Human Resource Business Partner

Overview

This opportunity is supporting the Mid-Atlantic region and can sit hybrid in the following offices: Hanover,Maryland, Fairfax,Virgina, Charlotte, North Carolina, Dublin, OH, and Wayne, Pennsylvania.

About TEKsystems and TEKsystems Global Services

We're TEKsystems. We accelerate business transformation for our customers.

We bring real-world expertise to solve complex technology, business and talent challenges-across the globe. We're a team of 80,000 strong, working with over 6,000 customers, including 80% of the Fortune 500 across North America, Europe and Asia, who partner with us for our scale, full-stack capabilities and speed. We're strategic thinkers, hands-on collaborators, helping customers capitalize on change.

We're building tomorrow by delivering business outcomes and driving positive impacts in our global communities. TEKsystems is an Allegis Group company.

Responsibilities

Job Summary:The HRBP is responsible for partnering with the assigned region and/or lines of business on key initiatives and programs in conjunction with national, regional, and local business strategies. Areas of focus include but are not limited to: change management, organizational development, culture renovation, employee engagement and well-being, ID&E, talent management and development, and workforce planning.

Region of responsibility is the Mid-Atlantic region.

Essential Functions:• Consult with leadership on people strategy, HR processes, policies and programs, and their corresponding impact on the business• Analyze reports from the Executive dashboard, Glint and HR Matters, identify trends, and provide guidance and recommendations related to employee engagement and retention, attrition, workforce planning, and other talent acquisition and talent management activities• Effectively manage change related to Human Capital programs and HR goals • Collaborate with other key partners (Employee Experience, Front Office, etc.) to drive company initiatives • Actively participate in relevant meetings held by local and regional leadership to understand key business drivers, regional/office performance, assess needs and identify issues proactively• Recommend innovative solutions to operate in an efficient and cost-effective manner• Identify opportunities and drive process improvement, both for the business and the HR team • Partner with hiring manager, talent acquisition team and ID&E to identify needs, assess internal and external applicants, and select the best qualified candidate• Engage with leadership in talent review, promotion and transfer decisions, and succession planning; coach managers to develop their leadership skills and develop bench strength in the business unit• Counsel and/or coach Regional Leaders in accordance with company policies and legal practices on employment law matters involving: hiring, transfers, promotions, internal and external training, conflict resolution, progressive discipline, terminations and other facets of the employee life cycle• Recommend and assist in the development and implementation of new policies and procedures to increase departmental and organizational efficiency• Periodically visit staffing/sales offices to build relationships with managers and employees• Assess needs, create and facilitate necessary soft skills, professional development or compliance trainings for internal employees and managers• Under direction of the Senior HR Manager and Associate General Counsel, responds to EEOC charges and may participate in mediation sessions• Maintain compliance with federal and state regulations in all facets of employment• Perform other related duties as required and assigned

Qualifications

Supervisory or Management Responsibilities:• N/A

Minimum Education/Abilities/Skills:• Bachelor's Degree in Business or related field preferred; combination of high school diploma/GED and equivalent HR experience in lieu of a degree, at a minimum.• Must have demonstrated HR subject matter expertise, including the areas of state and federal employment law and compliance, and a minimum of three years of progressively responsible experience in HR.• Must have a proactive, consultative approach with the ability to und