Overview
The Employee Experience Business Partner (EEBP) is a role that serves as a bridge between the HR team and various business units within the organization. As a trusted advisor and consultant, the EEBP works closely with department managers and team members to execute HR strategies and initiatives that meet overall business objectives. This role focuses on maintaining the day to day functions within HR, creating a positive employee experience and understanding the needs of each business unit to deploy HR solutions that support employee engagement, retention and organizational success.
Responsibilities
- Employee Experience:
- Work closely with centralized talent acquisition, total rewards and HR operations to ensure a seamless partnership in supporting the employee journey and creating an excellent employee experience.
- Oversee the onboarding process for new employees, ensuring that it is informative, welcoming, and sets the stage for a positive experience.
- Collaborate with various departments to facilitate a smooth integration into the company culture and contribute to a seamless employee experience.
- Encourage employee wellbeing by developing and promoting initiatives that contribute to wellbeing in the 5 key areas adopted by the company: physical, emotional, financial, occupational and community.
- Understand the employee journey, create intentional moments of impact and continuously seek opportunities to enhance the employee experience at each stage of the journey.
- Provide guidance and support to managers on employee relations matters, including conflict resolution, corrective action and performance improvement plans.
- Take ownership of understanding and resolving routine employee relations matters. Escalate complex matters to the Employee Experience Team Lead.
- Employee Engagement & Retention:
- Collaborate with business leaders to create and implement employee engagement initiatives to foster a positive and productive work environment.
- Plan and organize employee events, celebrations, and recognition programs to appreciate and acknowledge employee contributions.
- Continuously seek feedback from employees across all levels of the organization to gauge employee sentiment. Identify trends that emerge and share insights with relevant stakeholders.
- Conduct needs assessments within teams and departments to understand the gaps to achieving expected outcomes. Develop and deploy solutions that are aligned with the business objectives and enhance employee engagement, satisfaction and retention.
- Understand workforce forecasting reports for assigned departments and collaborate with relevant stakeholders to establish effective development and retention strategies to meet future business needs.
- Performance Management & Employee Development:
- Assist in the execution of performance management systems and processes including reviewing performance evaluations, progress reports on established goals and overall success in meeting standards of excellence.
- Monitor performance management systems and processes to ensure they contribute positivity to the overall employee experience.
- Coach management to hold their team members accountable for meeting performance standards and upholding the company’s values.
- Consult management on effective methods for goal setting, setting expectations, providing constructive feedback, fostering employee development and engagement.
- Identify training needs within the business unit and work with learning and development to design and/or deliver relevant training programs to enhance employee skills and competencies.
- May facilitate companywide development programs.
- Manage development and advancement initiatives such as officer appointments/promotions, individual development plans, predictive index, etc.
- Work closely with learning and development to promote development opportunities, identify and create new programs in an effort to close skill gaps and enhance competencies, build individual development plans and create career pathways.
- Diversity, Equity & Inclusion:
- Work with management and department leads to promote a positive and inclusive organizational culture that aligns with the company’s values.
- Implement initiatives to promote diversity and inclusion throughout the organization.
- Foster a culture of respect, equity and appreciation for all employees.
- Ensure consistent application of HR policies and procedures throughout the business, while also considering unique department and individual needs.
- HR Operations:
- Work with HR technology platforms, ensuring that employee records are maintained accurately and supporting documentation is properly stored.
- Collaborate with building services and other relevant teams to create a comfortable, safe and inspiring workplace that supports a positive overall employee experience.
- Collaborate with the employee experience service team to support the immediate and future needs of the business.
- Consult with department managers on the workforce analysis process.
- Maintain oversight of position management and workforce reporting.
- Serve as a subject matter expert in relevant areas of HR such as policy & procedure, performance management, wellbeing, etc.
- Manage relevant internal HR communications ensuring that employees are informed about company news, events, and updates that contribute to a sense of belonging and purpose.
- Performs tasks that are supportive in nature to the essential functions of the job, both which may be altered and re-designed depending upon the department needs or individual circumstances.
- While recognizing the job description covers the essential duties of the role, there will be additional responsibilities assigned as the needs present themselves including special projects and ad-hoc assignments that meet the unique needs of our ever-changing business.
Qualifications
- Bachelor’s degree in Human Resources, Psychology, Business Administration or related field and a minimum of five (5) years of relevant work experience required.
- Proven experience in the various disciplines of Human Resources including compensation, employee relations, diversity and inclusion, performance management, employment law and organizational development.
- Excellent communication, collaboration and interpersonal skills to interact effectively with employees at all levels of the organization.
- Critical thinking and problem-solving abilities to address routine HR and business challenges.
- Effective project management skills to implement multiple initiatives simultaneously.
- Ability to build and maintain strong relationships with various stakeholders, including members of the HR team, employees, and department leaders.
- Demonstrated creativity and resourcefulness in finding solutions to enhance employee experience.
- Empathy and a genuine interest in understanding and addressing employee needs and concerns.
- Ability to travel throughout the Company’s footprint; occasional overnight travel may be required.
Benefits
- Medical
- Dental
- Vision
- 401(k) Match
- Profit Sharing
- Paid Time Off
- 11 Holidays
- Tuition Reimbursement
- Free Parking throughout Tompkins Community Bank
- Employee Referrals
EEO Statement
Tompkins is committed to a policy of Equal Employment Opportunity ("EEO") with respect to all team members and applicants for employment and a work environment free from discrimination (including unlawful harassment) based on race, color, religion, sex, sexual orientation, transgender status, gender non-conformity, gender identity, gender expression, national origin, age, marital status, domestic violence victim status, disability, predisposing genetic characteristics, military or veteran status or status in any group protected by federal, state, or local law.
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Pay Range
USD $64,000.00 - USD $89,000.00 /Yr.