What are the responsibilities and job description for the HR Partner (HRP)- Fabric.com position at Fabric.com, Inc.?
- Bachelor’s degree or higher, in Human Resources or related field or equivalent professional experience
- 5 years of experience in an HR professional role evidencing strong HR generalist acumen, employment law knowledge and basics of HR administration
Job summary Fabric.com is a wholly owned subsidiary of Amazon.com. It is the leading online fabric store that specializes in cut-to-order fabric, patterns, and sewing accessories. Headquartered just outside Atlanta, Fabric.com strives to be the most trusted and inspirational fabric store in the world. We provide a flawless customer experience through passion and continuous innovation. We are part of Amazon’s drive to become Earth’s most customer-centric company. We are looking for a leader who wants to innovate with us by leading a team of technologists, taking ownership, and driving new online shopping experiences. Key job responsibilities HRBPs own and support Fabric.com on critical cases (high risk, exposure, alarming trend, senior management involved) the HRP applies sound judgment when to inform and involve the HRBP. Below is not an exhaustive list of all work HRPs are responsible for, HRPs should apply a good judgment, ownership and collaboration when requests for support are made. Compensation Management: • Coach, train and guide managers during the annual compensation process • Provide advice on queries related to understanding and communicating compensation, consulting with Compensation Consultant where needed • Own and execute legislative compensation changes (min wage changes) • Provide guidance on exception requests related to off/on cycle changes (job code from IC to Mgr, promotions) consulting with HRBPs who own exception approvals Employee Relations: • Maintain the fair and consistent treatment of employees by conducting investigations and disciplinaries where complaints or misconduct arise excluding cases that relate to harassment and discrimination (these are owned by ER) • Log and report all cases in Exact, draft and provide all written communication where applicable (outcome letters / communications) • Consult with the ER and Legal departments and HRBP where needed (cases of high risk, or where outcome may be dismissal) • Onboarding / Off Boarding / Site Management • Act as the site point of contact (POC) on topics such as local HR processes and compliance Organizational Design: • Provide expert guidance in cases in reduction in force • Educate and guide managers on job code and fit queries Performance Management: • Provide expert guidance and support to managers who have identified low performance to ensure employees are managed fairly and effectively • Analyze data and trends on performance management, in order to provide input to the business or HRBP, preventing the recurrence of known issues • Review and consult with legal on local policies and processes in order to ensure that they are fit for purpose • Consult managers on people matters that require in depth knowledge of policies, procedures and local legislation • Partner with HR Services (HRS) to ensure that people transactions are processed timely and processes are continuously reviewed, improved and streamlined • Analyze data and observations across the region/country/site, highlighting trends and recommending/driving solutions, as appropriate Talent Management: • Coach, train and guide managers during the annual talent management process • Support managers and employees in identifying training opportunities to further develop functional and managerial skills • Support people managers with career conversations, Development Plans/Career Growth Plans and other development initiatives
- Proven ability to diagnose issues, drawing on both professional experience and strategic thinking skills, and drive appropriate solutions with self-initiative.
- Thrives in a high-pressure environment and able to manage multiple simultaneous priorities
- Possesses intellectual curiosity; brings insight into the team & business
- Strong ability to work in a matrix fashion with business lead HR Partners
- Proficiency working with remote management
- Able to build trust with managers thanks to strong expertise and judgement
- Strong business and HR acumen, including strong problem solving skills, critical thinking, communication and analysis
- Drives recommendations and prioritization
- Project management and execution skills
- Coaching and consulting skills
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