HR Business Partner - Synoptek

Synoptek

We think globally, act locally. As a Managed Services Provider Synoptek provides world-class strategic IT leadership and hyper-efficient IT operational support, enabling our global client-base to grow and transform their businesses. We are excited to have experienced continuous growth and in keeping with that momentum are seeking to add talent to our team. Synoptek is a company with a heart and soul dedicated to the ongoing success and growth of our employees and continued business success of the customers we support. When you partner with Synoptek, you engage with an ever-growing, ever-evolving IT organization that provides a high-caliber team, result, growth, and clarity. 

HR Business Partner

This is an amazing opportunity to work with a fast-growing Managed Services Provider. We are a company with a heart and soul dedicated to the ongoing success and growth of our employees and continued business success of the customers we support.  We foster a fun and connected environment with employee benefits extending beyond general compensation and into company sponsored events and an invested culture of learning.

The HR Business Partner will serve as a strategic advisor to practice and executive leadership, translating business goals into action.  Additionally, this role will provide end-to-end HR support to their aligned business function and its respective leaders/employees.

Responsibilities

• Strategic HR Advisory
  • Offer expert insights and recommendations on organizational design, workforce planning, and talent management.
  • Analyze trends and metrics in partnership with the HR Centers of Excellence to develop solutions, programs, and policies. Provide a point of view on emerging People topics.
  • Manage and resolve complex employee relations issues Conduct effective, thorough, and objective investigations, and identifies root cause and remediation steps as needed.
  • Maintain knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partner with the legal department as needed/required.
  • Guide business leaders in the identification, assessment, and development of top performers.
  • Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
  • Influence, develop, and execute strategic People initiatives in support of broader organizational goals.
  • Provide HR policy guidance and interpretation, including interpretation and application of our Employee Handbook
• Collaboration & Communication
  • Conduct weekly meetings with respective Practice Leaders.
  • Actively participate in practice reviews, practice leadership meetings, and other critical meetings to integrate and influence HR perspectives with business priorities.
  • Partner with all HR Centers of Excellence – Talent Acquisition, Global Mobility, Benefits, Compensation, and Talent Development partners in support of your assigned Practices. Collaborates with these partners to proactively address People needs and issues
• Talent Management
  • Provide day-to-day performance management guidance to managers (e.g., coaching, counseling, career development, disciplinary actions).
  • Execute all talent programs for assigned business groups, to include but not limited to, annual merit cycle process, talent calibrations, performance check-ins, development plans, etc.
  • Identify training needs for business units and individual executive coaching needs, and partner with Talent Management on delivering on those needs.
  • Partner with employees and leaders to ensure an effective on-boarding process.
  • Partner with business leaders and the Talent Acquisition team to identify, recruit, and onboard top talent for the organization.
  • This job description is not designed to be a comprehensive list of the duties and responsibilities required of the employee in this position, as duties, responsibilities, and activities may change at any time with or without notice.

Education

• Bachelor’s degree in Management, Human Resources, Organizational Psychology or related industry from an accredited college or university
• In lieu of undergraduate degree, the ratio is 1:1 - meaning one year of college equals one year of work experience and vice versa
• PHR/SPHR Certification preferred

Experience

• Customarily has at least 4 years of Human Resources experience, with at least 2 years of experience as an HR Business Partner.

Skills/Attributes

• Synoptek core DNA behaviors:
  • Clarity: Possesses excellent communication skills, makes a concentrated effort to speak the customers language. Ability to field questions with concise, well-constructed responses
  • OwnIT: Shows integrity, innovation, and accountability in completing daily assignments
  • Results: Solutions focused and driven to resolve conflict quickly and precisely. Proactively looks for opportunities to contribute to the company’s business goals
  • Growth: Willing to learn and ask questions. Constantly looking for new ways to improve yourself. Ability to adapt and grow in a fast-paced environment
  • Team: Embraces both customers and colleagues as team members. Ability to be flexible, respectful, engaged and collaborative
• Strong business acumen and comprehensive understanding of organizational dynamics.
• Proficient in managing multiple priorities and complex issues within tight deadlines.
• Strong communication, leadership, facilitation, and interpersonal skills.
• High degree of problem solving and decision-making skills.
• Understanding of all HR functional areas (TA, Compensation, Benefits, etc.)
• Expert knowledge of applicable employment laws, compensation philosophies, and HR processes
• Makes well-reasoned, appropriate decisions with limited guidance.
• Experience in influencing high-level, strategic decisions and working with executive leadership, including change management and communication.
• Demonstrated success in delivering strategic HR leadership and driving organizational excellence.
• Strong team player who is willing to “roll-up” their sleeves in support of the team.
• Comfortable working in a highly fast paced, changing industry.

Working Conditions

We live by the motto ‘work hard, play hard’ and strive to support our employees in both their professional and personal goals. We believe that by hiring the right people, leading process improvement, and leveraging technology, we achieve superior results.

Work is performed primarily in an office or remote environment. May be subject to time constraints and tight deadlines. May require occasional travel.

Salary Range

The following information is required by the Colorado Equal Pay Transparency Act and applies only to individuals working in the state of Colorado. The anticipated starting pay range for Denver, Colorado applicants for this role is $100,204 - $121,757 with a median of $110,948. Actual compensation is impacted by a number of factors including, but not limited to, skill set, level of experience, specific work locations and any potential licenses and certifications required for that role.

The following information is required by the California Equal Pay Transparency Act and applies only to individuals working in the state of California. The anticipated starting pay range for Irvine, California applicants for this role is $98,385-$120,828 with a median of $109,553. Actual compensation is impacted by a number of factors including, but not limited to, skill set, level of experience, specific work locations and any potential licenses and certifications required for that role.

EEO Statement

We are proud to be an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, veteran status, sexual orientation, gender identity, marital status, pregnancy, genetic information, or any other characteristic protected by law and will not be discriminated against on the basis of disability. It is our intention that all qualified applicants are given equal opportunity and that employment decisions be based on job-related factors.