Stoneridge Software is hiring a
People Business Partner

Summary

Join our team at Stoneridge Software as a People Business Partner to champion our people through our five core values: Integrity, Client-centric, Technical Excellence, Tenacity and Enjoy Our Work. As a key contributor to the people team, you will support successful outcomes by consulting and providing continuous HR guidance that is aligned to our people engagement goals, team member satisfaction, and key business results.

Responsibilities

• Collaborate with business leaders to align people initiatives with business goals, focusing on talent management, leadership, diversity, and culture
• Work closely with other People Business Partners for all people programs
• Partner with Total Rewards Manager to help manage compensation structures, benefits programs, and ensure competitive and fair compensation practices
• Partner with Team Member Experience Team Manager to develop strategies to enhance employee engagement, satisfaction, and retention
• Display proficiency in managing HR projects and taking on additional tasks and initiatives that support the organization’s goals
• Use data and insights to diagnose and recommend improvements in talent management, compensation, and organizational risks
• Manage all Employee Relations matters: address and resolve workplace conflicts, mediate conflicts and disputes, conduct investigations, and foster a positive workplace culture and promote employee engagement
• Effectively utilize HR Metrics and reporting, collect and analyze data to track key performance indicators, make and provide insights for decision-making, measure impact, and drive continuous improvement
• Utilize UKG and other technology tools for efficient HR processes and data management
• Predict and address talent needs and develop strategies for talent development
• Identify and nurture talent within the organization for key leadership positions
• Develop and drive talent management programs including career development, career pathing, role definition and succession planning
• Conduct trainings for team discoveries, relationship guides, project team discoveries and ad hoc requests for Predictive Index
• Lead change initiatives, develop change management plans, and ensure smooth adaptation to new structures and processes
• Monitor leadership performance, design interventions to improve team capabilities, and coach leaders to drive organizational change
• Oversee Performance Management by implementing and overseeing performance processes for clients, including goal setting, feedback, coaching, performance development plans, and performance improvement plans
• Provide guidance and consultation to leadership and managers, including coaching and mentoring
• Role model core values and behaviors
• Ensure HR policies and practices comply with relevant employment labor laws and regulations
• Ensure compliance and partner with outside legal counsel as needed for annual team member handbook review, immigration with updates and policy changes
• Promote DEIB within the organization through policies, programs, and initiatives
• Handle sensitive information with strict confidence and maintain a professional demeanor
• Foster and champion psychological safety and a positive team environment