ANSR Consulting - Manager - HR Business Partner (6-9 yrs)

The ideal candidate will integrate HR disciplines with the unique needs and challenges of their respective teams and will influence the strategies that ensure the success of our business. As a respected and highly productive partner, this person will be embedded in the line of business and will leverage independent thinking and organizational savvy to help drive their teams' success. Our goal as an HR organization is to align with the needs of our business and act as a trusted advisor to develop and execute plans that optimize the talent and culture here and promote the continued success of our dynamic company.

As a Manager HRBP, you will play a key leadership role. You'll collaborate with stakeholders and integrate People Initiatives to help achieve the business goals. You will provide expertise in staffing, onboarding, compensation, benefits, growth through learning and development.

If you are looking for an exciting career move and are considering this as the next big opportunity, YOU would find yourself doing this:

Strategic Initiatives:

1. Prepare a comprehensive Employee Experience charter, including (but not limited to) Onboarding, Performance, Learning & Development, and Employee Engagement.

2. Develop, implement, monitor, and iterate employee value proposition

3. Develop initiatives related to growth and learning, rewards and recognition, and talent branding

4. Create policies that are employee-friendly and futuristic

5. Ensure employee development, succession planning, employee relations,

compensation, and benefits are met in cooperation with the leadership team

6. Facilitates the design and structure of organizations to meet business needs

Communication & Collaboration:

1. Develop a communication strategy that includes All Hands, #BeLimitless Chats, and Newsletters

2. Create a flow of information with the right tools to support remote working

3. Create a culture of transparency with leaders, managers, and employees

Performance Management:

1. Create an effective and respected performance management process for the future

2. Establish a regular cadence for check-ins, one-on-ones, and feedback sessions. Ensure that performance goals are met by administering the performance review process and collaborating with managers and employees

3. Resolve employee concerns as soon as possible. Become a coach and adviser for his/her respective business unit, a resource for employees, and a role model for the entire organization.

Engagement:

1. Improve employee morale and productivity by conducting employee surveys and designing engagement programs

2. Implement an Engagement Calendar that includes (but is not limited to) virtual fun games

3. Identify opportunities to create moments of truth for our employees through efficient HR processes

4. Observe and collect data to make appropriate recommendations to management based on employee meetings and exit interviews

5. Assesses the learning needs of business units, teams, and individuals. Defines development needs with management

People Analytics:

1. Analyze survey and interview data to provide insights to the leadership team on people strategies

2. Maintain regular dashboards and reports on the organization's health

Culture

1. Bring Talent500's Vision, Mission, and Principles to life

2. Through R&R, reinforce the successful behaviors

3. Utilize existing resources and leadership to build the company culture