Job Location: Charlotte, NC - Charlotte, NC
Salary Range: Undisclosed
Since 1987, Eagle Fire Inc has evolved into a best-of-class provider of fire sprinkler systems, fire protection, life safety services, special hazards systems, fire alarm services, access control systems, fire protection systems management, and fire extinguisher sales and service in support of the commercial, industrial, government, and mercantile facilities. We are actively growing and have an immediate need for an experienced professional to join our team and help continue to build the future of Eagle Fire!
The Southeast Regional HR Business Partner - is a member of the Human Resources team and will report the Senior Vice President of Human Resources. The position serves as a key business partner to provide both strategic and tactical human resources leadership to the Regional field team. Partnering directly with the Regional Manager. The HRBP will drive HR processes such as talent acquisition, performance management, salary planning, organizational effectiveness, employee coaching, development, and communication; initiate and lead innovative HR programs and practices to drive employee satisfaction and retention; partner with management to provide strategic support and leadership, develop successful leaders and build effective teams for the organization; and support broad based HR initiatives to leverage best practices across the entire organization.
ESSENTIAL DUTIES AND RESPONSIBILITIES
- Drive Business Strategy/HR Integration
From a thorough understanding of key business priorities and an HR perspective, identify obstacles and opportunities central to business strategy and drive recommended actions and solutions. Drive HR and business strategies to ensure that individual and team behaviors and performance are consistent with the business mission, strategies and values. Seek opportunities for integration into the business or function to leverage strengths and add value as a true business partner. Ensure alignment between talent acquisition, goal setting, coaching and performance management to ensure the organization has the depth and breadth of talent to achieve organizational goals.
- Enable Organizational Execution
Identify and implement organizational effectiveness initiatives that enhance performance, productivity, and reduce costs while striving to maintain employee satisfaction. Work with key business leaders, individuals, teams, functional units, and the organization as a whole to facilitate change, strengthen organizational alignment and increase effectiveness of execution. Initiate and maintain processes that provide robust two-way communication between leaders and team members.
- Build Organizational Capability
Understand the key competencies required to achieve organizational goals and help the business develop and implement plans that improve organizational effectiveness. Build organizational capability through individual and organizational development planning, succession planning and identifying high potential performers in line with the overall strategy and direction of the business. Ensure that the organization has the capabilities to adapt to a changing marketplace and compete through a constant flow of future talent. Ensure that talented individuals are recognized for their contributions. Enhance knowledge transfer by creating and supporting processes and pathways that encourage and facilitate best practice sharing within teams, across business processes and functions, and between strategic business units. Provide unfiltered feedback to leaders to enhance their personal effectiveness. Build leadership bench strength through individual and team feedback, coaching, training and ongoing development.
- Champion HR Strategies and Processes
Ensure effective communication of HR tools, services and programs (e.g., targeted selection, performance management, talent assessment, learning & development and HR services). Identify compensation or other issues that are legitimately impacting the organization and work with internal partners and corporate resources to resolve. Drive the Performance Management and Professional Development process within the organization and ensure implementation of agreed upon actions.
Requires a Bachelor's degree
3+ years of relevant HR experience.
Up to 15% travel
Cross-functional team environment
Work is primarily sedentary in nature
Demonstrated self-management of career in HR encompassing a diversity of experiences.
In-depth knowledge of human resources trends, market trends, alternative approaches to HR practices (e.g., organizational development, team facilitation, work/life policy, and compensation).
A proven track record learning on the fly and thinking out of the box.
CRITICAL SUCCESS FACTORS
Credibility and Action Orientation
Culture and Change Stewardship
Talent Management and Organizational Design Strategy Architecture.
This job description is not intended to be an exhaustive list of all duties or responsibilities associated with the job. Other job-related duties may be assigned.
An Affirmative Action Equal Opportunity Employer * Drug-Free Working Environment