Human Resources Business Partner
Zenni Optical, United States
Job Description
Company Overview:
Zenni pioneered the online eyewear industry in 2003 with a mission to make prescription eyewear affordable and accessible to everyone. Based in Marin County, California, Zenni offers men, women, and children the freedom to express their personal style and individuality through high-quality prescription and protective eyewear curated with a sense of fashion and an incredible selection. With over 50 million frames sold worldwide, a pair of Zenni’s is owned in every country across the globe. Zenni is proud to be the Official Eyewear Partner of the Boston Red Sox, Chicago Bulls, and San Francisco 49ers. For more information, visit www.zenni.com or connect on Facebook, Twitter, Instagram, or Pinterest.
Position Overview:
We are seeking a Human Resources Business Partner to provide strategic and practical day to day HR support and guidance to assigned departments, Ensure HR practices are aligned with our overall business goals. You'll report and work closely with the VP of People and the broader HR team to create and implement HR strategies, coaching methodologies, and organizational programs that will drive Zenni's success.
In this role, you'll play a pivotal role in developing our talented employees, identifying and driving key initiatives in the areas of talent management, employee relations, performance management, and workforce planning. You'll be responsible for guiding and coaching leaders on HR matters, ensuring that our policies and procedures are consistent with local laws and regulations, and helping to create a culture that fosters innovation, collaboration, and continuous improvement.
What we want you to own in this role:
- Act as the main point of contact employee relations queries and support resolving complex issues through investigations and coaching.
- Lead and facilitate process, policy and project implementation including performance evaluations, 1:1’s and feedback, and department specific recognition programs
- Partner and collaborate with People Team partners including Recruiting, Employe Culture and Engagement, and People Operations to problem solve and ensure initiatives are implemented and consistent across the organization.
- Contribute to strategic planning, talent assessment, change management and team building initiatives
- Provide strategic business partnership, thought partnership, and coaching at all levels of assigned departments
Culture and Engagement
- Gather feedback to share with Employee Culture and Engagement lead
- Champion and facilitate the implementation with the implementation of any culture related initiatives
- Reinforce and recognize behaviors that align with Company values and culture
- Request support from Culture and Engagement team as needed
- People Operations
- Ensure familiarity with people processes and policies
- Ensure processes and policies are communicated followed consistently
- Share feedback and suggestions for policy/process improvement with the People operations team.
- Collaborate with department leaders to design and facilitate team and offsite meetings and team building activities as needed.
Performance and Development
- Employee Development and Succession Planning
- Once a Lamp;D function is in place, collaborate to Identify training and development needs for teams and individuals, and facilitate team development/individual development tracks.
- Proactively assess team, manager, organizational development needs, make recommendations, and implement appropriate solutions.
- Implement Lattice Modules
- Work with leadership and managers to develop performance criteria and evaluation criteria.
- Manage and facilitate the overall annual performance review cycle and action planning out of the employee engagement surveys throughout the year.
Employee Relations
- Manage the offboarding meetings and communications for any terminations, obtain legal counsel as needed.
- Implement performance management procedures and corrective action plans as needed
- Conduct investigations and recommend action plan/interventions
Partner with Leaders and key stakeholders
- Assist with onboarding of new leaders to ensure familiarity with people related to company and departmental policies, processes and values.
- Regularly meet with department leaders to communicate any changes, and ensure that potential performance/ER issues are proactively addressed.
Strategic Initiatives
- Performance Management - policy/process and implementation
- Compensation Policy, Structure Implementation
- Over time, evolve to focus on scale and growth (as appropriate), including skill development, succession planning, international expansion
Benefits
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