• HRBP Consultant

    Job ID 2018-1433
    Job Locations
    Human Resources
    Regular Full-Time
  • Overview

    The Human Resource Business Partner provides general human resources support and is the primary point of contact to employees regarding HR services, such as annual reviews, codes of conduct, and benefits. This role is responsible for working with the CHRO and the assigned business unit leaders on all HR programs within the function, including ensuring a positive work environment after onboarding, and serving as a champion of employee professional development, training, engagement and retention.



    • Meet with function leaders and HR team to understand and identify human capital initiatives that will support business goals in a fast-paced, changing environment.
    • Become a subject matter expert of assigned function by attending function meetings, shadowing employees, understanding operating model and key business goals.
    • Create relationships and establish a strong HR presence with functional partners to provide HR input in the planning and implementation of human capital initiatives.
    • Lead and execute HR programming initiatives pertaining to: recruitment and selection, onboarding, learning and development, succession planning, performance management, compensation and benefits, and retention.
    • Embrace and lead change by demonstrating flexibility when direction or priorities shift to achieve individual and team success in a fast-paced, deadline driven environment.
    • Provide general employee relations support and acting as a trusted advisor to internal employees in the areas of company policy, benefits, payroll, leaves, workers compensation, 401K, and HR technology systems.
    • Contribute to the development of company HR policy and employee handbook based on knowledge of employment law.
    • Monitor and evaluate the effectiveness of HR programming and providing recommendations on where adjustments need to be made.
    • This brief summary is not an all-inclusive description of job duties. Other job duties and responsibilities may also be assigned by the incumbent’s manager at any time based upon Company need.




    • Bachelor’s degree in Business, Human Resources or equivalent work experience and/or education
    • Minimum of 3 years’ experience in strategy and execution in Human Resources roles
    • Intermediate proficiency with Microsoft Office Suite (Word, Excel, PowerPoint, Outlook)
    • Experience with HR policy and law (e.g, SHRM guidelines, DOL and EEOC regulations, and employee grievance/relations)
    • Experience dealing with significant employee relations issues
    • Experience coaching employees, including managers
    • Experience working with and advising senior leaders in a strategic, professional manner



    • Professional Human Resource (PHR) certification a plus
    • Experience working in property management, real estate or similar industry
    • Experience working in a fast pace, high-growth company



    • Personnel and Human Resources— Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
    • Administration and Management— Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.


    • Active Listening— Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
    • Critical Thinking— Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
    • Management of Personnel Resources— Motivating, developing, and directing people as they work, identifying the best people for the job.
    • Social Perceptiveness— Being aware of others' reactions and understanding why they react as they do.
    • Judgment and Decision Making— Considering the relative costs and benefits of potential actions to choose the most appropriate one.
    • Negotiation— Bringing others together and trying to reconcile differences.
    • Speaking— Talking to others to convey information effectively.
    • Writing— Communicating effectively in writing as appropriate for the needs of the audience.



    • Leadership— Job requires a willingness to lead, take charge, and offer opinions and direction.
    • Initiative— Job requires a willingness to take on responsibilities and challenges.
    • Achievement/Effort— Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks.
    • Cooperation— Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude.


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