Senior Human Resources Advisor

Performance management including attendance or behavior written warnings, performance improvement plans, separation agreements, critical coaching, feedback. Supports leaders and employees in the preparation for difficult conversations, understanding feedback/performance management, and navigating challenges Partnering with HRBP’s, ERBP’s, Legal on complex matters Assesses risk and helps leaders make informed decisions Identifies enterprise wide trends and contributes to solutions Threat management intake Partner effectively across HR to solve big customer problems and influence change Peer coaching other HR Advisors on the team Service Recovery Approval for term recommendations 1 hour channel time (chat/phones) per day Ability to run the team in the absence of the manager Run staff meetings (as needed) Present to broad audiences across HR Assist with recruiting/interviewing/onboarding as needed Qualifications Solid HRBP generalist with strong expertise in employee relations, specifically performance management and coaching leaders Role models strategic thought partnershi p on both short and long term solutions to address issues that come in via channels Leverages and balances inquiry versus advocacy to consult on issues…you partner with HRBPs, ER Business partners and other HRConnect HR Advisors on how to effectively do the same in the context of the role they play and the work they do Self-motivated to drive relevant process Improvements within HRConnect and potentially across HR as a whole Partner and/or drive generalist projects or initiatives with internal and/or external resources (other HR groups, legal counsel, etc.) Ability to deliver/facilitate generalist/ER content to build capability within our own team, and people managers as needed Strong comfort level in giving, receiving and acting performance feedback in service to creating the best experience for our customers Demonstrated ability to operate with a sense of urgency , confidence and openness to breakthrough-thinking on people issues Leverage data, ER metrics and external benchmarking to proactively partner/address employee relations/employee engagement issues, patterns and trends Exercise and role model exceptional and expert judgement that balances trade-off decisions regarding risk that meet the needs of our three key stakeholders…employees, customers and shareholders; you know when to escalate