Human Resources Business Partner (P1079)

84.51° Overview:

84.51° is a retail data science, insights and media company. We help The Kroger Co., consumer packaged goods companies, agencies, publishers and affiliates create more personalized and valuable experiences for shoppers across the path to purchase.

Powered by cutting-edge science, we utilize first-party retail data from more than 62 million U.S. households sourced through the Kroger Plus loyalty card program to fuel a more customer-centric journey using 84.51° Insights, 84.51° Loyalty Marketing and our retail media advertising solution, Kroger Precision Marketing.

Join us at 84.51°!

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The HR Business Partner (HRBP) serves as a strategic partner to designated business units, proactively aligning HR objectives with business strategy. This role acts as a trusted advisor and change agent, collaborating with business leaders to identify and prioritize critical people priorities and deliver impactful HR solutions. The HRBP will drive organizational effectiveness and enhance employee engagement through integrated talent management strategies, championing inclusion & belonging initiatives, implementing effective rewards and recognition programs, and fostering a high-performance culture. This role requires a deep understanding of the business and the ability to translate business goals into actionable HR strategies.

RESPONSIBILITIES:

• Strategic Business Partnering: Serve as a proactive and strategic HR partner to assigned business leaders, developing a deep understanding of their business objectives, challenges, and opportunities. Translate business strategy into actionable HR plans and initiatives that drive organizational performance.
• Talent Management & Development: Partner with leaders to identify, develop, and retain high-potential talent. Implement effective talent management strategies, including succession planning, performance management, talent review assessments, and leadership development programs, to build organizational capability and support future growth.
• Organizational Effectiveness & Change Management: Lead and support organizational design and development initiatives to optimize structure, processes, and workflows. Act as a change agent, guiding leaders and employees through organizational transformations, ensuring smooth adoption and minimal disruption.
• Associate Engagement & Culture: Champion a positive and inclusive work environment. Utilize the company's listening strategy (including surveys) to diagnose engagement drivers, develop targeted interventions & action plans, and foster a culture aligned with the company's values.
• Performance Management Excellence: Collaborate with the HR Talent and Operations team to drive the continuous improvement of performance management processes and tools, leveraging Workday capabilities to enable effective feedback, goal setting, and development planning that aligns with business objectives.
• Associate Relations & Risk Management: Proactively address employee relations issues, providing expert consultation and guidance to managers and employees. Conduct thorough investigations, ensure fair and consistent application of policies, and mitigate organizational risk, escalating complex matters to the HRBP Director as needed.
• HR Center of Excellence (CoE) Integration & Collaboration: Partner effectively with other HR functions (e.g., Talent Acquisition, Total Rewards, HR Operations, Early Career, Talent Development) to ensure seamless delivery of integrated HR solutions and positive employee experience. Continuously seek opportunities to optimize HR practices for greater business impact.
• Data-Driven Insights: Utilize HR data and workforce analytics to identify trends, diagnose organizational challenges, and develop data-driven HR strategies and solutions. Provide insightful reports and recommendations to business leaders to inform decision-making.
• Project Leadership: Lead cross-functional teams and manage small to medium-scale HR and business-related projects, ensuring timely and effective delivery of results.
• End-to-End Associate Experience: Oversee the onboarding and offboarding process, conducting insightful exit interviews, analyzing data to identify trends and areas for improvement, ensuring accurate recordkeeping in Workday, and managing unemployment determinations in compliance with state regulations. Build and maintain ongoing relationships with key talent to influence and accelerate career development.

QUALIFICATIONS, SKILLS, AND EXPERIENCE:

• A minimum of 3-5 years of progressive HR Business Partner experience, with a proven track record of supporting and influencing senior leadership.
• Bachelor’s degree required.
• SHRM-CP or PHR certification preferred.
• Demonstrated ability to think strategically and translate business objectives into effective HR strategies and initiatives.
• Strong understanding of best-in-class HR practices and a passion for driving organizational effectiveness and employee engagement.
• Experience in designing and implementing programs in talent management, organizational development, change management, employee engagement, employee relations, performance management, and compensation.
• Comfortable challenging the status quo constructively and driving innovation in a dynamic environment.
• Excellent communication, interpersonal, and influencing skills, with the ability to build strong relationships and credibility with all levels of the organization.
• Strong analytical and problem-solving skills, with the ability to interpret data and draw meaningful insights.
• Proficiency in utilizing HRIS systems, preferably Workday, to manage employee data and drive process improvements.
• Experience working within Consumer-Packaged Goods companies (CPGs), Consulting, Technology, or a related fast-paced industry is preferred

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