Human Resources Business Partner

2 days left

Employer
MFS Investment Management
Location
Boston, USA
Salary
Competitive
Posted
Apr 29, 2022
Closes
May 29, 2022
Ref
14686181
Job Function
Other
Industry Sector
Finance - General
Employment Type
Full Time
Education
Bachelors
At MFS, you will find a culture that supports you in doing what you do best. Our employees work together to reach better outcomes, favoring the strongest idea over the strongest individual. We put people first and demonstrate care and compassion for our community and each other. Because what we do matters - to us as valued professionals and to the millions of people and institutions who rely on us to help them build more secure and prosperous futures.

What you will be responsible for:
Job Summary: The HR Business Partner provides both strategic and operational Human Resources consultation to assigned client groups. Partners with senior business unit leaders and line management as well as specialists in HR Centers of Expertise (COE) to educate, advise and coach client groups on issues involving, but not limited to, employee relations, workforce planning, learning and development, talent acquisition, compensation, benefits, organizational development and succession planning. Acts as an integral partner with the business unit leadership team, contributing to business decisions. Provides proactive senior HR support to align business unit strategic objectives with employees and management. Partners with business leaders for effective implementation of HR programs and management techniques. Leverages knowledge of the business goals and activities and application of HR principles to increase workforce effectiveness and support the creation of an engaged workforce.
Principal Responsibilities:
  • Leverages understanding of business unit strategic goals and key business drivers to implement HR programs focused on both short and long-term (3 - 5 year) initiatives. Supports and facilitates organizational change by seeking and developing ways for the client group to be more effective. Helps to build an organizational capacity for change.
  • Analyzes HR needs of business lines and develops/implements specified programs to meet objectives and increase the effectiveness of employees and/or works with to adjust as needed for the business line/department. Supports business processes, goals and strategy transitions, organizational changes to facilitate employee acceptance.
    • Leverages employee data (e.g. exit interviews, climate survey results, turnover analytics) and the performance management system to improve employee engagement, performance and retention.
    • Analyzes trends and metrics, in partnership with the COE, to develop solutions, programs and policies. Within established programs, provides guidance, interpretation and input on business unit/department organization restructures and transitions, workforce planning, and input into the broader succession planning process.
  • Carefully weigh business unit requests against degree of business impact, enterprise priorities and the potential value-add for the organization. Assures client group's needs are reflected in the HR Business Plan. Contributes to the development of annual HR budget and strategic initiatives.
  • Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
  • Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory and policy compliance.
    • Provides guidance to managers and employees regarding interpretation of company policies and procedures.
    • Ensures business unit procedures are consistent with company values, philosophies, concepts and principles and employment law and regulations.
  • Provides day-to-day performance management guidance to business unit heads and department leaders (coaching, counseling, career development, disciplinary actions). Works closely with business line/department management and employees to improve work relationships, build morale, increase employee commitment, engagement, productivity and retention.
  • Facilitates department restructuring programs and works with managers to ensure smooth transition and minimal employee impact.
  • Conducts needs analysis of client group and works with COE to deliver appropriate training programs and tools.
    • Provides performance management consultation and programs such as Talent Review and 360 Degree Feedback.
    • Provides coaching and consulting to client managers in order to enhance their people and performance management skills.
  • Works with clients on workforce planning to determine appropriate staffing levels for business unit effectiveness. Liaise with Talent Acquisition staff on sourcing strategy and monitors progress on key metrics to ensure attraction and engagement of talent.
  • Presents to COE special requests from business units along with business rationale as part of the planning process. Presents new COE initiatives to business units to garner support for implementation. Works with all parties to negotiate appropriate timeliness and assess strategic impact.
  • Advises and educates managers with regard to COE policies and programs such as:
    • Compensation fundamentals, including salary recommendations, job description development, internal and external equity, and salary and incentive compensation planning.
    • Implements employee communication forums and other targeted business specific communications.
    • Garners mutual support for final decisions.
  • Remains abreast of organizational/people changes within client group and communicates changes to appropriate specialists in COE.
  • Performs additional duties as required.

Qualifications:
  • Bachelors degree or equivalent and a minimum of 5-7 years progressive Human Resources experience; knowledge and experience in the financial services industry preferred.
  • Ability to work independently and interact with all levels of management.
  • Strong consulting, coaching, negotiating, and influencing skills.
  • Demonstrated experience in building and maintaining strong relationships with senior leaders.
  • Excellent interpersonal and communication (both verbal and written) skills.
  • Strong leadership and conflict resolution skills.

#LI-CP1 #LI-HYBRID

What we offer:
  • Generous time-off provided: including "Responsible time off" for many roles, paid company holidays when the US Stock Exchange is closed, plus paid volunteer time
  • Family Focus: Up to 20 weeks of paid leave for new parents, back-up care program, dependent care flexible spending account, adoption assistance, generous caregiver leave
  • Health and Welfare: Competitive medical, vision and dental plans, plus tax-free health savings accounts with company contributions
  • Wellness Programs: Robust wellness webinars, employee assistance program, gym reimbursement through our medical plans, fitness center discounts and more
  • Life & Disability Benefits: Company-paid basic life insurance and short-term disability
  • Financial Benefits: 401(k) savings plan, Defined Contribution plan- 15% of base salary invested into the Plan, competitive total compensation programs


MFS is a hybrid work environment (remote/onsite) unless otherwise stated in the job posting .

This position will require individuals to be fully vaccinated against COVID-19 as part of their job responsibilities, unless MFS approves an exemption as an accommodation due to a medical condition or sincerely held religious belief. Submission of an exemption request does not guarantee that an exemption will be approved or that the request can be accommodated.
If any applicant is unable to complete an application or respond to a job opening because of a disability, please contact MFS at 617-954-5000 or email talent_acquisition@mfs.com for assistance.

MFS is an Affirmative Action and Equal Opportunity Employer and it is our policy to not discriminate against any employee or applicant for employment because of race, color, religion, sex, national origin, age, marital status, sexual orientation, gender identity, genetic information, disability, veteran status, or any other status protected by federal, state or local laws. Employees and applicants of MFS will not be subject to harassment on the basis of their status. Additionally, retaliation, including intimidation, threats, or coercion, because an employee or applicant has objected to discrimination, engaged or may engage in filing a complaint, assisted in a review, investigation, or hearing or have otherwise sought to obtain their legal rights under any Federal, State, or local EEO law is prohibited. Please see the EEO is the Law document and Pay Transparency Nondiscrimination Provision , linked for your reference.

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