Senior Associate - HR Business Partner

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Date: Jan 10, 2019

Location: Tampa, FL, US

Company: New York Life Insurance Co

 

A career at New York Life offers many opportunities. To be part of a growing and successful business. To reach your full potential, whatever your specialty. Above all, to make a difference in the world by helping people achieve financial security. It’s a career journey you can be proud of, and you’ll find plenty of support along the way. Our development programs range from skill-building to management training, and we value our diverse and inclusive workplace where all voices can be heard. Recognized as one of Fortune’s World’s Most Admired Companies, New York Life is committed to improving local communities through a culture of employee giving and service, supported by our Foundation. It all adds up to a rewarding career at a company where doing right by our customers is part of who we are, as a mutual company without outside shareholders. We invite you to bring your talents to New York Life, so we can continue to help families and businesses “Be Good At Life.” To learn more, please visit LinkedIn, our Newsroom and the Careers page of www.NewYorkLife.com.

 

Our Human Resources Business Partner's primary role is to be a trusted advisor, partnering with New York Life’s Direct business leaders and employees in the proactive delivery of all HR services. Activities include but are not limited to: managing heavy employee relations activity, acting as an advisor to NYL business leaders by defining specific talent priorities; educating employees at all levels on HR policies; representing HR’s point of view in business decisions; and ensuring the business strategy is reflected in the HR objectives.  The HRBP partners with all HR delivery areas to identify solutions to business needs and implement core HR programs and policies in support of business strategy.

 

DUTIES AND RESPONSIBILITIES

 

To perform this job successfully, an individual must satisfactorily perform the duties outlined in each section below:

Employee Relations

  • Serve as the primary liaison with business/functional areas on ER matters, such as performance issues, accommodations, policy violations, job eliminations, etc.
  • Provide guidance to managers on policies, procedures and communications.

Talent & Organization Development

  • Work with business leadership to determine the current and future business needs to evaluate bench strength in key positions via established HR activities (e.g., Talent & Organization Planning)
  • Orient and assist business leaders with key talent development processes (e.g., performance management, career framework, career services, general learning and development of training offerings)
  • Facilitate talent development discussions amongst business leadership (e.g., 9-box talent review discussions, targeted individual development planning, nominations for development programs)
  • Ensure appropriate talent levels/mix to achieve business objectives

Talent Acquisition

  • Work with business leadership to define workforce strategies and plans

Compensation

  • Partner with the HR Compensation function to understand pay reference points and market data
  • Assist managers in the annual compensation cycle

Diversity & Inclusion

  • Assist management in the identification and development of diverse talent

HR Service Delivery Operations

  • Maintain working knowledge of NYL’s data governance policies and protocols
  • Gather information from business/functional areas on new data requirements

HR Reporting

  • Maintain skill set in business requirement gathering and identify new business reporting needs
  • Participate in meetings among HR functions and HR Service Delivery Center, as appropriate, to ensure required data are captured and integrated into reports
  • Access employee information as needed through Direct Access tool

Benefits

  • Support Benefits function by communicating any changes to plans and policies

General Inquiries

  • Collect feedback on HR activities from clients to drive process/service improvements
  • Respond to general inquiries from employees and direct them to the appropriate HR service delivery channel
  • Provide information on how to use direct access processes and systems

 

EDUCATION, QUALIFICATIONS, AND EXPERIENCE

The qualifications listed below are representative of the minimum knowledge, skill, and/or ability required.

  • Bachelors’ degree is required.
  • Technical expertise – 5+ years of experience working in HR-related areas, with at least 3 years in an HR Business Partner role.
  • HR Functional knowledge – Recognized as a professional with detailed understanding of employee relations, talent acquisition, learning and organization development, compensation, benefits, and diversity and inclusion to advise business/functional area leaders on shaping a work force that meets their priorities. Requires breadth of expertise in HR and broad knowledge the industry with particular subject matter expertise in Employee Relations.
  • Leadership – Viewed by the business as a trusted advisor providing a viewpoint on business opportunities. Effective at leading complex conversations, projects and processes, developing strategies to drive successful execution.
  • Communication – Influences others, including senior leaders, in developing and implementing HR strategies; able to present to audiences of various sizes, to communicate complex ideas and persuade, and to negotiate with others.
  • Problem Solving – On a daily basis, solves unique and complex problems that require the application of conceptual, concrete and innovative thinking.
  • Decision Making/Nature of Impact – Guides decisions in accordance with business or functional area objectives that have an impact on organizational structure, staffing assignments, employee development plans, and compensation.    

 

 

EOE M/F/D/V

 

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