Human Resource Business Partner

Hi, We're Centerfield. Supercharged customer acquisition. Centerfield delivers outcome-based digital marketing solutions and personalized omnichannel experiences for the world’s leading brands. Powered by our proprietary Dugout platform, Centerfield acquires customers at scale for leading residential service, insurance, e-commerce, and B2B brands. Centerfield’s digital experiences and digital brands, such as Business.com and BroadbandNow.com, reach more than 150 million in-market shoppers annually. Centerfield is headquartered in Silicon Beach and is proud to be recognized by Built in LA as a Best Place to Work in Los Angeles.

The main responsibilities of the HR Business Partner will be to provide support to the HR Manager and Director and other HR departmental staff while assisting with the day-to-day running of the HR Department. The Human Resources Business Partner is responsible for executing through HR Processes and Policies the Business Strategies. The role supports and collaborates with the company strategy through its Operations Development, HR Operations, Employee Relations, Benefits, Compensation, Organizational Development, Audits, Employee’s Engagement Plans and Customer services.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Provides day to day HR management guidance to line management (coaching, advising, disciplinary actions).
• Maintain in depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
• Designing and implementing strategies to resolve organizational challenges
• Providing oversight and guidance to ensure compliance with attendance, performance, quality, and professionalism For Example: managing the PIP & Attendance CAF tracker to ensure the proper administration by leaders. Intervening directly, only where necessary.
• Conducting Focus Group Sessions and Surveys for employee feedback
• Provide guidance and input on business unit restructures, workforce planning, succession planning.
• Identify training needs for business units and individual coaching needs.
• Participate in evaluation and monitoring of success of training programs. Follow-up to ensure training objectives are met.
• Conduct weekly meetings with respective business units.
• Consult with line management providing HR guidance when appropriate.
• Analyze trends and metrics in partnership with HR group to develop solutions, programs and policies.
• Works closely with management and employees to improve work relationships, build morale, increase productivity and retention.
• Provides HR Policy guidance and interpretation.
• Collaboration & Connection - Ensures there is regular connect of the HR Team – HRBP with the Leadership Team in each account, allows the policies reinforcement and clarification among legal topics and procedures.
• Monthly meetings with Upper Management – Senior Operations Manager and Operations Managers to share pending actions.
• Employee Relations - Ensure employees feel welcome and valued in the organization, will collect employee’s feedback trough different types of routines and will always live by the Open-Door Policy, will address each complain, concern, suggestion accordingly with the stakeholders involved in the company and will follow up on each case.
• Will be available to provide 1:1 session with employees if they request it or need it
• Round tables ensure there is regular connect of the Leadership team with the frontline population, integrity and compliance deck to be a part of all RTs, every discussion point to be tracked to closure by the respective function leader/owner of the point.
• Any other duties

EDUCATION AND EXPERIENCE

• Minimum of a bachelor’s degree in HR or related discipline
• Minimum of 3 years’ experience in handling Employee & IR relation issues.
• HR Generalist background - Working knowledge of multiple human resource disciplines including compensation practices, organizational diagnosis, employee relations, diversity, performance management, local employment laws.

KEY COMPETENCIES AND SKILLS

• Excellent facilitation skills.
• Strong conflict management skills.
• Excellent people management skills
• Excellent communication skills.
• The ability to manage business relationships
• Demonstrates a strategic mindset
• Excellent time management skills
• Be flexible and available to interact with employees at all levels.
• Be self-directed and motivated.
• Have a creative mindset