Senior HR Business Partner Specialist – Hybrid

WORK FOR A WINNING TEAM THAT NOW OFFERS BENEFITS FROM DAY ONE, PLUS DAILY PAY*

At Hilton Grand Vacations, you will become a part of a culture that encourages and motivates you toward achieving your goals.

Here’s why you will love it here:

• Recognition Programs and Rewards
• Excellent health care options, including medical, dental, and vision
• A people-first culture
• Go Hilton: Travel Discounts Program Hilton hotel rates worldwide.
• Perks at work: Employee Pricing platform
• Employee Assistance Program that supports your physical and mental well-being.
• Paid Vacation Time and Paid Sick Days
• 401(k) program with company match
• Tuition reimbursement programs
• Numerous learning and advancement opportunities
• And more!

What Will I be Doing?

The Sr. HR Business Partner Specialist will engage as a front-facing HR presence to support Team Members in navigating through the organization. This role works with the appropriate centers of excellence and/or HR Contact Center (At Your Service) to resolve challenges that Team Members may face to allow them to quickly re-engage in their work. The successful Sr HRBP Specialist will be proactive on advising, providing insights and resources, while driving consistency and follow up in HR processes. This role focuses on bridging the gap between HR strategy and day-to-day operations.

The Sr. HRBP Specialist collaborates with Business Partners on activities that align client’s strategies & plans with HGV organizational goals.

Responsible for driving company success through performing the following tasks to the highest standards:

Team Member Support:

• Ensures continuity across the organization of HR practices and facilitates local HR processes on site.
• Lead team projects across the HRBP Specialist function, ensuring goals and established timeframes are met.
• Bring value by engaging in intake to find solutions and resources for their problems or complicated situations. Collaborate with HR Business Partner & COEs on critical issues as appropriate.
• Responsible for administration, security, confidentiality, and retention of team member records.
• Be of service of leadership to find solutions with COEs across the business.
• Provide accurate information to Talent Acquisition Partners for transfer & rehire opportunities.
• Responsible for training and onboarding new HRBP Specialists across the HRBP Function.
• Point of contact for new property openings and enterprise projects.
• Works closely with team members and leadership to provide hands on insight and advice on people related issues, such as talent management, performance management, conflict resolution, and employee relations matters.
• Investigates and follows up on raised employee relations issues and serves as the liaison to the Team Member Relations (TMR) department.

Onboarding:

• Responsible for the successful onboarding of all new Team Members and Leaders within market/region.
• Facilitate areas of the core onboarding process (including New Hire Orientation session) and audits a compliant I-9 process from onboarding to offboarding, to include renewals as required.
• Aid HRBP function in coordination of effective Onboarding & Talent Management process.
• (If applicable) Understands local Union labor relations policies and agreements.

Business Support:

• May support multiple locations/markets or business functions.
• Understand and maintains a high level of business literacy about assigned client groups’ core function and culture.
• Manage day-to-day HR operations for assigned client groups.
• Presents onboarding support and set up of new properties and locations.
• Maintain knowledge and understanding of laws and regulations related to EEO, affirmative action, collective bargaining, unions, labor relations, and human resources.
• Guarantees adherence with labor laws and collaborate with the legal and team member relations (TMR) department.
• Supports HR Business Partners with talent management, workforce and organizational planning, performance planning, and maintaining appropriate data.
• Provide insights to drive continuous improvement of HR results and collaborate in global and local efforts that support Team Member engagement and retention.
• Leads and champion performance management process and system to cultivate an inclusive culture.
• Works together with business leaders as well as learning and development teams to use existing programs and develop specific learning experiences for team members and business success.
• Facilitates the consistent application, implementation and improvement of HR policies, processes, and programs. (i.e. merit and promotion planning, performance management, employee relations, career development, etc.)
• Act as manager of projects for assigned HR initiatives and special projects (e.g., employee survey action planning, performance management, talent planning, compensation planning, career development, and organization design).

Leadership Advising/Coaching:

• Guides and coaches managers on how to optimally manage and resolve management issues including how to navigate critical and difficult conversations. (e.g., performance management, rewards, separations).
• Provides guidance and support on how to navigate through both planned and unscripted situations.
• Supports guiding organizational change initiatives and ensuring successful leadership transitions.
• Provides thought partnership for performance management and compensation and organizational matters.
• Provides guidance to people leaders in relation to People and team dynamic issues; advances to TMR with items where more sophisticated compliance with Federal and local law expertise is needed.
• Embodies the HGV Values of Hospitality, Integrity, Leadership, Teamwork, Ownership, Now,
• Completes all required Company training/compliance courses as assigned.
• Adheres to Company standards and maintains compliance with all policies and procedures.
• Other duties as assigned.