Human Resource Business Partner

This position has a starting salary range of $57,900  to $78,100 per year.  Actual starting pay is determined by a number of factors, including relevant skills, qualifications, and experience.

HRBP I Job Description

Business Acumen: Maintain a working knowledge and understanding of the business (including Engineered Standards) to ensure alignment between business strategy and HR practices. Proactively anticipate and respond to the needs of the business.

Communication: Effectively influence and communicate (verbally & written) when interacting with associates, and all levels of leadership. Bilingual – English/Spanish Required.

Customer Service: Be responsive, demonstrate strong business acumen, and maintain excellent customer satisfaction levels regarding HR support.

Change Management: Work with the business to proactively assess, plan for and navigate the organization through change to achieve desired business results. Support leadership and operational changes by partnering with HR Management and/or Learning & Development to implement organizational development and effectiveness initiatives.  

Workforce Planning/Staffing:  Meet with the DC Management team to understand business goals and anticipate future staffing needs.  Plan appropriately to ensure DC staffing levels are met.  Proactively strategize with management to recruit new hires based on production requirements.  Source, interview, and select external candidates up to Supervisory level.  As appropriate, administer internal recruitment and selection process including bargaining unit positions.  Proactively develop and implement alternative staffing sources and represent the Company at job fairs. Administer GWA Transfers, Premium, and Bid Award.

Associate/Labor Relations: Promote a positive work environment by managing conflicts through timely and effective resolution. Conduct internal investigations (as assigned) to include case intake, preparation, and witness and subject interviews, and complete investigation reports. Present case findings to the Human Resources Business Partner II and/or Sr. Human Resources Business Partner for final recommendation. Conduct monthly rap sessions with HO non-exempt staff.

Support Associate Relations & Labor Relations by administering and advising all levels of associates on company policies, procedures, union contract administration, and benefit programs.  Provide counseling and recommend resolution to associate/supervisory union and non-union issues.  Ensure Open Door, diversity and other values related issues are resolved effectively.  Conduct interventions, fact-findings and resolve conflicts as they arise.  Counsel and provide referral resources for work-life balance (TJX Associate Assistance Program).

Learning & Development: In partnership with L&D, ensure the effective training and development of supervisors and associates on the floor.  Conduct new hire orientations as needed.  Provide coaching, facilitate discussions and make recommendations for non-exempt associates’ and D/C Supervisors’ development needs.  Consult with L&D to follow up on operational issues, such as work methods, productivity and new hire follow-up.

Legal Compliance: Stay abreast of and enforce compliance with employment laws. Partner with Human Resources Business Partner II & Sr. Human Resources Business Partner to address potential Position Eliminations/Reductions in Force (RIF) and other litigious matters. Support Human Resources Business Partner II in response to claims filed with external agencies (DOL, EEOC).

HR Metrics: Generate and analyze HR metrics to monitor HR’s performance and take appropriate action to leverage areas of strength and address gaps/opportunities. Monitor and conduct attrition trend analysis and develop retention strategies.

• Performance Management: Coach/counsel supervisors on linking individual and organizational goals, clarifying performance expectations and accountabilities.
• Orientation/Benefits & Compensation: In collaboration with HRAs organize GW New Hire Orientation, Background Checks, and Drug Tests.
• Community Relations:  Support Community Relations and morale building activities
• Cross Training: Cross trained: Payroll and Benefits Back up (Kronos & Oracle).