United Spinal Association Jobs

The HR Business Consultant (HRBC) will work primarily with managers of associates for a business unit and become a valued contributor by managing the delivery of our HR policies, executing business specific projects and initiatives relating to people and demonstrating leadership in human resources decisions, procedures and programs.

The HRBC will act as a consultant and provide support for management teams and associates by answering non-routine requests for information on policy interpretation, providing advice and counsel on employee issues with emphasis on people management and implementing practices and programs in support of the HR and business strategy.

The HRBC will be responsible for designated projects, helping to develop procedures and programs to support HR and business priorities and compiling and analyzing data for reports and special projects. The focus of this role is on tactical and execution activities and this person should be recognized as an HR resource and subject matter expert.

What You'll Be Doing-Key Responsibilities:

• Champion and drive key HR programs and objectives

• Workforce Planning: Recommend courses of action for staffing and initiatives, collaborate with managers on workforce restructuring

• Talent Development: Partner with Global Talent Management to identify, communicate and deliver training solutions to address associate skill, knowledge and leadership gaps. Provide thought leadership and project support for various talent management initiatives and projects as needed. Facilitate training sessions related to assigned programs or section areas as needed

• Associate Engagement: Proactively advise leaders on emerging workplace trends and recommend associate engagement strategies that balance the business and associate needs. Understand associate needs using focus groups, exit interviews etc. to help promote satisfaction and ensure strategies are in place to foster an inclusive culture and maintain a union free environment.

• Coach and develop leaders

• Coach managers to effectively manage and improve the performance of their teams

• Advise managers on people issues by helping to identify root cause and develop solutions to help meet business needs

• Facilitate Performance Management processes

• Drive a high-performance culture through effective implementation and follow-up of performance management processes and tools that ensure fair and equitable treatment of all associates

• Consult on performance improvement plans and performance management with managers and supervisors

• Understand Associate Relations issues and provide counsel to the business. Partner with the Associate Relations team to effectively resolve issues in a timely manner

• Advise and execute to the Strategic Capability Planning for the supported business unit

• Provide input into the people capability planning process by helping to identify solutions to address needs identified by the business

• Assist with organizational design process and deployment of changes

• Help identify needs and recommend solutions regarding talent acquisition, associate development programs that assist in building a talent pipeline to support long and short term strategic priorities and help support the succession planning process

• Be a high performance culture activist. Help support and align culture and strategy to support the company vision, mission, and values

• Liaison between Centers Of Excellence (COEs) and the supported business unit

• Partner with Talent Acquisition including Diversity TA (where appropriate) on recruiting processes, headcount management, candidate offers, internship opportunities and recruiting events

• Partner with Compensation on candidate offers, promotional offers, job evaluations and market competitiveness

• Partner with Workplace Inclusion & Diversity on creating and sustaining an inclusive culture and diverse workforce designed to drive organizational growth and success

• Resource for managers and associates to escalate HR issues (pay, benefits, leave of absence). Partner with HR Services to effectively resolve in a timely manner

• Staff Management

• May conduct/participate in the recruiting of direct reports and conduct/participate in the completion of performance evaluations for any direct reports. Responsible for training and mentoring direct reports

What You Bring to the Table:

• Business acumen

• Problem solving skills

• Consulting, facilitating and project management skills

• Ability to influence multiple layers of management

• Cultural competence and agility

• Strong understanding and appropriate application of the business case for diversity and inclusion

• Demonstrate a collaborative approach while identifying and solving issues

What's Needed-Basic Qualifications:

• 5+ years of experience in a tactical Human Resources function, which includes supporting multiple levels of management in a fast-paced work environment

• HR experience with emphasis in change management, performance management, inclusive leadership practices and organizational effectiveness

What's Needed-Preferred Qualifications:

• Preferred Bachelor’s degree in HR Management, Organizational Psychology, Business or related discipline

• PHR /SPHR certification preferred

We Offer:

• Inclusive culture with associate-led Business Resource Groups

• Flexible PTO (22 days) and Holiday Schedule (7 observed paid holidays)

• Online and Retail Discounts, Company Match 401(k), Physical and Mental Health Wellness programs, and more perks and benefits (https://careers.staples.com/Staples-Life/Benefits)

Staples is an Equal Opportunity Employer.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender idenity, sexual orientation, age, national origin, protected veteran status, disability, or any other basis protected by federal, state, or local law.

For individuals with disabilities that need additional assistance at any point in the process, please call 1-888-490-4747 for more information.