GENERAL PURPOSE: 
The HR Business Partner (HRBP) partners with the Business to enable growth by proactively assessing needs and collaborating to develop and deliver talent management solutions and provide quality consultation that maximizes engagement and minimizes risk.

The base salary range for this role is $108,800 – $165,950. The base salary range is dependent on factors including, but not limited to, experience, skills, qualifications, relevant education, certifications, seniority, and location. The range listed is just one component of the total compensation package for employees. Other rewards vary by position and location.

ESSENTIAL FUNCTIONS:
Strategic Partnering: 
•    Build relationships with appropriate business leaders to establish credibility as a trusted advisor to influence and support key strategic and operational decisions 
•    With supervisor support, ensures succession planning, career development and performance management processes and results are aligned with the organization’s goals.  
•    Understands the operating model for the Business Partner (BP), and assess impact of any changes on existing talent 
•    Supports development and execution of talent strategy with BP with VP support
•    Facilitate and/or supports career management and planning in alignment with talent management expectations
•    Identify and support critical metrics to assess and measure impact and results             
•    Facilitate with HR support organizational change management and help leaders to align communication, behavior, and infrastructure to support the desired changes     
•    Mitigate risk by ensuring appropriate escalation / investigation of performance, conduct and other Associate Relations related matters 
•    Conduct ad hoc and cyclical data analysis (e.g., turnover, compensation, focal outcomes, engagement survey feedback) to inform decisions, surface trends, and support HR strategy execution.

Operations and Implementation:
•    Own or support implementation of cyclical HR processes (e.g., focal planning, talent reviews, offer management) across the IT organization in alignment with enterprise standards.
•    Review and transition HR-adjacent processes currently owned by IT (e.g., focal cycle coordination, offer workflows) to HR, ensuring a smooth migration and sustainable ongoing ownership within Talent Operations.
•    Support and drive process improvements that create consistency, increase efficiency, and reduce duplication across client groups; document and scale best practices across teams.
•    Deliver timely, actionable people analytics and insights to business and HR leaders through reporting, dashboards, and data storytelling.
•    Build and maintain operational dashboards to monitor key HR metrics (e.g., headcount changes, focal distributions, engagement results) and support decision-making.
•    Coordinate and track execution of HR initiatives, ensuring effective handoff across HRBP, L&OD, and TA functions as needed.

Needs Assessment:
•    Support supervisor in identifying emerging talent issues they may impact the Business Partners strategy fulfillment    
•    Leverage associate feedback and/or interviews to maintain or build awareness of covered population, issues and challenges           
•    Support HR COE teams as relevant to conduct assessments
•    Continually support supervisor in assessing the HR implications of client-driven strategic options and proactively communicate

Monitor Culture and Drive Change: 
•    Support and facilitate the adoption of HR practices and educate leaders and managers regarding HR capabilities
•    Support ‘One HR’ culture, mutual accountability, and respect within HR team. 
•    Support organizational improvements and decision-making in partnership with supervisor to improve corporate talent across the business while balancing both strategic needs and tactical goals.
•    Support diversity and inclusion initiatives at all levels; fosters a culture of associate engagement.
•    Support the corporate leadership and corporate functions to embrace organization changes and promote continuous improvement through operational excellence. 
•    Partner with HR Centers of Excellence to provide seamless HR operations support to the client organizations.

COMPETENCIES:
Collaboration    
Business Acumen
Leading by Example     
Plans, Aligns and Prioritizes 
Communicates Effectively    
Organizational Agility
Ensures Accountability and Execution    
Manages Conflict    

QUALIFICATIONS AND SPECIAL SKILLS REQUIRED:
•    At least 5 years of progressive HR experience.
•    Bachelor’s degree or equivalent in Human Resources, Business, Management, Organization Development or related field
•    SPHR or SHRM-SCP desired
•    Experience leading projects and helping to foster/create (supporting and fostering) a positive working environment
•    Experience designing, building, and implementing HR functional programs, policies, tools and procedures
•    Experienced in managing Associate Relations issues
•    Experience of successfully managing multiple priorities & projects through successful delivery and implementation under time, budget and political pressure
•    Proven success in working in a fast-paced growing business environment
•    Experience working collaboratively to facilitate the delivery of HR support 
•    Strong ability to partner with Human Resources (e.g., compensation, learning & development, and associate relations) desired with a mix of operational, strategic and systems thinking experience
•    Experience working with a service delivery model that includes shared services desired

PHYSICAL REQUIREMENTS/ADA:
This position requires the ability to work in an office environment, including using a computer, attending meetings, working as part of a team, and the ability to communicate with team members and others.  Regular attendance also is a requirement of the position.  
Some travel required.
This role requires regular in-office presence, including attending in-person team interaction, meetings and collaboration, client support, mentoring, coaching, and/or feedback. However, this role can perform duties effectively using a combination of in-office and remote work.  #LI-Hybrid

SUPERVISORY RESPONSIBILITIES:
None at this time
 
DISCLAIMER:
This job description is a summary of the primary duties and responsibilities of the job and position.  It is not intended to be a comprehensive or all-inclusive listing of duties and responsibilities.  Contents are subject to change at management’s discretion.

Ross is an equal employment opportunity employer. We consider individuals for employment or promotion according to their skills, abilities and experience. We believe that it is an essential part of the Company’s overall commitment to attract, hire and develop a strong, talented and diverse workforce. Ross is committed to complying with all applicable laws prohibiting discrimination based on race, color, religious creed, age, national origin, ancestry, physical, mental or developmental disability, sex (which includes pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), veteran status, military status, marital or registered domestic partnership status, medical condition (including cancer or genetic characteristics), genetic information, gender, gender identity, gender expression, sexual orientation, as well as any other category protected by federal, state or local laws.