Sr HRBP, Regional in Atlanta, GA at Cox Media Group

Date Posted: 12/1/2020

Job Snapshot

Job Summary

Reporting to the Executive Director, HRBP (TV, Content, Employment Practices & Labor), the Sr. Human Resources Business Partner (Regional) serves as a key influential strategic business partner for senior management while providing a variety of consulting services to leaders and employees in multiple broadcast media markets and some of our Corporate enablement teams.  This position plays a key role in developing and implementing strategic people programs in support of short and long-term business goals with the overall objective of attracting, retaining, and developing the best talent.

As a business partner, s/he will assess and anticipate HR-related needs, and through collaborative partnerships across the organization, deliver value-added service to enhance the employee experience.  The incumbent will have foundational knowledge of organizational development including change management, organizational transformation and performance. 

This role is responsible for continuously evaluating and optimizing operational efficiencies and promoting excellence across the markets it supports.

  • Provide professional, business-focused HR delivery and build credibility with business leaders by demonstrating an understanding of the business strategy and challenges, aligning the short-term and long-term people goals with the business strategy.
  • Facilitate and implement initiatives to assist the business in achieving success. 
  • Provide thought partnership and provide leaders with relevant information to facilitate effective, consistent, empowering leadership - expecting and enabling managers to assume increasing responsibility for all aspects of people management.
  • Work in partnership with department leaders to identify the people implications of strategic and business plans and other developments. Promote new ways of working to support change and manage risk.
  • Analyze trends and metrics to develop solutions, programs and policies.
  • Facilitate effective workforce planning to identify the capacity and capability of the organization to deliver its objectives.
  • Provide professional senior level, strategic and operational HR advice on the interpretation of HR policies and procedures, employment legislation, recruitment strategies, and managing change processes, providing risk analyses to support this.
  • Constructively challenge decisions which may not be in the best interest of the employee experience in assigned markets.
  • Roll up your sleeves to perform core HR functions, resolve request/needs/inquiries in areas such as employment practices, federal and state employment laws, drug testing, performance and discipline, recruiting and hiring.
  • Ensure market compliance with all federal/state/local employment laws, and regulations (unemployment, FCC, OSHA/safety, worker’s compensation, affirmative action, FMLA etc.) 
  • Analyze and diagnose employee relations issues; investigate varying degrees of employee complaints, consult with the Sr. Manager Employment Practices & Labor, legal and senior leadership as appropriate and make sound, objective and timely recommendations for management action and follow-through to ensure closure.
  • Communicate with and educate assigned clients on CMG human resources policies and procedures.
  • Champion change and effectively guide business leaders and employees through organizational change.
  • Actively collaborate with centers of expertise to provide for and optimize support for assigned markets and client groups.
  • Partner with leaders with groups of represented employees in the planning and execution of an effective labor relations strategy.
  • Coach all levels of managers on how to develop their employees and improve performance. Assist with creation and execution of development plans.
  • Facilitate leadership team development; coach and counsel leaders on communication planning and processes, performance management, and organizational effectiveness activities. 
  • Support and facilitate effective recruitment/retention strategies that focus on diversity in collaboration with hiring managers and the talent acquisition team.
  • Improve and streamline operations through the continuous assessment of policies, procedures and program effectiveness/value, leveraging technology whenever possible.
  • Actively promote cultural change and support new ways of working and continuous improvement to provide a high quality, professional, consistent, and cohesive HR This includes: working collaboratively and communicating proactively; understanding the needs of and soliciting/monitoring feedback from managers/employees; and enhancing HR service delivery which adds to the employee experience.
  • Other duties as assigned.

 

 

What we look for

  • Bachelor’s degree in HR, industrial relations, business management or related field preferred
  • 7+ years of HR experience with progressively increasing responsibilities, with a minimum of (4) years in HR Business Partner or comparable role supporting client groups of 300+ employees
  • Ability to quickly establish credibility to partner effectively with business leaders and colleagues to define and deliver effective processes, programs and tools that support the business goals
  • Strong employee relations background; labor relations experience preferred in some markets
  • Ability to work effectively with senior leadership and serve as the principal HR contact and “people expert” for assigned location
  • Ability to consult on strategic initiatives, including strategy, change management, structure, process and people issues
  • Technical HR knowledge, e.g., employment laws, FLSA, FMLA, employee/labor relations, staffing and selection, performance management, training and development
  • Knowledge of HR best practices and demonstrated success working as a forward thinking/progressive HR partner or consultant
  • Strong organizational and leadership skills and demonstrated ability to manage conflicting priorities
  • Knowledge of management principles and practices with demonstrated leadership and team building abilities
  • Ability to proactively identify and diagnose business needs and deliver relevant solutions
  • Ability to prioritize and deliver results against a work plan in a fast-paced environment, giving attention to detail even under high pressure situations
  • Excellent communication skills, both written and oral
  • Must be a team player with a positive “Whatever it Takes” attitude
  • Proactive, self-motivated player with the ability to work with minimal supervision
  • Demonstrated analytical and problem-solving skills
  • Ability to identify organizational development needs and deliver relevant coaching or training as needed
  • Proven storytelling skills with the ability to clearly articulate business issues and solutions to senior leaders
  • Analytical with the ability to evaluate complex data and make recommendations
  • Forward thinking and has a continuous process improvement mindset; highly effective decision-­making and judgment
  • Ability to work effectively with senior leadership and serve as the principal HR contact and expert for assigned markets 
  • Strong organizational and leadership skills and demonstrated ability to manage conflicting priorities
  • Knowledge of management principles and practices with demonstrated leadership and team building abilities 
  • Ability to proactively identify and diagnose business needs and deliver relevant solutions
  • Ability to travel 40%

Additional Qualifications

  • Graduate degree in business, HR or a related field (preferred)
  • Experience working in a unionized environment (preferred)
  • Experience with the media industry (preferred)
  • Previous experience working with COEs and recommending solutions related to benefits, training and compensation.
  • Successfully drove change in the media or highly disruptive industry
  • HR certification such as PHR, SPHR or GPHR (preferred)
  • Consulting experience and/or experience with diverse portfolio management in a fast-paced environment
  • Success working within a matrix organization; achieving results through effective influencing and collaboration

Year One Critical Success Factors

Cultural Assimilation:

Building positive and trusting relationships internally; seen as a true business partner who adds value and aligns the People Solutions agenda with business goals and outcomes; is trusted and respected for not only technical competence, but also business judgment; and has earned the confidence and trust of the local market leadership team, and key business partners.

Strategic and Tactical Contribution:

Work with the Executive Director to develop and implement a cohesive people plan, that delivers consistent and integrated value to all key stakeholders.

Ongoing Key Characteristics

Build Relationships

Building, leveraging and maintaining relationships within and across work groups.

Business Acumen

Using one’s knowledge of economic, financial, market and industry trends to understand and improve individual, work group and/or organizational results; using one’s understanding of major business functions, industry trends and own organization’s position to contribute to effective business strategies and/or tactics.

Decision Making

Identifying and understanding problems and opportunities by gathering, analyzing and interpreting quantitative and qualitative information; choosing the best course of action by establishing clear decision criteria, generating and evaluating alternatives, and making timely decisions; taking action that is consistent with available facts and constraints and optimizes probable consequences.

Influence Others

Using effective involvement and persuasion strategies to gain acceptance of ideas and commitment to actions that support specific work outcomes.

Project Management

Being able to thoughtfully and successfully lead projects from end to end - including the creation of a project brief, developing the project plan, identifying and managing milestones, reviewing progress with key stakeholders, ensuring appropriate communications planning and measuring impact and goals.

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