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HR Business Partner Senior

Stewart


Location:
Houston, Texas 77056
Date:
11/16/2017
2017-11-162017-12-16
Job Code:
00AES
Job Type:
Employee
Job Status:
Full Time
Categories:
  • Employee Relations
  • Organizational Development
  • EEO/Affirmative Action
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Job Details

Stewart Information Services Corporation (NYSE-STC) is a global real estate services company, offering products and services through our direct operations, network of Stewart Trusted Providers™ and family of companies. From residential and commercial title insurance and closing and settlement services to specialized offerings for the mortgage industry, we offer the comprehensive service, deep expertise and solutions our customers need for any real estate transaction. At Stewart, we believe in building strong relationships – and these partnerships are the cornerstone of every closing, every transaction and every deal.

 Job Summary: 

 The HR Business Partner Senior acts as a strategic partner to designated business units to drive the people strategy, performance management, organizational design, process transformation, talent management and workforce planning.  Implements change initiatives and HR strategies to achieve organization goals and objectives.  Ensures HR programs and plans are aligned to business strategies and add value to the business.

 

Job Description:

  • Acts as a liaison between the business and HR to ensure that HR services are aligned with business needs
  • Possesses comprehensive knowledge of progressive HR practices, key trends and employment legislation
  • Collaborates with HR program/policy/process owners to deliver effective HR programs
  • Gains client feedback to aid HR functions improve service levels and alert HR areas where an issue/project may impact on other areas.
  • Contributes to the business strategy by helping business leaders identify, prioritize, and build organizational capabilities, behaviors, structures, and processes
  • Works with the business leaders to ensure clear understanding of HR policies, processes and procedures
  • Identifies and recommends new and/or improved ways for HR to support the business strategy and facilitates long-term initiatives aligned with the strategic agenda
  • Possesses clear, comprehensive understanding of the link between talent and other HR initiatives and business strategy
  • Supports hiring managers in planning their talent pipeline requirements in line with the function or business strategy
  • Assists business unit leaders in providing employees with development opportunities that align with current and future performance standards
  • Reviews key business performance targets and their related talent implications with business leaders
  • Develops clear, actionable steps in support of an overall business strategy
  • Communicates organizational culture to associates
  • Implements appropriate HR related training and manages delivery
  • Facilitates a strong leadership and coaching culture
  • Coaches senior leadership on employee relations 
  • Leads complex projects as determined in the annual HR operational plan and contributes to functional and cross-functional initiatives
  • Collects and synthesizes large quantities of quantitative and qualitative data
  • Conducts complex data analysis, identifies workforce trends and develops recommendations for business leaders
  • Understands and solicits employee feedback and anticipates their needs and concerns
  • Monitors effectiveness of HR programs through the tracking of key measures and drives the sharing of best practices across functions to facilitate continuous improvement
  • Performs all other duties as assigned by management

 

Requirements

Functional Knowledge

 

  • Requires comprehensive knowledge within own discipline and broad knowledge of disciplines within own function
  • Performs specialized assignments; leads others to solve complex problems and develop non-traditional solutions 
  • Works independently; may require guidance in highly complex situations
  • Interprets internal/external business environment
  • Recommends best practices to improve processes or services
  • May lead functional teams or projects with moderate risks and resource requirements
  • Works within functional policies
  • Impacts achievements of customer, operational, project or service objectives
  • May lead functional teams or projects with moderate risks and resource requirements
  • Works within functional policies
  • Impacts achievements of customer, operational, project or service objectives
  • Communicates difficult concepts
  • Utilizes negotiation techniques to lead others to adopt a different point of view
  • Bachelor’s degree in relevant field preferred
  • Typically requires 5+ years of related work experience
  • SHRM-CP or SHRM-SCP Preferred

 Stewart. Real partners. Real possibilities.™ More information can be found at http://www.stewart.com/ subscribe to the Stewart blog at http://blog.stewart.com/or follow Stewart on Twitter® @stewarttitleco.

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Equal Employment Opportunity Employer

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