Associate Manager of People Business Partners

As the Associate Manager of People Business Partners at Buyers Edge Platform, you'll oversee strategic HR leadership, employee relations, and global HR compliance. You'll partner closely with senior leadership to implement People strategies that align with business objectives. This role also involves advising on complex employee issues, leading performance management processes, and championing diversity, equity, and inclusion initiatives.

To qualify for the Associate Manager of People Business Partners position at Buyers Edge Platform, candidates should possess a Bachelor's Degree in Human Resources Management or Business Administration along with at least 5 years of progressive HR experience. Global HR experience is a must, and previous experience in a matrixed organization is highly desirable. Furthermore, strong knowledge in employee relations, performance management, and HR analytics is essential.

The Associate Manager of People Business Partners role at Buyers Edge Platform offers a hybrid work model, allowing you to work from our Waltham office part of the week while enjoying flexibility for remote work. This setup promotes work-life balance while ensuring you can engage effectively with team members and stakeholders across the organization.

At Buyers Edge Platform, employee development is a priority. In the Associate Manager of People Business Partners role, you'll have access to thorough training programs that equip you with the skills to excel in your position. Beyond that, our culture encourages continuous learning and career growth through coaching and ongoing support from leadership.

The culture at Buyers Edge Platform is rooted in collaboration, inclusivity, and innovation. As an Associate Manager of People Business Partners, you'll be encouraged to bring your unique perspectives and ideas to the table. We foster an environment where every employee can thrive and contribute to our mission of enhancing the foodservice supply chain through powerful partnerships and technology.

To improve employee relations, I would focus on enhancing communication channels, conducting regular feedback sessions, and implementing conflict resolution processes. By fostering an open dialogue and actively addressing concerns, we can create a positive work environment that promotes engagement and retention.

Ensuring compliance starts with a thorough understanding of local labor laws in each region we operate. I would maintain up-to-date knowledge through continuous learning and collaboration with legal experts. Regular audits of HR policies would also be critical to ensure that we meet compliance requirements effectively.

In my previous roles, I have successfully implemented performance management systems that emphasize continuous feedback and development. I focus on aligning individual performance with organizational goals and ensuring that managers are equipped with the tools to facilitate meaningful discussions with their teams about growth and improvement.

To drive DEI initiatives, I would collaborate with cross-functional teams to develop relevant programs and ensure they align with company values. Conducting assessments to identify gaps and providing education and training to staff about the importance of DEI are also key elements of my approach.

I prioritize projects by assessing their impact on business objectives and their urgency. Creating a structured timeline and breaking projects into actionable steps allows me to manage my time effectively. Communication with stakeholders to set expectations is crucial to keeping projects on track.

During a previous merger, I facilitated workshops to address employee concerns and align team goals. By being transparent and providing clear communication throughout the process, I helped to mitigate resistance and foster an environment where employees felt supported and engaged in the transition.

I've used tools like ADP Workforce Now and Tableau to analyze HR data. By leveraging these analytics, I can identify trends related to employee engagement, turnover, and performance metrics, which inform our HR strategies and initiatives, allowing us to make data-driven decisions that enhance workforce effectiveness.

Fostering trust begins with my transparency and approachability. I encourage ongoing feedback and actively seek input from team members on decisions that affect their work. Regular one-on-one meetings help maintain that trust and create an environment ripe for collaboration.

Coaching is foundational to my management style. I believe in empowering team members by providing guidance and support. I focus on their individual strengths and areas for growth, offering constructive feedback and encouraging them to take on new challenges.

Innovation is crucial in HR to adapt to the ever-evolving workforce landscape. At Buyers Edge Platform, it enables us to stay competitive and responsive to employee needs. Embracing innovative practices such as technology in recruitment and performance management can enhance organizational efficiency and employee satisfaction.