Human Resources Business Partner
Peapod Digital Labs
4 hours ago
Collaborate with the HR Lead to support and guide the implementation of a uniform HR Business Partner model and expectations that promote a strategically focused HR Business Partner team able to provide exceptional, analytics-driven support to functional area partners, in support of business goal achievement.
Support the continual monitoring and refinement of model as needed based on HR Business Partner and business feedback, and evolving business needs.
Remain informed of industry and disciplinary best practices and key trends.
Contribute to the business strategy by helping business functional areas to identify, prioritize, and build organizational capabilities, behaviors, structures, and processes.
Review key business performance targets and their related talent implications with functional business leaders.
Counsel managers consistent with company policies/practices, legal considerations, compliance regulations, and company priorities—advocating both company and associate concerns.
Lead business functions in forecasting and planning their talent pipeline requirements in line with business strategy.
Utilize strategic workforce plans to drive talent recruitment and pipeline initiatives; collaborate with HR Centers of Expertise on new / innovative recruitment methods.
Execute college recruitment programs designed by HR Centers of Expertise, to further build candidate pipeline for future succession.
Drive diversity within talent acquisition, ensuring a balanced and diverse slate of candidates for all positions being recruited.
Drive and lead associate engagement efforts through being a visible, active, and involved member of the HRBP team within PDL.
Foster HR Business Partner relationships that are built on the HR team gaining deep knowledge of business objectives and providing strategic counsel and analytics in support of goal attainment.
Operate as a team of HR Business Partners who act as internal consultants, proactively identifying and partnering with the business in addressing issues and concerns (associate engagement, interpersonal issues, work conditions, etc.).
Drive a performance driven culture working with functional areas to ensure that associates understand how their performance contributes to overall business performance.
Drive development activities (MD / Succession Planning), ensuring robust IDPs are in place and progressing, especially for associates designated as talent or promotable.
Support the business in determining internal and external learning and leadership development options to address the unique learning needs of their associate base and leadership teams.