HR reporting and analytics Project Management: Understanding of project management principles and ability to manage multiple priorities Business Acumen: Business acumen and understanding of organizational strategy and operations Change Management: Change management skills and ability to support unit-level organizational transformations and cultural integration Conflict Resolution: Conflict resolution and negotiation skills Confidentiality: Ability to maintain strict confidentiality and handle sensitive information with discretion High level of integrity and professional ethics Adaptable and resilient in a fast-paced, changing environment, particularly during post-merger integration Proactive and results-oriented with a strong sense of urgency Collaborative team player with the ability to work independently Comfortable with complexity and able to navigate complex organizational dynamics during periods of change Continuous learner with a passion for staying current on HR trends and best practices Cultural sensitivity and ability to work effectively in a diverse, multi-location environment Ability to build trust quickly and establish credibility with business leaders in assigned business units
Qualifications
3-5 years of progressive HR experience, with at least 2 years in an HR Business Partner, HR Generalist, or similar consultative HR role Bachelors degree Human Resources, Business Administration, or related field is preferred (or an acceptable combination of education, certification, and experience) Master's Degree in HR or MBA (or other relevant graduate degree plus direct experience) a plus Previous experience supporting organizational integration, merger activities, or significant change initiatives strongly preferred HR certifications preferred but not required (SHRM-CP/SCP, PHR/SPHR, CIPD, MCIPD) EST or CST working hours preferred
Seniority level
Mid-Senior level
Employment type
Full-time
Job function
Human Resources
Industries
IT Services and IT Consulting
Location: Atlanta, GA Salary range information shown in postings may vary by location and experience. Were unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI. #J-18808-Ljbffr
Human Resources Business Partner
role at
Abacus Solutions Get AI-powered advice on this job and more exclusive features. Job Summary
As our HR Business Partner (HRBP), you will provide human resources consultation and support to designated business units within the organization. Utilizing working knowledge of the business, you will serve as an embedded consultant to leaders on human resource-related issues, assess and anticipate HR-related needs, and seek to develop integrated solutions based on policy and best-practices. You will provide workforce planning support, performance management and employee relations support, reorganization support, compensation support, and assist with the roll-out and cascading of corporate HR initiatives. The HRBP role analyzes trends and develops workforce plans to make a positive impact on business results and acts in partnership with other HR functions to service the assigned client group within the organization. Responsibilities Strategic Partnership: Proactively collaborate with operational leadership to understand their areas of business through an embedded partnership model with assigned business units typically, this will involve sitting in on departmental team meetings and operational meetings to assess and provide guidance on human resources needs in real time as well as having regular one-to-ones with leaders of the business units Partner in developing and executing business unit(s) human capital strategy in line with wider organizational objectives Provide HR expertise in organizational design, workforce planning, and talent management Analyze business unit(s) trends and metrics in partnership with the larger People Services team to develop solutions, programs, and processes that are consistent with the wider organization's approach Support post-merger integration activities, cultural alignment initiatives, and organizational change management Regular attendance at operational meetings and business planning sessions for assigned client groups
Organizational Development:
Lead organizational change management initiatives and restructuring efforts in their assigned client group under senior HR guidance Conduct needs assessments and assist in developing interventions to address business challenges and opportunities Support consistent, strategic approach to restructuring efforts using established guidelines and frameworks Ensure a "people first" approach to organizational changes and cultural integration support Assist in implementation of HR initiatives and organizational cultural changes Navigate complex organizational dynamics during periods of significant change
Performance Management:
Guide people leaders through the performance review process and ensure timely completion of documentation and recommendations Provide guidance on goal setting, performance improvement plans, and corrective actions Analyze performance trends and recommend solutions to address areas of concern Support succession planning initiatives within assigned client groups Proactively ensure compliance with Company policies and employment laws
Employee Relations:
Act as a primary point of contact for concerns, questions, and conflict resolution, effectively triaging situations for address via policy and/or appropriate escalation Support employee engagement surveys and assist in developing action plans to address identified issues Mediate workplace disputes and facilitate productive conversations between employees and management Ensure fair and consistent application of company policies and procedures Demonstrated experience in employee relations investigations best-practices and resolution
Assist with Compliance and Risk Management tasks as needed with your assigned business unit Assist with Talent Management tasks as needed with your assigned business unit Assist with Compensation and Benefits tasks as needed with your assigned business unit
Skills
Core HR Competencies: Demonstrated experience in ER investigations, organizational design, change management, talent development, compensation principles, and leaves (FMLA) Business Partnership: Strong track record of building relationships with people leaders and influencing business decisions through embedded HRBP model Communication: Strong interpersonal and communication skills, with the ability to interact effectively at all levels of the organization Analytics: Strong analytical and problem-solving skills, with the ability to use data to drive decision-making Consulting: Proven consulting skills and the ability to influence without direct authority Legal Knowledge: Working knowledge of HR best practices, employment law, and regulatory requirements Technology: Proficiency in HRIS systems and Microsoft Office Suite. Workday experience a plus Reporting: Competency in HR reporting and analytics Project Management: Understanding of project management principles and ability to manage multiple priorities Business Acumen: Business acumen and understanding of organizational strategy and operations Change Management: Change management skills and ability to support unit-level organizational transformations and cultural integration Conflict Resolution: Conflict resolution and negotiation skills Confidentiality: Ability to maintain strict confidentiality and handle sensitive information with discretion High level of integrity and professional ethics Adaptable and resilient in a fast-paced, changing environment, particularly during post-merger integration Proactive and results-oriented with a strong sense of urgency Collaborative team player with the ability to work independently Comfortable with complexity and able to navigate complex organizational dynamics during periods of change Continuous learner with a passion for staying current on HR trends and best practices Cultural sensitivity and ability to work effectively in a diverse, multi-location environment Ability to build trust quickly and establish credibility with business leaders in assigned business units
Qualifications
3-5 years of progressive HR experience, with at least 2 years in an HR Business Partner, HR Generalist, or similar consultative HR role Bachelors degree Human Resources, Business Administration, or related field is preferred (or an acceptable combination of education, certification, and experience) Master's Degree in HR or MBA (or other relevant graduate degree plus direct experience) a plus Previous experience supporting organizational integration, merger activities, or significant change initiatives strongly preferred HR certifications preferred but not required (SHRM-CP/SCP, PHR/SPHR, CIPD, MCIPD) EST or CST working hours preferred
Seniority level
Mid-Senior level
Employment type
Full-time
Job function
Human Resources
Industries
IT Services and IT Consulting
Location: Atlanta, GA Salary range information shown in postings may vary by location and experience. Were unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI. #J-18808-Ljbffr