Key Responsibilities
Strategic HR Partnership:
Contribute to the implementation of HR strategies by building strong collaborative relationships with managers, becoming a trusted advisor, and aligning HR objectives with business strategies.
Drive effective resolution of employee relations cases and provide advice to managers on best practices in managing disciplines, poor performance, or absence cases, focusing on increasing management capability.
Support decision-making by providing high-quality, business-focused mentoring and advice across all areas of HR.
Collaborate with Payroll, Benefits, Talent Acquisition, and Learning and Development teams to provide solutions for stakeholders.
Recommend, design, and implement process changes for operational transformations, efficiency improvements, and adoption of best practices.
Analyze internal trends and metrics in partnership with HR peers to develop targeted solutions for business needs.
Support for HR Programs:
Support the global HR team with the roll-out of group-wide HR processes and initiatives.
Act as the first point of contact for employees and managers, covering all aspects of the employee lifecycle.
Provide support on all HR programs, including employment processing, compensation, health and welfare benefits, training and development, records management, safety, and employee relations.
Administer and execute HR programs including compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
Handle employment-related inquiries from employees and managers, referring complex and/or sensitive matters to the appropriate team members.
Coordinate the performance appraisal cycle from assigning documentation and briefing new managers to ensuring successful completion, reporting, and archiving.
Onboarding and Offboarding:
Collaborate with managers to establish the skills and competencies associated with job roles and communicate these to the Talent Acquisition Team.
Oversee the new hire orientation program.
Manage the offboarding process, including drafting termination paperwork, conducting exit interviews, and liaising with Legal, Payroll, and Benefits Teams.
Regulatory Compliance and Policy Management
Maintain compliance with location-specific employment laws, regulations, and recommended best practices; review policies and practices to maintain compliance.
Stay informed about trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
Required Qualifications and Experience
Proven experience as an HR professional supporting the employee lifecycle in alignment with organizational objectives.
Comfortable working in a fast-paced and evolving matrixed organization in both operational and strategic capacities.
Demonstrated experience collaborating with stakeholders to understand and solve HR needs with impactful HR programs. Experience partnering with Sales functions is desired.
Ability to offer both strategic and operational support to stakeholders and HR colleagues
Desired Skills and Experience
Oakleaf Partnership is working with a leading luxury experience brand to find a strategic, commercial business partner to support their NYC office.
This is a hands on, commercial BP role supporting Sales, Marketing and other corporate functions.
Reporting into the HR Director, you will be working with client groups in their NYC office and remote teams across the US. This role would suit an ambitious, strategic HR generalist looking to make the step up to a business partnering position.
