Human Resources Business Partner (Hybrid-Ft. Wayne, IN)

Sirva
United States, Indiana, Fort Wayne
101 East Washington Boulevard (Show on map)
April 20, 2024
Position Summary This position will require being onsite at the Fort Wayne downtown office, working a hybrid schedule during Sirva's normal business hours. The HR Business Partner will work in partnership with leaders, key stakeholders, and HR colleagues to shape, develop, and deliver people plans and solutions in line with the needs and priorities of Sirva. They will advise, guide, and support employees and managers by providing high-level people management and development support across designated business units. The HR Business Partner will review HR priorities, translate business requirements into effective HR practices, and provide people solutions aligned with business objectives. They will be responsible for delivering key HR initiatives across the HR partnership spectrum, including workforce planning, restructuring, resourcing, talent development, succession planning, skill development, reward and recognition, employee relations, employee engagement, and performance management. The position incumbent must be able to handle ambiguity and make decisions with limited established protocols, processes, and/or procedures. FUNCTIONS AND RESPONSIBILITIES 35% - Business Partnership Provide Strategic Business Partnership to the executive management team by participating in management meetings, evaluating business needs, and recommendation of people strategies to meet established business goals and objectives. Support the implementation of the company's people plans by pro-actively working with employees and people leaders to develop a culture that reflects SIRVA's People Competencies Partner and coach managers to support the delivery of people plans and initiatives and encourage a culture of line manager responsibility and accountability for front-line human resources. Proactively lead, manage, and successfully deliver complex cross-functional people projects across the organization within specific timeframes. Partner closely with HR Operations to ensure that people policies and framework are tailored and reflective of our business framework, employee brand, and value proposition. 30% - Talent Management, Succession Planning & People Development* Provide recommendations on talent management (quality, diversity, depth, and skill) against business needs through the organization's TMS and ODR process. Guide succession planning, taking accountability to support leaders in final resourcing decisions, ensuring high-performing talent pipelines are in place with appropriate learning/coaching activities defined to enable development and progression. Develop depth and breadth of Management Capability to build our leadership talent for the future. Coach the Leadership team ensuring that they are delivering on their purpose and inspiring their teams. In the case of underperformance, supporting, and developing managers via corrective action to mitigate all people and/or performance issues in line with SIRVA policy (and legislation). 20% - Employee Engagement, Reward & Recognition* Measure organizational health and lead/provide insight into appropriate employee engagement and reward and recognition strategies. Identify engagement challenge trends and provide proposals/solutions to increase overall employee satisfaction. Partner with CoE to leverage internal and external best practices to ensure competitiveness and consistency of reward strategy. Diagnose and deliver reward and recognition interventions to drive business performance and aid staff retention. 10% - Resource Planning & Organizational Design Provide leadership support and recommendations in managing workforce/headcount planning utilizing key HR Data to support proposals and decision-making processes. Actively participates in annual budget planning/labor forecasting process with business leaders. Support in developing organizational design, encouraging/challenging the rationale for change to ensure SIRVA's success. Provide recommendations to enable the creation and development of high-performing teams by identifying skills development as part of the process. Provide guidance and create detailed job descriptions/ person specifications factoring in SIRVA's core competencies to align skill and behavior positioning with resource requirements. Support the need to recruit where required. Where the need arises, lead in reduction programs, and provide sound guidance and project plans to enable the overall delivery of the RIF, detailing cost efficiencies and possible risks to the organization. Maximize on employee engagement initiatives during any restructuring exercise and implement processes to mitigate further attrition. 5% - Other Assist with and undertake tasks associated with a diverse range of projects as reasonably required. Identifies additional tasks and/or responsibilities, and completes other duties as assigned. QUALIFICATIONS AND PREFERRED SKILLS* 2-4 years of HR experience (generalist or specialist) Knowledge of current thinking in Human Resources issues and trends and evidence of continuing professional development Strong ability to build effective working relationships with internal and external stakeholders at all levels, to work collaboratively to achieve objectives Excellent written and oral communication skills and the ability to effectively communicate complex ideas and information to a range of audiences and stakeholders Skilled analytical thinker with an ability to critically assess requirements and select a 'best fit' approach to meeting business needs Able to effectively manage people and resources, and project teams, to achieve complex or high-priority objectives, and develop others personally and professionally Strong ability to work flexibly - managing changing and competing priorities and absorbing new information rapidly to address complex issues Able to apply judgment, creativity, and flexibility to generate new and innovative ideas and approaches Ability to identify, analyze, and take action to effectively manage risk to meet strategic objectives Able to challenge and influence others to ensure that the right outcomes are achieved EDUCATION AND CERTIFICATION REQUIREMENTS *Bachelor degree required, preferably in business, human resources, or a related field #LI-Hybrid Sirva Worldwide, Inc. provides HR and mobility professionals with the resources, guidance, and support they need to achieve the best possible relocation for talent, and for the companies that move them. As a leading global relocation management and moving services company, we bring together personalized program solutions, expansive global reach, innovative technology, and an unmatched supply chain to transform businesses of any size and empower talent moving to their next opportunity. From corporate relocation and household goods to home sale and commercial moving and storage, our portfolio of brands (including Sirva, Allied, northAmerican, Global Van Lines, Alliance, Sirva Mortgage and SMARTBOX) provide everything needed to move talent and deliver experience. At Sirva, we're committed to cultivating a workplace that reflects the diversity of the global organizations that we serve. We recognize that building an inclusive, engaged company culture results in empowered employees that reflect a wide range of approaches and perspectives. Those perspectives lead to new ideas. New ideas lead to innovation and excellence. Our approach to diversity, equality and inclusion is driven by a commitment to these values and a belief that diversity makes our company stronger. Sirva is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, military status, genetic information or any other consideration made unlawful by applicable federal, state, or local laws. Sirva also prohibits harassment of applicants and employees based on any of these protected categories. It is also Sirva's policy to comply with all applicable state and federal laws respecting consideration of unemployment status in making hiring decisions. The Federal EEO Law Poster may be found at http://www.dol.gov/ofccp/regs/compliance/posters/pdf/eeopost.pdf. If you need a reasonable accommodation because of a disability of any part of the employment process, please send an email to Human Resources at and let us know the nature of your request and your contact information.