HR Business Partner

ABOUT THE POSITION

The Human Resources Business Partner (HRBP) is a strategic partner that ensures we have the right people, organizational structure, processes, and reward systems to deliver our strategic plan and commitments. Partnering with senior leaders across an array of functions that include Marketing, Merchandising, and Information Technology, you will serve as a trusted advisor, assessing and anticipating HR opportunities, and supporting change initiatives across the business. The position is responsible for the full scope of HR partnership including culture, talent management, employee engagement, total rewards, change management, organizational communication, and compliance.

RESPONSIBILITIES AND DUTIES

• Serve as a strategic HR business partner working collaboratively with your client groups to support and drive business results through data-driven counseling and decision-making.
• Drive adoption and quality delivery of Human Resources processes such as performance management, talent acquisition, career development, and employee relations initiatives.
• Apply analytical rigor to provide actionable insight into people trends, workforce management, and other people processes.
• Provide guidance and counseling to leaders and to individual team members on HR issues to improve leadership and team effectiveness, dynamics and accountability.
• Maintain deep understanding of employment law, compliance programs, stay up to date on current events, operationalize policy and provide guidance to leaders and employees.
• Identify and recommend opportunities for strategic HR initiatives that grow our leaders and teams and reinforce our values and culture.
• Provides day-to-day talent management guidance and support to line management in areas such: Coaching, counseling, conflict resolution, career development, conducts effective, thorough, and objective investigations disciplinary actions.
• Build and maintain effective working relations with leadership and employees to advise both on employee-related and organizational matters.
• Partner with our Centers of Excellence (COE’s) such as compensation, benefits, staffing, legal & HRIS as needed.
• May lead a small team of HR professionals.
• Ability to travel up to 15%

EDUCATION AND EXPERIENCE

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Bachelor’s degree in a behavioral science or related area strongly preferred or equivalent experience.
• Master’s degree in human resources, industrial organizational psychology, economics, or other business related fields preferred.
• At least 3 years of related experience in HR Generalist or business partner roles.
• Strong business acumen with a bias towards working ON the business and not IN the business.
• Strong internal customer service focus.
• Ability to build relationships, handle conflict resolution and influence decisions.
• Strong administrative and organizational skills.
• Knowledge and experience with HRIS and timekeeping systems required.
• Demonstrated ability to handle multiple and varied projects.
• Demonstrated ability to interact effectively with all employee levels.
• Handles confidential information with the utmost judgment and discretion.

Consistent with the Americans with Disabilities Act (ADA), it is the policy of Crecera Brands to provide reasonable accommodation when requested by a qualified applicant or employee with a disability, unless such accommodation would cause an undue hardship. The policy regarding requests for reasonable accommodation applies to all aspects of employment, including the application process. To request accommodation, please contact hr@sportsmansguide.com, or call 651-552-5257 to speak with a member of the HR team.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)