Full-Time People Business Partner

The People Operations Business Partner provides support and counsel to leaders and their business units on all things performance and engagement related, driving high performance, engagement, and retention on our teams.

1. Talent Acquisition & Onboarding Support
2. Support Talent Acquisition in identifying hiring needs and selecting top talent for open positions.
3. Facilitate Leadership Onboarding & Training for all incoming leaders.
4. Ensure all team members have 30-60-90 Onboarding Plans, prior to start.

1. Performance & Development
2. Partner with Leaders to develop and deliver formal performance action(s) (Performance Accountability Plans, Growth Plans, etc.) to identified low and/or at-risk performers and retain/grow Key Talent.
3. Provide day to day support and counsel to leaders and their teams on all things talent – performance, engagement, development and employee relations.
4. Provide implementation support where applicable.
5. Manage Employer Relations at the team level, in partnership with department leaders.
6. Analyze Performance data; facilitate collaborative discovery sessions with leaders to evaluation their data and partner with them on ways to optimize/improve/maintain results (w/ H/M/L performance in mind).

1. Engagement & Communication
2. Collect and analyze engagement and data; facilitate collaborative discovery sessions with leaders to evaluate their data and partner with them on ways to optimize/improve/maintain results.
3. Partner with leaders to provide resources and opportunities for teams to participate in engagement activities both virtually and on location.
4. Collaborate with VP, People & Culture on the creation and deployment of all engagement/communication and performance initiatives.
5. Partner with Leaders to implement engagement activities at the team level, ensuring they have what they need for successful implementation.

1. Compensation & Benefits
2. Perform compensation analysis as needed, leverage total compensation tools available to drive ethical pay practices at the practice level.
3. Proactively engage with Leaders on opportunities and challenges related to compensation.
4. Distribute and communicate compensation changes and programs to key staff.

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