[breadcrumb.workplace_remote] Human resources business partner [h1.location_city]

HR Business Partner

The HR Business Partner (HRBP) serves as a collaborative advisor for the region and AON, providing a proactive, practical, and valued add HR perspective in partnership with practice leadership for assigned region. HRBP works to find common ground across. HRBP advises and works closely with all region managers, all leaders. Works collaboratively across the HR function and the business to deliver value-added service to managers that reflects the business objectives and further the company's agenda across all departments and ultimately enable the achievement of overall goals. Ensures positive, thoughtful customer satisfaction and delivery of value. Supports the financial goals of AON and practice by being fiscally responsible in all areas.

The HRBP is a role model for the organization's core values and service standards. Ensures absolute integrity, consistency in practice and effective implementation of regulatory, company and HR policies, practices and programs. Demonstrated competencies to critically think, diagnose issues, develop cohesive solutions, advise, coach, mediate, influence and guide all levels of management on the HR implications of business decisions related to aspects of talent management and leadership. Utilizes breadth and depth of HR experience, business acumen, organizational knowledge, and analytics to implement and evaluate the effectiveness and efficiencies of HR programs and processes; makes recommendations for changes that drive desired employee or organizational outcomes. Understands we look for win / win.

Key Performance Areas :

Management and Support

The HRBP provides the day-to-day performance management guidance to department management through coaching, career development, counseling, to assigned region group. In this capacity, the HRBP manages and resolves complex employee-relations issues in collaboration with manager.

• Works with department leadership to develop and facilitate key approaches, addressing individual and organizational needs including but not limited to workforce planning, recognition, succession planning, career development and employee relations.
• Lead and participate in region acquisition and transition detail and activity.
• Provides support to stakeholders by coaching them into thinking innovatively about their work processes and team structures with a view of improving the business's overall efficiencies.
• Provides informal leadership and mentorship to less experienced team members.
• Acts as the program / process leader for various HR initiatives as assigned. ie open enrollment, leader education programs, performance management
• Supports the development of relationships with colleges / universities as part of School affiliation program. Provide requests for School Affiliation agreements and student placements to assigned HRBP, who ensures compliance with AON requirements.

Analytics

The HRBP analyzes trends and metrics as part of region in partnership with other HR teams to develop and enhance solutions, processes, and programs that address current problems and to avoid future ones. Ie turnover, retention, engagement, complaints, hires, ER issues, leaves of absence, etc.

Relationships and Collaboration

The HRBP is tasked with maintaining healthy relationships across the region, network and HR team. Conducts regular meetings with their region managers, is the navigator and connection to rest of HR team for expertise related to benefits, extended leaves, compensation and recruitment. Builds, and develops trusted advisory relationships with leaders at all levels.

HRBP is a management collaborative advisory role. Teams up with region leadership, management, and HR in determining approaches to matters of job definition, employee relations, training, compensation, and other HR matters to ensure that the activity and approach in place are effective and efficient and appropriate for the practice or region.

Knowledge

The HRBP maintains an in-depth knowledge of the HR / Employment related legal requirements and policies, internal and external, related to the day-to-day management of employees within the business, reducing legal risks, guaranteeing regulatory compliance, and most importantly enabling employee engagement and understanding.

Transitions

Works with Director to assess and execute transitions in region. Transitions including acquisition and unwind transactions. Onboarding or offboarding employees.

Position Qualifications / Requirements

Education

Previous Experience

Certifications / Licenses

Core Capabilities