People Business Partner

Position Description:
The People Business Partner (PBP) position is responsible for aligning business objectives with employees and management in designated business units. The position serves as a consultant to management on human resource-related issues. The successful PBP acts as an employee champion and change agent. The role assesses and anticipates People-related needs. Communicating needs proactively with our Talent/People department and business management, the PBP seeks to develop integrated solutions. The position formulates partnerships across the People/Talent function to deliver value-added services to management and employees that reflects the business objectives of MDA. The PBP maintains an effective level of business literacy about the business unit's financial position, its culture and its competition.

Responsibilities:
- Conducts weekly or biweekly meetings with respective business units.
- Consults with line management, providing people/talent guidance when appropriate.
- Work closely with leaders to determine current and future staffing needs.
- Responsible for full cycle recruiting efforts: screening resumes, candidate interviews, candidate assessments, reference checks, interview coordination, etc.
- Analyzes trends and metrics to develop solutions, programs and policies.
- Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
- Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal as needed/required.
- Provides day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions).
- Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
- Provides HR policy guidance and interpretation.
- Provides guidance and input on division/office restructures, workforce planning and succession planning.
- Identifies training needs for divisions and coaching needs.
- Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
- All other duties assigned.

Competencies:
- Business Acumen: The ability to understand and apply information with which to contribute to the organization’s strategic plan.
- Relationship Management: Develops networks and builds alliances; collaborates across boundaries to build strategic relationships and achieve common goals.
- Organizational Awareness: Demonstrates understanding of climate and culture; includes the ability to identify the real decision-makers and the individuals who can influence them; and to predict how new events or situations will affect individuals and groups within the organization.
- HR Expertise: The knowledge of principles, practices, and functions of effective human resource management.
- Consultation: The ability to provide guidance to organizational stakeholders.
- Integrity: Work well in a rapidly changing environment; treat others with respect and consideration; accepts responsibility for own actions. Understand business implications of decisions, align work with strategic goals. Meet all commitments.
- Communication Skills: Clearly and persuasively communicate verbally and in writing, listen and seek clarification; handle difficult or emotional situations; maintain confidentiality.
- Problem Solving: Conduct appropriate analysis and make clear, consistent and timely decisions.

Qualifications:
- Bachelor's degree and/or relevant industry experience.
- SHRM Certified Professional (SHRM-CP) or PHR/SPHR credential or ability to obtain certification within one year of employment.
- Minimum of 3 years experience resolving complex employee relations issues.
- Experience in fully cycle recruiting required.
- Working knowledge of multiple human resource disciplines, including compensation practices, organizational change management, employee relations, diversity, performance management, and federal and state respective employment laws.

MDA is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status.


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