Sample Job Description for POBP II
Job Description Management
A sample job description outlines the essential duties, responsibilities, and requirements of a specific role within an organization. It provides a clear and concise summary of what the job entails, the expectations for the position, the qualifications, and skills and competencies required to perform the job successfully.
An accurate, well-written job description example can attract qualified candidates and ensure that both the employer and employee have a clear understanding of the role. It can also serve as a basis for performance evaluations and career development plans.
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POBP II Job Overview
POBP II Job Description Sample
Provides human resources (HR) consultation to a designated business unit.
JOB LEVEL
P02
EDUCATION/DEGREE
Bachelor's Degree
REPORTS TO
Manager
Salary Range
BASE 50%
$88,780
TOTAL 50%
$92,280
Job Responsibilities for POBP II
Uses working knowledge of the business to provide HR support and guidance. Partners directly with business leaders to define and execute HR strategies that align with business objectives and key initiatives. Analyzes trends and develops strategies to resolve HR issues and make a positive impact on business results. Leads organizational assessments that convert strategies into result-driven actions. Provides change-management support as needed. Acts as a liaison with other HR functions.
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View Job Description Templates of Similar Jobs
| Job Title | Job Description | |
|---|---|---|
| 1 | HRIS Data Analyst II | The HRIS Data Analyst II makes alterations to existing programs to gather and report data as necessary. Develops and administers Human Resources Information Systems (HRIS.) Analyzes and evaluates HR business requirement and ensures that hardware/software solutions meet data management and end user needs. Being a HRIS Data Analyst II requires a bachelor's degree. May be responsible for developing systems in-house or working with external vendors. In addition, HRIS Data Analyst II typically reports to a Manager. Being a HRIS Data Analyst II gains exposure to some of the complex tasks within the job function. Occasionally directed in several aspects of the work. Working as a HRIS Data Analyst II typically requires 2 -4 years of related experience. |
| 2 | Junior HR Business Partner | The Junior HR Business Partner uses working knowledge of the business to provide HR workforce planning support and guidance to line managers. Provides human resources consultation and support to a designated business unit. Being a Junior HR Business Partner utilizes knowledge of various human resources functions to provide tactical support to line managers. Analyzes trends and develops workforce plans to resolve issues and make a positive impact on business results. In addition, Junior HR Business Partner acts as liaison with other HR functions. Requires a bachelor's degree. Typically reports to Supervisor. Being a Junior HR Business Partner gains exposure to some of the complex tasks within the job function. Occasionally directed in several aspects of the work. Working as a Junior HR Business Partner typically requires 2 to 4 years of related experience. |
| 3 | HRBP V | The HRBP V develops workforce plans and an understanding of external customer trends and issues in the industry that could potentially impact business. Provides human resources consultation and support to a designated business unit to define and execute HR strategies that enable accomplishment of business objectives. Being a HRBP V utilizes knowledge of various human resources functions to provide tactical support to line managers. Leads organizational assessment that converts strategies into result-driven actions. In addition, HRBP V acts as liaison with other HR functions. Provides change management leadership as needed. Typically requires a bachelor's degree or equivalent. Typically reports to a manager or head of a unit/department. Being a HRBP V works autonomously. Goals are generally communicated in "solution" or project goal terms. May provide a leadership role for the work group through knowledge in the area of specialization. Works on advanced, complex technical projects or business issues requiring state of the art technical or industry knowledge. Working as a HRBP V typically requires 10+ years of related experience. |
| 4 | HR Data Operations Manager | The HR Data Operations Manager collaborates with stakeholders to provide consultation, process design, and project management of HR program implementations and initiatives like compensation, benefits, performance management, or training. Manages the deployment and administration of operational processes used to deliver HR programs and projects. Being a HR Data Operations Manager oversees employee data management processes to ensure that data is secure and maintained consistent with company policies and privacy regulations and that required reporting and filings are delivered. Develops scalable methodologies and tools to optimize HR operations and streamline core processes like onboarding, hiring, terminations, retirements, timekeeping, and others that make up the employment life-cycle. In addition, HR Data Operations Manager evaluates, selects, and manages HR process outsourcing vendors and contracts. Typically requires a bachelor's degree. Typically reports to a manager or head of a unit/department. The HR Data Operations Manager manages subordinate staff in the day-to-day performance of their jobs. True first level manager. Ensures that project/department milestones/goals are met and adhering to approved budgets. Has full authority for personnel actions. Working as a HR Data Operations Manager typically requires 5 years experience in the related area as an individual contributor. 1 - 3 years supervisory experience may be required. Extensive knowledge of the function and department processes. |
| 5 | HRBP IV | The HRBP IV develops workforce plans and an understanding of external customer trends and issues in the industry that could potentially impact business. Provides human resources consultation and support to a designated business unit to define and execute HR strategies that enable accomplishment of business objectives. Being a HRBP IV utilizes knowledge of various human resources functions to provide tactical support to line managers. Leads organizational assessment that converts strategies into result-driven actions. In addition, HRBP IV acts as liaison with other HR functions. Provides change management leadership as needed. Typically requires a bachelor's degree or equivalent. Typically reports to a manager or head of a unit/department. Being a HRBP IV work is highly independent. May assume a team lead role for the work group. A specialist on complex technical and business matters. Working as a HRBP IV typically requires 7+ years of related experience. |
POBP II Skills & Proficiency Level
| Skills | Proficiency Level |
|---|---|
| Resource Management | Level 2 |
| Flexibility | Level 2 |
| Initiative | Level 3 |
