Human Resources Business Partner Senior

Partners with business leader(s) to provide fit-for-purpose HR guidance, support and solutions.Leads the full talent management life cycle in multiple business groups or a very large, more complex business group.Ensures compliance with employment related laws and regulations and the consistent application of policies and guidelines. Typically supports multiple senior leaders with a very large middle management population.

Essential Duties:

- Analyze, identify root cause, and develop fit for purpose solutions for a broad scope in multiple business groups, or a very large more complex business group. 

- Quickly assimilate information and build innovative solutions to meet business needs, and operate within financial and resource constraints.

- Quickly develop collaborative working relationships with employees at all levels, to effectively mediate disputes as well as provide ongoing coaching and counsel to all employees.

- Implement and administer human resource programs through effective change management strategies and skills.

Non-Essential Duties:  Performs other duties as assigned.

All employees shall be in compliance with the Archrock Health Safety and Environmental Policy and local, statutory and/or regulatory requirements at all times.

Skills and Abilities: 

Ability to:

- Demonstrate effective persuasion, communication and interpersonal skills in order to interact with co-workers and vendors in a matrixed environment.

- Consistently demonstrate ability to think creatively, make reliable and accurate decisions and to develop sound conclusions and recommendations to leadership which influence organizational outcomes.

Proficient with:

- MS Office (Word, Excel, Access, PowerPoint) and HRIS (Oracle preferred.)

Knowledge:

- Emotional intelligence required. (Formal training in human behavior, conflict management, coaching, team building and difficult conversations.)

- Proficiency in most all HR sub-functions which may include employment law, compensation, benefits, talent management and employee or industrial relations.

- Understanding of the company's services, strategy, business model and strategic projects. 

- Sound understanding of business linkages and the ramifications that decision making could have on company and/or client requirements.

Minimum Education and Certification:

- Bachelors degree preferred.

- Specific coursework and/or skill based training in human behavior, and/or psychology required.

- Specific coursework and/or demonstrated experience in organizational development.

- Ongoing coursework or training in sub-functional areas.

- Work towards a master level qualification and/or HR Certification preferred.

Minimum Experience:

- Typically at least 10 years progressive experience in all or most areas of Human Resources.

- Experience should include supporting an hourly field based workforce as well as project / initiative planning, communication and implementation.

Leadership:

- Typically no direct reports, but frequently leads HR projects within multiple operational areas.

Physical Demands: (Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions)

- Regularly required to stand, walk, and bend with good balance, use hands to finger, handle or feel and reach with hands and arms.

- Regularly required to sit, perform repetitive duties, use a PC and to talk and hear.

- Vision abilities include close vision, distance vision, color vision, and the ability to adjust focus.

- Regularly required to lift, move and carry up to 10 pounds.

Problem Solving and Innovation:

- Problems frequently involve matters of employment, employee relations or disciplinary matters which are at a higher level risk for the company. 

- More complex higher risk matters are elevated to HR Sr Leadership for collaboration and approval.  Higher level problems would typically require consultation with internal Subject Matters Experts as well as with higher levels of management.

- Solutions frequently require evaluation of variable factors, new approaches, planning and resourcefulness.

- Expected to provide thoughtful recommendations for approval as required per the HR DOA.

- Expected to regularly recommend and implement HR solutions within the organization groups assigned.

Impact:

- Enables their Operational leader's success in meeting business strategy and deliverables. 

- Impacts employee recruitment and retention/ engagement. 

- Minimizes the company's risks/ law suits.

- Frequently evaluates, improves and implements procedures, processes and policies that affect defined organizational group which may have an internal and external impact.

This job description is a summary of essential job functions.  It is not intended as an employment contract, nor is it intended to describe all duties someone in this position may perform.  All employees are expected to perform tasks, as assigned by supervisor, regardless of job title or routine job duties.