HR Business Partner - 90243603 - Wilmington

Amtrak Wilmington , DE 19801

Posted 4 months ago

Your success is a train ride away.

Amtrak connects businesses and communities across the country and we move America's workforce toward the future. We employ more than 20,000 diverse, energetic professionals in a variety of career fields throughout the United States. The safety of our passengers, our employees, the public and our operating environment is our priority and the success of our railroad is the result of our employees.

Are you ready to join our team?

SUMMARY OF DUTIES:

The HR Business Partner (HRBP) acts as a strategic partner to the assigned business line(s) by embedding corporate HR strategy into the client's business objectives. This position provides professional HR guidance and support to relevant internal client groups with the objective of adding value to the business. The HRBP works collaboratively with leaders and HR Centers of Excellence to prioritize people solutions that accelerate the achievement of business plans through talent management and succession planning, diversity and inclusion, rewards and recognition, organizational effectiveness, and workforce planning.

ESSENTIAL FUNCTIONS:

  • Contributes to the business strategy by helping business leaders identify, prioritize, and build organizational capabilities, behaviors, structures, and processes.

  • Collaborates with Centers of Excellence to align HR support with needs of the business and create solutions aligned with business goals and objectives.

  • Supports leaders in forecasting and planning their talent pipeline requirements in line with the function or business strategy.

  • Drives and facilitates long-term people initiatives aligned with the strategic agenda.

  • Identifies strategic talent needs, risks, and gaps, and leads the efforts to create plans to develop employees and leaders using talent management tools and resources.

  • Drives the integration of the performance management philosophy into strategic business goals/plans that set expectations for business results; leverages corporate system and philosophy to align performance with rewards in order to engage and retain employees within the business.

  • Assists leadership in understanding and applying all aspects of the performance management process to include employee development programs. Works with client managers to address performance issues, using the Corrective Action process when needed, and follows up on resolution/improvement. Guides managers through continual performance conversations throughout the year, promoting a coaching and feedback culture.

  • Facilitates a strong leadership and coaching culture; enabling managers to assume increasing responsibility and accountability for managing the performance and development of employees.

  • Facilitates effective workforce planning activities to deliver business objectives. In partnership with HR Centers of Excellence, analyzes trends and metrics to develop solutions, programs and policies.

  • Develops retention plans and initiatives targeting high potential and critical roles.

  • Partners with COEs to address employee relations issues ensuring a balanced perspective. Advises and influences business leaders and HR generalists through resolving employee relations matters and mitigating risk to the company. Provides counsel and direction to HR staff, leaders, supervisors, and employees to address employment-related matters.

  • Understands the overall organizational structure and makes recommendations as business needs continue to evolve. Provides expert counsel on organizational design, restructuring, and realignment.

  • Drives the integration of the performance management philosophy into strategic business goals/plans.

  • Serves as a trusted advisor and coach, working with business leaders to ensure understanding of implications of business decisions. Appropriately challenges business decisions from multiple perspectives (business, culture, HC, Legal, Risk Management, etc.)

  • Works with cross-functional HR team on various projects that are focused on continuous improvement of HR services and delivery.

  • Identifies and assesses need for change initiatives; consults on impact of process improvement initiatives.

  • Leverages data to assist leaders in developing a workforce meeting future business needs and objectives.

Minimum Requirements:

  • Bachelor's Degree, preferably in Human Resources, Business, or a related Field.

  • Minimum 13 years related work experience; minimum 17 - 19 years required without Degree.

  • Minimum 5 years' of HRBP experience

  • Demonstrated success in driving people initiatives that enhance business performance; strong business acumen required.

  • Significant knowledge of HR policies, processes (e.g., workforce planning and talent management), and talent management policies and practices.

PREFERRED EDUCATION:

Masters Degree in Human Resources or related field

PREFERRED WORK EXPERIENCE:

  • S/PHR and/or SHRM S/CP Certification

  • Other HR Centers of Excellence Certifications and/or experiences

OTHER REQUIREMENTS:

  • Strategic thinker. Able to provide strategic advice, develop options, analyze risks, exercise good judgment, and solve problems.

  • Strong business acumen with the ability to connect and interpret business strategies in order to be viewed as a credible HR leader.

  • Ability to deliver results in a dynamic and oftentimes ambiguous or rapidly changing environment.

  • Demonstrated proactive style of operating with a strong sense of urgency.

  • Clear, comprehensive understanding of the link between talent and other HR initiatives that can be leveraged to enable the business growth plans.

  • Strong skills in organization development, managing/leading change, performance development, coaching, organizational design, talent assessment, and strategic workforce planning.

  • Able to develop highly effective working relationships by building credibility, respect and rapport with all levels of management and employees.

  • Demonstrated ability to negotiate, influence and persuade senior level executives. Able to engage, inspire, and influence others at all levels. Exceptional collaboration skills; ability to bring cross-functional teams together to achieve better results

  • Skilled and credible in advising others on empowering people management.

  • Ability to recognize trends and develop recommendations based on data analysis. Clear, concise and influential verbal and written communication skills.

  • Strong executive presence with a high degree of interpersonal finesse in order to promote transformational change effectively across diverse groups.

  • Ability to research, analyze and leverage data in making decisions.

COMMUNICATIONS AND INTERPERSONAL SKILLS:

Must have excellent written and oral communication skills.

This position is a tiered position. Incumbents will have a position level assigned based on their skills and experience. Position placement is at Amtrak's sole and absolute discretion.

Requisition ID:38283

Posting Location(s):Delaware; District of Columbia; Pennsylvania

Personnel Area:DE02

Job Family/Function:Human Capital

Relocation Offered:No

Education Requirements:
Bachelors Degree

Travel Requirements:
Up to 25%

Employment Experience Requirements:
10 plus years of experience

Amtrak employees power our progress through their performance.

We want your work at Amtrak to be more than a job we want it to be a fulfilling experience where you find challenging and rewarding opportunities, respect among colleagues, competitive pay, benefits that protect you and your family, and a high performance culture that recognizes and values your contributions and helps you reach your career goals.

We proudly support and encourage U.S. Veterans to apply for Amtrak job opportunities.

All positions require pre-employment background verification, medical review and pre-employment drug screen. Amtrak is committed to a safe and drug-free workplace and performs pre-employment substance abuse testing. All new hires are required to undergo a hair drug test which detects the presence of illegal drugs for months prior to testing. We appreciate your cooperation in keeping Amtrak safe and drug-free.

In accordance with DOT regulations (49 CFR section 40.25), Amtrak is required to obtain prior drug and alcohol testing records for applicants/employees intending to perform safety- sensitive duties for covered Department of Transportation positions. If an applicant/employee refuses to provide written consent for Amtrak to obtain these records, he/she will not permitted to perform safety-sensitive functions.

Note that any education requirement listed above may be deemed satisfied if you have an equivalent combination of education, training and experience.

Amtrak is an Affirmative Action/Equal Opportunity Employer and we welcome all to apply. We consider candidates regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability (including blindness), or veteran status.

POSTING NOTES: Human Capital || No Additional


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HR Business Partner - 90243603 - Wilmington

Amtrak