The Human Resources Business Partner (“HRBP”) serves as an influential people partner and provides strategic HR consultation and guidance.  This role will join a collaborative team of HRBPs to partner with the Dealer Software Solutions Service and Support team. This nationwide client facing team consist of Implementation, Training, Client Performance Management and Client Support.  The incumbent will play a key role in developing and implementing the HR strategy and programs in support of short-term and long-term business goals, with the overall goal of attracting, retaining, and developing the best talent. This position reports to the Director, HR Business Partners and is a key member of the HR team. This is a great opportunity for an HR professional to learn, develop and add value to the Service and Support Team while working remote or in any of our major locations.

• Act as a strategic partner, advising business leaders on the development of the business group(s) plans and programs, particularly from the perspective of the impact on people. Analyze business unit data to identify trends and recommend solutions to improve performance, retention/engagement, and team member experience. Lead implementation of workforce planning, succession planning, career and performance management to support the assigned group(s) growth plans.
• Partner with HR shared services (e.g., Talent Acquisition, Total Rewards/Compensation & Benefits, Legal, etc.) to ensure the business groups receive the necessary services, support, and communications from these centralized HR functions.
• Partners with business leaders, Organization Effectiveness, Total Rewards and HRBP Team for re-organization of workforce strategy and execution. Advise leaders on organizational structures, compensation structures, and performance strategies to strengthen performance of business group.
• Provide management coaching to build leadership capabilities to address and resolve team member issues.
• Implement/administer/interpret policies/programs/procedures; manage compliance across the business, including policy creation, release, and adoption. Provide ongoing support to the leadership team on HR-related matters, policies, and procedures.
• Manage complex employee relations issues and partner with Employee Relations as needed on investigations as needed to resolve potential conflicts, violations of policy, or workplace issues.
• Identify HR trends across the business groups and proactively design programs to address these trends; continually assess the competitiveness and effectiveness of programs and practices against relevant comparable companies, industries, and markets.
• Partners with managers to retain, develop, and motivate team members to achieve their fullest potential.
• Works with Business Leaders to assess, create, and implement innovative solutions for a variety of Team Member engagement initiatives. 
• Provides performance management guidance (coaching, counseling, career development, disciplinary actions) to management and works with leaders to promote a high-performance culture. 
• Interprets data insightfully and generates original insights for strategic talent priorities.  Analyzes qualitative and quantitative data to solve problems and drive continuous improvement of talent priorities. 
• Provides management coaching to build leadership capabilities to address performance, organizational structure, and engagement.
• Participates in the development of business groups’ plans and programs providing guidance from a talent perspective.  
• Facilitates HR-related topics in Leadership meetings. 

Qualifications:

• Bachelor’s degree in related discipline OR an equivalent combination of education and work-related experience in HR, Business Administration, Organizational Psychology or related area preferred.
• Generally, 5 years of experience in related field; certification is required in some areas displaying increasing levels of expertise and complexity.
• Solid understanding of compliance within the HR field and its application and impact on the business.
• Strong HR and business acumen, including problem-solving skills, critical thinking, and self-initiative.
• Experience working with coaching and influencing leaders and individual contributors across the organization to achieve results.
• Strong HR and business acumen, including strong problem-solving skills, critical thinking, and self-initiative.
• Must have the ability to diagnose culture problems and identify and drive appropriate solutions.
• Demonstrated experience and/or knowledge in organizational development, change management, employee relations, and leadership development.
• Demonstrated ability to drive human resource strategies and programs in a complex, fast growing, and dynamic environment.
• Flexibility to travel, approximately 20%.