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_Company Overview:_

At Everon, we truly believe that our people are the difference – for our organization, the customers we serve and the communities we protect. When you’re a part of Everon, you’ll have the opportunity to be a part of that difference every day. With more than 100 locations, a deep national presence, and comprehensive portfolio of solutions and services, our employees are always poised for career advancement and growth. For more information, visit www.everonsolutions.com or follow us on LinkedIn.

Position Summary:

The HR Business Partner provides strategic HR support to assigned group/s. The HR Business Partner is responsible for diagnosing business requirements and developing and executing a human capital strategy aligned to the business strategy. The HR Business Partner works both strategically and hands-on, as needed to deliver results for the business/functional groups. The HR Business Partner marshals the resources of the broader HR organization to enable the execution of this strategy, including leveraging the functional expertise and resources of partnered COE members, HR Operations, and engaging the Generalist Services team for regional delivery needs.

The HR Business Partner also represents the broader, enterprise-wide philosophy and strategy to the function, ensuring appropriate alignment.

Duties & Responsibilities:

+ Serve as a trusted advisor to leadership on business strategy and its people, organizational and capabilities implications for respective groups

+ Be an active participant on the leadership team for the supported group(s).

+ Work strategically and in partnership with the business to develop and implement focused workforce strategies ensuring alignment with both business and HR objectives.

+ Marshal the COEs, operations or generalists groups as appropriate to support business needs.

+ Provide management information and trend data to the group(s) through COE.

+ Identify and address organizational effectiveness challenges. In collaboration with the COEs, diagnose, plan, and manage human capital requirements such as workforce plans, organization effectiveness, talent management, employee engagement, and HR planning as well as collaborating with the HR Generalist Services organization to deliver to the business.

+ Ensure the talent management review for the business group is a living document and align with the talent COE to ensure appropriate focus on high potential talent and succession planning and plans to address potential organizational risk due to retention issues and competency gaps.

+ Serve as proactive advocate for business group requirements where the difference could produce competitive advantage.

+ Lead organizational change and design for groups supported by working proactively with senior management and HR Business Partners/Generalists to identify operating, process, and workforce requirements and implement appropriate solutions. Drive corporate change initiatives through to the business.

+ Oversee complex human capital issues; analyze analytics to diagnose underlying management or cultural issues and collaborate with COEs to develop remediation plans.

+ Maintain and drive visibility and advocacy of diversity and inclusion by engaging executive leadership and other team members.

+ Actively collaborate and communicate with HR COEs, Operations, Generalists, BPs and other appropriate stakeholders to 1) ensure enterprise-wide alignment of strategic initiatives, and 2) prioritize and develop solutions to achieve business strategy and promote employee engagement.

+ Take hands-on approach to providing excellent service to the business. A “roll-up-your sleeves" style is critical.

+ Continuously evaluate, measure and modify priorities, programs and plans to ensure alignment with and achievement of business strategy

+ Identify opportunities for process improvement and collaborate with COEs and across HR Operations and Generalist teams to improve overall HR effectiveness.

+ Leverage workforce data and information to inform and guide business-level decision-making.

+ Attract, retain, develop and evaluate talent.

+ Ensure HR governance.

+ Collaborate with Legal, Finance, Communications, EH&S, Operational Excellence, and other business functions to ensure connectivity and appropriate touch points. As a senior level HR team member, the HR Business Partner has an ownership stake in the success of the HR delivery model and works to ensure its effectiveness. This includes on-going communication and collaboration with HR COEs, Operations and other BPs, highlighting issues, suggesting resolution(s), and driving a positive impression of HR to the business.

_Core Competencies:_

+ A "roll up your sleeves" style.

+ Influencing and collaboration skills.

+ Proven talent assessment, development and retention skills.

+ Highly collaborative and facilitative approach to effectively work in a matrixed organizational model.

+ Change management and leadership skills.

+ Visionary leadership and perspective to understand how to best achieve desired organizational results and change across a diverse set of markets and functions.

+ Understanding of the formal and informal organizational networks and channels to effectively navigate the organization and help management team reach desired business outcomes.

+ Strategic mindset.

+ Consultative skills.

+ Ability to integrate both enterprise and specific business group requirements and expert knowledge.

Education & Experience Required:

+ Bachelor's degree with an advanced degree preferred.

+ PHR, SPHR preferred.

+ 5+ years of broad based human resources experience

+ Proven experience in strategy design and execution.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

This employer is required to notify all applicants of their rights pursuant to federal employment laws.

For further information, please review the Know Your Rights (https://www.eeoc.gov/poster) notice from the Department of Labor.