Senior HR Business Partner Position Available In Cumberland, Maine

Senior HR Business Partner at Consolidated Communications Enterprise Services, I in

Portland, Maine, United States Job Description Major Duties Classification:

Exempt, Non-Bargaining
Will support Eastern region. Hybrid.
The HR Business Partner acts as the strategic partner and trusted advisor for a designated area(s) of the business by providing proactive and effective HR strategies that drive better people and business results; serves as relationship manager between core HR functions and business leaders; and ensures flawless execution of all facets of HR support, services, and programs – leading efforts and working with HR Generalists and Coordinators on others. As a key driver in leading transformation, you will be responsible for facilitating and championing change initiatives, helping the business adapt to shifting needs and guiding the workforce through periods of transformation and growth.

Responsibilities Advisement and Partnering:

• Acts as a trusted advisor to business leaders by providing expert HR guidance and support.
• Builds strong, influential relationships with leaders to understand their business needs and challenges.
• Provides strategic HR insights and solutions that align with business objectives and drive organizational success.
• Partners with leaders to develop and implement HR strategies that enhance employee engagement, performance, and retention.
• Serves as a key consultant on HR-related matters, offering proactive advice and recommendations.
• Collaborates with leaders to identify and address talent and organizational development needs.
• Ensures HR initiatives and programs are effectively communicated and implemented across the business.
• Leads the charge in guiding the business through organizational transformations, offering tailored HR solutions to ease transitions and drive positive outcomes.

Human Capital Thought Leadership:

• Provides human capital advice to managers and key leaders.
• Understands the business models, people, and strategies for the assigned business well enough to identify trends.
• Conducts root cause analysis of people-related issues and leverages/interprets relevant management information to assist managers with both making sound decisions and developing and implementing appropriate people-related solutions.
• Works closely with Finance partners to provide financial analysis to support fact-based people decisions.
• Actively participates in and may lead full impact analysis for organizational restructuring and executes effective plans to support restructuring needs.
• Leads transformation initiatives by leveraging HR insights and change management strategies to ensure smooth transitions, mitigate risks, and optimize workforce alignment.

Leadership Effectiveness:

• Develops a deep knowledge of the talent within the assigned business unit, utilizing feedback, performance management, and talent development information to provide advice to managers on motivating, developing, and performance managing their teams.
• Advocates for and enables a culture of feedback.
• Partners with and influences managers to identify talent/skills gaps on their teams and designs solutions to fill the gaps.
• Partners with Learning and Development team to design targeted/accelerated development plans with successful outcomes for top performers, leading to growth opportunities.
• Helps managers and teams navigate through change with resilience, providing support, guidance, and development opportunities to foster growth during periods of organizational transformation.

Execution and Program Management:

• Identifies and translates business needs into pragmatic HR solutions.
• Effectively executes HR-related and/or cyclical activities such as talent management, workforce planning, performance management, and the compensation cycle process (ensuring decisions are performance and market led).
• Fully understands and interprets HR policy and best practices to give advice.
• Influences managers and employees on a full range of complex employee and organization-related issues including employee relations situations, conflict resolution, policy interpretation, redundancies, etc.
• Stays current with changing employment legislation through active self-learning. Demonstrated ability to successfully manage and mitigate HR risks of complex issues such as claims of harassment or discrimination.
• Leads HR’s role in managing organizational change, aligning talent management practices with strategic initiatives, and ensuring the business successfully adapts to change. Qualifications
• 8+ years of progressive HR experience partnering and collaborating with business leaders.
• Bachelor’s degree or equivalent required, PHR preferred.
• Demonstrable experience in partnering with managers on all people and organization-related situations by proactively identifying issues, asking good questions, recommending solutions as well as.

.. For full info follow application link. Consolidated Communications Enterprise Services, Inc. is an AA/EEO/Veterans/Disabled Employer.