Who we are:
Patra is a leading provider of technology-enabled services to the insurance industryPatra`s team of global experts allow brokers, mgas, wholesalers and carriers to capture the patra advantage - profitable growth and organizational value.
Patra powers insurance processes by optimizing the application of people and technology; supporting insurance organizations as they sell, deliver and manage policies for their customers.
About the hr business role
The hr business partner (hrbp) role is responsible for aligning business objectives with employees and leaders in designated business unitsYou will act as a key partner to division leadershipThe position cultivates partnerships across the hr function to deliver value-added service to leaders and employees that reflects the business goals of the organizationThis leader will partner with centers of excellence and business leaders to plan, develop, enhance, implement, and evaluate day-to-day human capital activities and solutions, including compensation and benefits strategies, employee engagement initiatives, policy development and enhancement, team building initiatives, staffing and recruiting and performance managementThe hrbp maintains an effective level of business literacy about the business unit`s financial position, its midrange plans, its culture, and its competitionAs a company brand ambassador, you`ll also foster a positive culture of diversity and inclusion in everything you do.
Duties/responsibilities:
Manages and resolves complex employee relations issuesConducts 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.
Partners with the shared center `ssc` as needed/required.
Provides day-to-day performance management guidance to line management (eG, coaching, counseling, career development, disciplinary actions).
Manages and facilitates us & canadian annual performance management process and collaborates with operations team regarding performance management best practices and recommendations
Works closely with management and employees to improve work relationships, engagement, and increase productivity and retention.
Provides hr policy guidance and interpretation.
Provides guidance and input on business unit restructures, workforce planning and succession planning from a people perspective and employee point of view.
Helps identify training needs for individuals and managers working closely with l&d
Manage and ensure hrbp team meets service standards, meet turnaround and response times
Stays abreast and maintain detailed knowledge of hr trends, technology, and methodologies
Maintains employee data using adp (hris)
Use analytical and critical thinking in work processes and communication skills
Who you are:
Caring, humble and curious; eager to be part of a values led organization that prioritizes doing things the right way, not the easy way.
Emotionally intelligent and able to build strong relationships and trust (both in person and virtually) with leaders and employees of diverse backgrounds and all levels.
Motivated by challenges; you have a positive outlook, a bias for solutions and an energy for rolling up your sleeves and doing whatever needs to be done.
Responsible and accountable with strong attention to detail and organization.
An exceptional communicator in both written and verbal interactions; clear, concise, and courageous in giving tough but supportive feedback when needed.
Data-driven, analytical decision maker and pragmatic problem solver who can find root causes of issues and gain leadership support to address them while driving solutions.
Able to handle sensitive and confidential information with discretion.
The ability to coach, influence, and partner with all levels of employees.
A strong knowledge of employment law.
Proficient with microsoft office suite or related software
Develop and grow the business partner function within the people teamThe ideal candidate has experience providing consultation and expertise in areas of organization design, performance management, engagement, and employee relations and will feel comfortable operating at both a strategic and hands-on level.
Education and experience:
Minimum of 5 years of experience resolving complex employee relations issues.
Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, performance management, and federal and state respective employment laws.
Bachelor`s degree preferred
Sphr, phr, shrm certified professional (shrm-cp) or shrm senior certified professional (shrm-scp) credential preferred
Physical requirements:
Prolonged periods of sitting at a desk and working on a computer.
Must be able to lift up to 15 pounds at times.
