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HR Business Partner
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HUMAN RESOURCES BUSINESS PARTNER
The HR Business Partner will consult with business leaders to define and prioritize HR solutions and initiatives, at both the strategic, coordination and operational levels, for business units. This position is responsible for building strong relationships with business leaders to systematically drive performance excellence, strategic planning, and the design and execution of people and organizational design solutions and initiatives. Initiative areas may include, but are not limited to Organizational Design, Job Architecture, Performance Management, Communications, Culture, Employee Engagement, Talent Management and Workforce Planning.
LOCATION: Tempe, Arizona WageWorks Office
REPORTING STRUCTURE & WORK SETTING
This position typically performs work in a company location and reports to the Sr. Director of Human Resources. As an HR Business Partner the associated client group executive leadership team will also be involved in providing performance feedback on how the HRBP performs.
ESSENTIAL DUTIES & PRIMARY ACCOUNTABILITIES
NOTE: The essential duties and primary accountabilities below are intended to describe the general content of and requirements of this position and are not intended to be an exhaustive statement of duties. Incumbents may perform all or most of the primary accountabilities listed below. Specific tasks, responsibilities or competencies may be documented in the incumbent’s performance objectives as outlined by the incumbent’s immediate supervisor or manager.
1. Provides ongoing support to client group leadership team through strategic HR consultation to address top HR and people issues facing the organization.
2. Leads HR project design and/or implementation activities as they pertain to key areas of strategic HR partnership: Org design & job architecture, performance management, culture, communications & engagement, talent management and workforce planning.
3. Leads and manages all strategic annual HR processes for respective client groups. Examples may include annual performance management cycle, ongoing talent management activities, total rewards processes, employee engagement initiatives, workforce planning strategies and other processes as required.
4. Proactively coaches leaders within assigned client group on various areas of leadership and people management.
5. Provides ongoing, proactive and intentional development of strategic HRBP skill set, with an emphasis on business acumen & group knowledge, networking & relationship building, strategic HR knowledge, proactive consultative approach, HR data, metrics & analytics and change & project management.
6. Consistently challenges status quo utilizing change management and influencing skills sets. Taking initiative to improve the people elements within the respective client group over time.
MARGINAL DUTIES & ADDITIONAL FUNCTIONS
1. Performs other duties as assigned or apparent.
2. Engages in Merger & Acquisition activity as it pertains to assigned business group(s)
ADDITIONAL PERFORMANCE REQUIREMENTS
WageWorks believes that our success is achieved by its People. Values describe how we work together to achieve our success. It is our employees that drive results through living our Company Values. Every employee at WageWorks is expected to uphold and demonstrate the six Company Values listed below as an additional component of the job description and as a standard of individual performance.
CARING People are the heart of our company. We care about people: our Clients, our Client’s employees and their families, our partners, and local communities, and our fellow employees at WageWorks.
CUSTOMER-CENTRIC Our Customer comes first. We aim to serve our Clients and their employees, our brokers and partners, as well as our internal customers.
PASSIONATE We love what we do and are passionate about delivering Consumer-Directed Benefits that save people money and enrich their lives.
ACCOUNTABLE We are dedicated to making our team and the company succeed, and we are open, honest, ethical, and conscientious, as we deliver on our commitments.
LEADING Our actions inspire new ideas and drive change each and every day.
RESPECTFUL We value the diversity of our people, treat them with dignity and respect, encourage their development and reward their performance.
NOTE: WageWorks leadership will strive to uphold the mission, vision, and values of the organization. They will serve as role models for staff and act in a people-centered and results oriented manner with a focus on customer service.
No formal direct supervisory responsibility entailed in this position. May serve as a resource for human resources representatives. Partnership with and feedback from aligned Business Unit will also contribute to the monitor of performance.
Matrixed supervisory responsibility includes the direction and follow-through for adherence to Human Resources initiatives, policies and courses of action with employee relations issues.
ESSENTIAL KNOWLEDGE, SKILLS & ABILITIES
Knowledge of Human Resources, practices and principles and the related regulatory environment as normally obtained through the completion of a Bachelor’s Degree in Human Resources, Business Management or Organizational Development.
WORK EXPERIENCE OR RELATED EXPERIENCE:
Typically, –6-8 years of strategic Human Resources experience, or significant time spent in a consulting capacity, specifically with a focus on OD work (i.e., Organizational Design). Experience providing strategic HR consultation and partnership to business unit executives and senior leaders.
SPECIALIZED KNOWLEDGE, SKILLS & ABILITIES:
Having wide-ranging experience, uses advanced, professional concepts and company objectives to resolve complex issues in creative and effective ways. Concepts include:
Business Acumen & Client Group Knowledge: Understands business strategy, financials, corporate functions & organizational context.
Networking & Relationship Building: Understands the importance of establishing trusted and credible relationships with key Business Leaders via open dialogue, , frequency of interaction & intentional effort. Keen on building knowledge of leaders’ goals, strengths, development areas, personalities, motivations, key care-abouts, etc.
Strategic HR Knowledge: Knowledge of core academic foundations, best practices and pros/cons of various approaches & models. Clearly a subject matter expert in strategic HR practice areas
Proactive Consultative Approach: Proactively proposes business solutions that solve key people issues. .Leads the implementation of initiatives that impact people systems. Have the professional astuteness to engage and consult with top business leaders.
HR Data, Metrics & Analytics: Ability to show tangible impact to people metrics is critical. Proactively analyzing data looking for trends, changes & impacts.
Change Management & Project Management: Exhibits knowledge and proficiency in project management capabilities across multiple locations & multiple stakeholders is critical. Can effectively lead a business unit from current state to desired future state with a path of change and project milestones.
Incumbents must be proficient with a personal computer and have a good knowledge and understanding of Microsoft Word, Excel, PowerPoint and Outlook. A basic knowledge of Human Resources databases is also required.
TRAVEL REQUIREMENTS & CONDITIONS
Occasional travel to attend training or meetings may be required. Moderate travel is required (20-30%).
WORK ENVIRONMENT CONDITIONS & DEMANDS
Work is generally performed in an office environment in which there is only minimal exposure to unpleasant and/or hazardous working conditions.
PHYSICAL REQUIREMENTS & DEMANDS
This position entails a high level of work performed at a computer terminal throughout the day as well as the frequent and regular use of a telephone or headset equipment. On a regular basis, incumbent regularly performs repetitive motions at a computer terminal and is subject to prolonged sitting. Occasionally, eye hand coordination is required to operate office equipment. Frequently, incumbents must have the ability to lift, carry and/or move objects weighing up to 10 lbs. Seldom are incumbents required to lift, carry and/or move objects weighing up to 25 lbs. As this position is responsible for providing Human Resources support to a population of 500+ employees, supporting compliance with federal and state employment law and executing HR policies and initiatives.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions as described.
ADDITIONAL POSITION INFORMATION
AREAS OF STRATEGIC HR FOCUS:
Organizational Design & Job Architecture: Obtaining clarity on the foundational elements of work that every group is trying to achieve within the organization. Using that then to articulate the foundational elements of work needed to support reaching the goals and strategies of each group and ultimately the goals of the company. Organizational structure determines how the roles, power and responsibilities are assigned, controlled, and coordinated, and how information flows between the different levels of management. Job architecture (sometimes called job structure) refers to the infrastructure or hierarchy of jobs within an organization.
Performance Management: The fundamental goal of performance management is to promote and improve employee effectiveness, aiding in the achievement of organization wide objectives. It is a continuous process where managers and employees work together to plan, monitor and review an employee's work objectives or goals and their overall contribution to the organization.
Communications, Culture and Engagement: Organizational culture encompasses values and behaviors that contribute to the unique social and psychological environment of an organization. Employee engagement is focused on how motivated and committed an employee is to the organization they are working for with the intent that high engagement impacts high performance.
Talent Management: Everything that is done to assess, develop, promote and retain key employees critical to the organization’s business objectives. A talent management strategy should link to business strategy to function most effectively.
Workforce Planning: Workforce planning is a continual process used to align the needs and priorities of the organization with those of its workforce to ensure it can meet its organizational objectives in the short and long term. Workforce planning is the strategy used by employers to anticipate labor needs and deploy workers most effectively.
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