HR Business Partner

The Human Resources Business Partner has an integral role in creating a “Leading with Respect Culture” and leverages cross functional partnerships to foster a positive workplace environment through employee communication and engagement. The HRBP’s focus is to deliver value-added service to management team in alignment with organizational business objectives. This position is responsible for maintaining an effective level of business acumen to support leaders in cultivating an industry leading employment experience for teammates and a trusted business advisor that is aligned with business operations to help provide support as needed to achieve shared results.

• Strategic HR Partner to align talent management practices, workforce effectiveness, and/or organizational effectiveness strategies in support of Monro’s strategy and purpose.
• Understand the business and the broader organization’s goals and challenges to effectively provide solutions and advise on talent strategies and initiatives.
• Forward-thinking, possess and influence a growth mindset, promote an inclusive and equitable environment, and contribute to a positive employee experience.
• Provide effective coaching and guidance for leaders through significant change, complex employee relations issues, performance management, career development, employee engagement and experience.
• Build strong relationships by demonstrating trust, integrity, dedicated work ethic, ownership and accountability.
• Ability to understand the business and proactively identify and address points of teammate dissatisfaction to continuously improve the teammate experience and increase teammate retention
• Develop and implement employee engagement strategies and culture change initiatives in partnership with the HR team and business leaders to facilitate and conduct training programs, leader-led training modules for field partners.
• Identify leadership and organizational development needs and create programs to help managers and teams grow.
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention
• Analyze trends and metrics in partnership with the HR group to develop solutions, programs and policies
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reduce legal risks and ensure regulatory compliance; serve as conduit between corporate HR and field teammates to ensure clear, consistent and transparent communication through the organization
• Provide guidance and input on business unit restructures, workforce planning and succession planning

• Provide HR policy guidance and interpretation

• Perform other related duties as assigned

The Human Resources Business Partner is an individual contributor to the Human Resources Team and regularly collaborates with other HRBP’s and HR personnel within Monro. This position operates under the general direction of the Field Human Resource Director.

Bachelor’s degree (HR or related field of study preferred), with a minimum of 5 years of Human Resources Generalist experience (multi-unit retail preferred) and a minimum of 3 years’ experience resolving complex employee relations issues, or the equivalent combination of education and experience.

SHRM/HRCI Certification strongly preferred.

• Expertise in managing performance improvement, employee investigations, and issue resolution, and facilitating difficult conversations
• Ability to execute both operationally and strategically, problem solve, prioritize, and manage multiple projects and initiatives with competing deadlines.
• Demonstrated ability to use HR experience and business knowledge to drive achievement of business goals
• Demonstrated experience in coaching and influencing manager and senior level leadership
• Ability to coach, mentor and advise where appropriate to help employees grow and develop in alignment with business and personal goals
• Consult on developing appropriate employee relations programs to drive positive change.
• Always demonstrate empathy especially when dealing with matters of diversity and inclusion.
• Ability to consistently exhibit high levels of discretion, integrity, and confidentiality
• Ability to resolve a wide range of issues in creative ways and comfortable working in gray
• Strong relationship building and change management skillset with operational business partners and other key company stakeholders that are required.
• Demonstrated ability to work collaboratively in cross-functional teams, both as a lead and a supporting team member.

• Strong organizational skills with the ability to manage multiple initiatives and change focus quickly in a fast-paced environment to meet business needs and established deadlines

• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies
• Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors
• Excellent attention to detail, investigating experience, knowledge of the HR investigative process, managing case workload to resolve cases in a timely manner or achieve SLAs as outlined by HR.