HR Business Partner II - Engineering & Technology

Job Title:HR Business Partner II - Engineering & TechnologyDepartment:Human ResourcesCountry:United States of AmericaState/Province:ArkansasCity:LowellFull/Part Time:Full timeJob Summary:As a Human Resources Business Partner II, you are responsible for connecting the business strategy to a talent strategy, and then partnering with our human resources communities of expertise to develop and implement programs and initiatives that will result in optimal business outcomes. You will also work as an agent to enhance our already high-performance, family-oriented workplace culture.Your workload is a mixture of transformational and transactional responsibilities, with emphasis on talent acquisition, talent management and change management. This role is tied to our award-winning and fast-growing Engineering & Technology group which is approximately 1,400 employees and 500 contractors.This role is located at the J.B. Hunt corporate office in Northwest Arkansas (Lowell). Metro population of over 500,000 and rapidly growing, fueled by three Fortune 500 companies being headquartered there. The region is renowned for its economic and lifestyle attributes. Cost of living is also 10% below national average.Job Description:Responsibilities: Collaborate on and execute the implementation of our talent strategy that supports the business needs/priorities for the organization in collaboration with our human resources communities of expertise. Ensure and facilitate excellence in talent acquisition strategy and execution. Understand dynamics and key business priorities of client groups in order to coach business leaders on effectively managing and leading their organizations. Assess organizational health and provide guidance to stakeholders and identify trends. Advise on and propose solutions for common human resources transactions. Maintain a proactive leadership role in resolving employee relations issues and coaching managers in effective methods of handling employee issues. Provide data and insights to facilitate holistic business decisions (i.e. attrition statistics, employee survey results, compensation analysis) to guide business decisions and actions resulting in elevated levels of engagement and productivity. Provide thought leadership to functional business leaders regarding change management, organization assessment and how to utilize talent tools and resources to create an effective team/function/organization. Ensure proper alignment of performance management, compensation, organizational development, and employee retention initiatives.Minimum Qualifications: Bachelor's degree (B.A.) or equivalent from four-year college or university and 3+ years of relevant experience and/or training; or equivalent combination of education and experience and 19-23 months management experience.Competence in the following skill areas: Action Planning Adaptability/Flexibility Attention to Detail Collaborative Influence Communication Conceptual Thinking Creativity Customer Service Focus Data Collection & Analysis Data Management Information Seeking Political Savvy Planning & Organizing Policy & Regulation Problem Solving Financial Acumen Political Savvy Team Building Strategic Thinking Leadership Organization/Prioritization Microsoft Office (emphasis: Excel) Public SpeakingQualifications:Preferred Qualifications: Bachelor's degree in Human Resources Management or Psychology Master's degree with emphasis in Human Resources Management or Industrial/Organizational Psychology Human Resources professional certification 3+ years experience supporting Engineering & Technology company or client group Experience supporting a Fortune 500 or 1000 companyCompetence in and/or working knowledge of: Talent Acquisition/Staffing Organizational Development Compensation Analysis Training Facilitation Employee Relations Employment Law Benefits Performance Management Engagement/Employee Retention Talent ManagementEducation:Work Experience:Job Opening ID:00384594 HR Business Partner II - Engineering & Technology (Open)"This job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job.To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions."

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