Human Resources Business Consultant I - SPHR Preferred - Remote

Job Description

ATTENTION MILITARY AFFILIATED JOB SEEKERS - Our organization works with partner companies to source qualified talent for their open roles. The following position is available to Veterans, Transitioning Military, National Guard and Reserve Members, Military Spouses, Wounded Warriors, and their Caregivers. If you have the required skill set, education requirements, and experience, please click the submit button and follow the next steps. 

Must have:
Bachelors degree.
5 years of experience in Human Resources. 
Experience using enterprise-wide HR systems, such as Workday, to support HR programs and processes.
Plus all other noted qualifications. 


Serves as a strategic partner to business leaders and employees, providing consultative support on a broad range of human resources initiatives. This role, which may support one or more markets or contracts, helps align people strategies with business objectives by advising leaders on talent management, employee relations, organizational effectiveness, workforce planning, performance management, and change management. Acts as a trusted advisor, leveraging HR expertise and business acumen to drive employee engagement and organizational success.

    Employee Relations, Organizational Effectiveness and HR Operations: Provides consultation and support to business leaders and employees on employee relations matters, including workplace concerns, employee complaints, conflict resolution, policy interpretation, attendance and leave issues, performance concerns, corrective actions, and other employment actions such as promotions, transfers, and separations. Partners with HR Compliance, Legal, and other stakeholders to identify and mitigate risk, ensure compliance with company policies and employment practices, and support consistent and equitable decision-making. Supports the implementation of enterprise HR programs, initiatives, and processes, including performance management, compliance-related activities, workforce transitions (e.g., onboarding plans, terminations), and organizational changes such as restructures, team realignments, and workforce planning efforts. (40%)
    Talent Development and Employee Engagement: Partners with business leaders, Talent Acquisition and Talent Development to support staffing needs, employee development, succession planning, leadership effectiveness, and team performance. Provides coaching and consultation to leaders regarding employee engagement, talent retention, development opportunities, and organizational effectiveness. Supports engagement surveys, action planning and development initiatives designed to strengthen employee performance, engagement, and organizational capability. (25%)
    Organizational Design and Workforce Management: Partners with business leaders to assess organizational structures, workforce needs and capabilities, and resource requirements to ensure alignment with business objectives. Provides consultation, guidance, and support for organizational redesigns, restructures, workforce planning optimization initiatives, including assessment of organizational impacts and implementation considerations. Collaborates with business leaders, HR partners and COEs as necessary to develop compliant solutions that support business performance, operational effectiveness, and future workforce needs. (20%)
    Compensation: Partners with business leaders and Compensation to support compensation planning, job evaluations, market analyses, pay decisions and recognition programs. Provides guidance on compensation philosophy, policies and practices to ensure consistent application of established programs and guidelines while supporting attraction and retention objectives. Serves as a liaison between leaders and Compensation, escalating complex or high-risk matters as appropriate. (15%)


The job duties listed above are representative and not intended to be all-inclusive of what may be expected of an employee assigned to this job. A leader may assign additional or other duties which would align with the intent of this job, without revision to the job description.

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Additional Qualifications/Responsibilities

• Bachelor's degree plus a minimum of 5+ years of experience in Human Resources required.
• High level of confidentiality and professionalism.
• Experience using enterprise-wide HR systems, such as Workday, to support HR programs and processes.
• Strong strategic thinking skills and business acumen.
• Solid change management skills, including strong written and verbal communication skills.
• Demonstrated ability to navigate and influence at all levels in a matrix organization.
• Strong negotiation, relationship management, and conflict resolution skills.
• Ability to objectively coach employees and management through issues that may be complex, difficult, and/or emotional.
• Must have the ability to make recommendations to effectively resolve problems or issues by using judgment that is consistent with standards, practices, policies, procedures, regulations, etc.
• Strong technology skills and aptitude for learning quickly. Strong working knowledge of MS Office Suite.