Mobilelink is the largest & fasting growing National Cricket dealer in the US! As we continue to expand, we are seeking qualified candidates that love working in a fast paced environment and a want a promising career path. Mobilelink takes pride in being a dynamic, equal-opportunity employer.
The Senior HR Business Partner is responsible for aligning business objectives with employees and management in designated regions. The position reports into the Director of HR will act as a consultant to management on human resource-related issues. A successful candidate will act as an employee champion and change agent. The role assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions.
JOB RESPONSIBILITIES
- Conducts weekly meetings with respective business unit while.
- Consults with market management, providing HR guidance when appropriate.
- Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies & provides HR policy guidance and interpretation.
- Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
- Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
- Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
- Reviews requests for new hires, promotions and transfers.
- Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
- Ensures back office is processing market new hires timely.
Requirements
- Bachelor’s degree in Human Resources- Preferred.
- 2+ years’ experience as a strategic HR professional and or resolving or resolving complex employee relation issues.
- 2+ year in people management within HR space.
- Working knowledge of multiple human resource disciplines, including compensation, organizational development, employee relations, engagement and retention, diversity, and federal and state employment laws.
- Play a strategic role in the direction of the people management function in the business through the undertaking of appropriate diagnostic measures. Strategically facilitate effective implementation of new people management initiatives in different levels of the business as appropriate.
- Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and administrative practices related to those factors.
- Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
