Director, Human Resources Business Partner (HRBP)

divh2Director, Human Resources Business Partner (HRBP)/h2pThe Director, Human Resources Business Partner (HRBP), serves as a strategic advisor and consultant to senior leadership, aligning business objectives with people strategies that drive organizational performance and growth. This role partners closely with functional leaders to deliver proactive, forward-thinking HR solutions in the areas of talent management, workforce planning, organizational design, change management, employee engagement, and leadership development./ppThe Director HRBP plays a critical role in shaping and executing the peoples strategy, acting as a trusted coach to leaders and a champion for culture and inclusion. This role leads to the implementation of enterprise HR initiatives within assigned business units and collaborates with Centers of Excellence (COEs)/Keolis North America Shared Services to ensure alignment with broader organizational goals./ppSupervisory Responsibilities:/pulliRecruits, interviews, hires, and trains/liliOversees the daily workflow of their assigned client groups/liliProvides constructive and timely performance evaluations./liliHandles discipline and termination of employees in accordance with company policy./li/ulpDuties/Responsibilities:/pulliCollaborates with their client group to understand the organizations goals and strategy related to staffing, recruiting, and retention- by defining a workforce plan each year./liliPlans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organizations human resource compliance and strategy needs./liliIs the liaison between the HR subject matter expertise, and the Shared Services Team at Keolis North America for their client group./liliWorks closely with Labor Relations team to ensure adherence to the CBAs for the respective client group./liliOversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development for their respective client groups./liliIdentifies staffing and recruiting needs; develops and executes best practices for hiring and talent management./liliConducts research and analysis of organizational trends including review of reports and metrics from the organizations human resource information system (HRIS) or talent management system./liliMonitors and ensures the organizations compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews and modifies policies and practices to maintain compliance./liliMaintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management./liliPerforms other duties as required/li/ulpRequired Skills/Abilities:/pulliStrong business acumen/liliExceptional relationship-building capabilities, and a proven track record of driving results in a complex, fast-paced environment/liliStrong analytical and problem-solving skills./liliExcellent verbal and written communication skills/liliAbility to push back on status quo, by offering new ideas, and ways of implementing key processes, and projects./liliExcellent interpersonal and negotiation skills./liliExcellent organizational skills and attention to detail./liliExcellent time management skills with a proven ability to meet deadlines./liliStrong leadership skills./liliAbility to adapt to the needs of the organization and employees./liliAbility to prioritize tasks and to delegate them when appropriate./liliThorough knowledge of employment-related laws and regulations./liliProficient with Microsoft Office Suite or related software./liliProficiency with or the ability to quickly learn the organizations HRIS and talent management systems./li/ulpEducation and Experience:/pulliBachelors degree in human resources, Business Administration, or related field required, masters degree preferred./liliAt least 7-10 years of human resource management experience with roles in increasing responsibilities and at least 2 years in an HR leadership position/liliSHRM-CP or SHRM-SCP highly preferred./li/ulpPhysical Requirements:/pulliMust be in the office at least 2 times a week and be highly visible to employees, managers and other key stakeholders./liliMust make visits out to the field on a regular basis./liliProlonged periods of sitting at a desk and working on a computer./li/ulpAdditional Statements:/pullistrongDrug and alcohol screening:/strong Employment contingent upon passing pre-employment drug and alcohol screen. Also, contingent upon receiving a favorable background check. Must pass a physical examination./lilistrongSafety commitment:/strong Safety is a way of life at Keolis. By placing safety first, we ensure the wellbeing of our employees, customers, and communities. Together we can become the most successful transportation company in the world./lilistrongEnvironmental commitment:/strong Keolis is committed to protecting the environment by minimizing the impact of operations to our people and the communities in which we operate./lilistrongEEO statement:/strong Our policy is to afford Equal Employment Opportunity to qualified individuals regardless of their race, color, sex, religion, age, creed, marital status, national origin, ancestry, physical or mental disability, sexual orientation, or gender identification. We maintain a drug-free workplace and perform pre-employment substance abuse testing./lilistrongDisclaimer and closing statement:/strong The above statements are intended to describe the general nature and level of work performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required of employees assigned to this job, and Keolis retains the right to change or assign other duties to this position. Employees must be able to perform the essential job duties of this position satisfactorily. If requested, reasonable accommodation will be made to enable employees with disabilities to perform the essential functions of their job, absent undue hardship. Keolis is committed to offering our employees competitive compensation and benefits, opportunities for development and growth throughout an exciting and rewarding career, and the safest work environment possible/li/ul/div