Human Resources Business Partner - Tampa, FL en BGIS

BGIS is currently seeking a HR Business Partner to join the team in Tampa, FL (Hybrid Schedule).

BGIS is a leading provider of integrated real estate management services, including facilities management, project management, energy & sustainability services, strategic workplace consulting, real estate services and capital planning. Its range of solutions, supported by efficient systems, processes, and people, enables it to create and optimize places that work for its clients. The team is dedicated to inspiring better business performance and helping clients focus on their core businesses.

The Human Resources Business Partner consults with people leaders to align People & Culture processes and initiatives with the business objectives to help BGIS accomplish key accomplishments through our team members. The role supports specific business units within the BGIS US service lines and also contributes to larger value-added corporate People & Culture strategies. The position collaborates with knowledge experts within the overall People & Culture organization to deliver timely internal services to people leaders and team members in a multi-state environment for consistency in policies and regulatory compliance. The Human Resources Business Partner sets an example for others and coaches' leaders on positively exemplifying BGIS values.

Responsibilities: 

Consulting and Business Partnership

Consult and partner with people leaders to ensure fair, compliant, and culturally appropriate work environment for team members promoting engagement and retention.
Seek to implement integrated solutions to ensure best practices and leverage global BGIS People & Culture standards.  
Develop strong trusting relationships to gain support and achieve results. 
Liaise between People & Culture and specific business units people leaders / team members to improve work related communications, build moral, increase productivity and leverage opportunities for professional growth. 
Provide guidance on Company policies and share knowledge with leaders on mitigation of risk with team member relations. 
Ensure organizational conformation with applicable HR related regulations and statutes as well as organizational procedures and policies. 
Conduct confidential conversations on business unit restructures/realignments, future workforce requirements planning, and succession planning. 
Present as subject matter expert to variety of audiences promoting learning and development of key skills and competencies. 
Leverage input of senior People & Culture leaders to envision strategies to address competitive, complex business issues. 
Participate in business leadership meetings contributing insight to how people operations is impacting the success of obtaining strategic objectives.
Partner with talent team to strategically identify workforce planning needs and support attraction of candidates for key roles to meet specific business units.
Link people leaders to the services in the People & Culture team for appropriate solutions. 
Stay updated with new trends and innovations in the field of people operations through professional organizations and maintain knowledge of legislation trends.
Contribute to the completion of other key initiatives as assigned.
Team Member Relations and Performance Management

Respond to concerns shared by team members through research and ensuring appropriate follow up steps are taken by the business and following up with involved parties to communicate resolution. 
Provide daily performance management guidance to people leaders including training, coaching, counseling, career development, and the progressive discipline process. 
Analyze trends and metrics with the P&C team to develop timely approaches and solutions. 
Manage and resolve complex team member relations issues. Conduct effective, thorough and objective investigations. 
Maintain in depth knowledge of legal requirements in multiple states related to daily management of team members, reducing legal risks and ensuring regulatory compliance. Partner with internal legal and/or external counsel as required. 
Identify development and talent needs and link people leaders to the services in the People & Culture team for appropriate solutions. 
Outline potential training needs for work teams and individual executive coaching needs. 
Negotiate and resolve sensitive and controversial issues.
Direct people leaders in the annual review process ensuring goal setting aligned with Company goals and quality feedback provided to team members with interactive conversations.