Human Resource Business Partner at Massachusetts Bay Transportation Authority, MA

About the Department

The Human Resources Business Partner (HRBP), reporting to the Deputy Chief of Workforce Management, is tasked with partnering with client groups to understand their needs and align Workforce Management strategies and solutions with the goals of enhancing talent development, organizational effectiveness, workforce planning, performance management, and diversity and inclusion.  The Business Partner will also build strong internal relationships with the various groups and internal Workforce Management team to develop creative solutions supporting cross collaboration and growth.

Position Duties

Workforce Planning: 

• Collaborate closely with business leaders to comprehend staffing requirements and assist in devising comprehensive workforce strategies ensuring alignment with organizational goals.
• Partner with the division leadership on hiring plans, workforce assessments, and support position control for new and backfill positions.
• Review requests for new positions, staffing changes and reallocations from areas and provide technical assistance and preparation of substantiating
• Assist with any talent reviews/succession plan programs for the assigned areas and ensure that follow-up actions are implemented to develop leaders and upgrade talent.
• Proactively identify key business issues and the related people, organizational and cultural implications.
• Develos and analyze data to guide departments in the establishment of strategies to attract, develop, and retain high-quality talent. 

Workforce Performance Management: 

• Work closely with leaders on goal setting, evaluations, and coaching initiatives to optimize individual and team performance and foster professional growth within the business unit.
• Guide and support managers through any performance management concerns and related processes.
• Support Learning and Development on any implemented performance management tools and annual goal setting.
• Recommends improvements to goal setting within the units; performance management processes; and learning and development programs.
• Advocate use of performance management and feedback mechanisms to ensure frequent, candid communications with employees. 
• Foster a positive and inclusive work environment by addressing concerns and promoting open communication between employees and management.
• Drive initiatives that support a positive and inclusive work environment that values diversity and promotes a culture of collaboration and innovation.

Workforce Management:

• Work with business leaders to facilitate and implement the adoption of various Workforce Management policies and practices as well as provide advisory and consultative services related to them.  
• Serve as key Workforce Management representative in change management discussions and aid the areas in implementing any changes to Workforce Management related processes.
• Develop and maintain effective working relationships between Workforce Management and the respective leadership and department heads, including developing and reporting out any requested metrics and reports.  
• Successfully liaison between the various Workforce Management areas (i.e., Compensation, Labor Relations, Recruitment) and various business units.
• Ensure adherence to HR policies, procedures, and legal requirements, and providing guidance to stakeholders on pertinent Workforce Management related matters while adapting strategies as per the evolving needs and dynamics of the area.
• Assist employees through the offboarding process, including exit surveys and processing separation paperwork.  
• Provide cross-coverage and back-up support for their HR Business Partner counterparts.
• Perform all other duties and projects that may be assigned.

Minimum Qualifications

• Bachelor’s degree from an accredited institution in Human Resources or related field.
• Six (6) years of relevant experience as a Human Resources Generalist, HR Business Partner, or similar role.
• Strong interpersonal skills and the ability to collaborate, partner, and build effective working relationships with internal and external partners in a constantly evolving transit environment.  
• Demonstrated knowledge of HR strategy, policies, and processes and their implementation.  
• Sound judgement in complex situations and with multiple stakeholders.
• Proven experience supporting and influencing leaders in the advancement of Inclusion and Diversity strategies and initiatives.
• Demonstrated strategic thinking, leadership capabilities, including people development, goal setting, and performance measurement skills.
• Ability to think through problems, organize information, and identify key factors and underlying causes to generate solutions.

Other Qualifications

• A High School Diploma or GED with an additional seven (7) years of directly related experience substitutes for the bachelor’s degree requirement. 
• An Associate's degree from an accredited institution an additional three (3) years of directly related experience substitutes for the bachelor’s degree requirement. 
• A Master’s degree in a related subject substitute for two (2) years of general experience. 
• A nationally recognized certification, or statewide/professional certification in a related field substitutes for one year of experience. 

Preferred Experience and Skills

• Experience working in a union environment.
• HR certification preferred (SPHR/SHRM-SCP).