Human Resource Business Partner

Guided by the Blank Family of Businesses Core Values, the Human Resource Business Partner acts as facilitator, educator, coach, and proactive partner to the operating company leadership team and associates across all areas of Human Resources. The HRBP is fully dedicated to internal operating company clients, their needs and their duties. A primary goal is to develop and implement better people management practices, transferring requests and solutions to/from the business unit. This position includes focus areas in employee relations, talent acquisition, training, employment compliance, compensation/ total rewards, and Human Resources related metrics. The Human Resource Business Partner, consistent with the Human Resources team, views associates' as internal customers and works diligently to add value at the individual and organizational level. This role drives the execution of many HR processes to support each functional area. In summary, this role is challenges to minimize talent risk, optimized development & deployment, and ensure our people are true competitive advantage.

Roles and Responsibilities

• Partners with Mercedes-Benz Stadium leadership to understand their business needs and to provide value-added HR support that aligns with company focuses.
• Comfortability interacting with hourly associates, as well confidence to engage with senior leadership.
• Acts as a single point of the contact for all MBS associates and managers.
• Builds a strong business relationship through subject- matter expertise, attention to details and meeting deadlines.
• Actively identifies gaps, proposes and implement changes necessary to cover risks.
• Intakes, investigates and resolves complex employee relations issues, including grievances.
• Builds associate morale, increase team productivity and improve retention through engagement activities
• Understands staffing needs and work in partnership with business leaders to proactively address headcount goals.
• Effectively influences the management team to drive culturally aligned approaches to people practices.
• Acts as the performance improvement driver and provokes positive changes in people management.
• Manages complex and difficult HR Projects in partnership with other business leaders and segments.
• Leads in maintaining compliance with federal and state employment laws across the organization.
• Partners with associates and management to communicate various Human Resources policies, procedures, laws, standards and government regulations.
• Conducts benchmarking research to utilize best practices and compare our approaches within the industry.
• Supports the HR team in developing HR metrics/analytics and approach initiatives with an ROI mindset.
• Proactively and creatively communicates with associates on development and career enhancement initiatives.
• Functions as a leader on the HR team, role-modeling desired behaviors and driving agreed upon results.
• Presents with authority, commands attention and courageously addresses uncomfortable topics.
• Demonstrates Project Management capabilities, to help facilitate large scale hiring and engagement events.

Skills & Knowledge

• Highly analytical with strong critical thinking and problem-solving abilities.
• Project management skills including strategic thinking, planning and organizing.
• Attention to detail and dedication to quality.
• Exceptional written and verbal communication and presentation skills.
• Organizational savvy and relationship building skills.
• Outstanding customer service including ability to serve, lead and influence across all levels.
• Ability to maintain high levels of confidentiality and build trust.
• Seasoned judgment.
• High proficiency in Microsoft Office and ability to learn new software or programs quickly.

Qualifications and Education Requirements

• A minimum of 5 to 7 years of Human Resources Business Partner or Manager experience, preferably in a generalist capacity.
• Bachelor's degree and/or HR certification preferred.
• Customer- centric employment background, including exposure to hospitality, retail, and/or sports industries.
• Experience indirectly leading and influencing a large group of mangers and associates (several hundred).
• Experience supporting multiple business segments and/or multi-unit.
• Previous high-volume employee relations experience.
• Ability to adjust to competing demands with a flexible attitude and collaborative spirit.
• Familiar with 'start-up' environment- building people processes and measuring effectiveness.