Assignment Task:
Building Job Postings
According to the US Department of Labor, the average cost of a bad hiring decision can equal 30 percent of the hired employee's first-year income. Inferior hiring decisions are also at the root of nearly 80 percent of worker turnover problems; the longer substandard employees stay on the job, the more it will cost to replace them. To improve the match between job candidates and recruitment needs, start by revisiting the job description. Ensure the job descriptions are thorough and accurate, more clearly defining the tasks the new hire will perform.
One of the primary goals of job analysis is to identify the job-essential characteristics that need to be present for recruits to be considered minimally qualified for the job, and those characteristics that help to identify the job candidates likely to be most successful on the job. Competencies are labels we apply to groups of related knowledge (K), skills (S), abilities (A), other characteristics (O) (referred to as a group as KSAOs) that differentiate what is essential for job performance from what is nice to have or not necessary.
For your initial post, please review the following job posting and describe at least 2-3 KSAOs that you believe are job-essential based upon your review. ALSO, share your insights regarding the most critical KSAOs for mid-level HRM leaders to demonstrate to be effective. Please support your position with examples (your may want to review actual job postings as part of your research). In your follow up posts, please compare and contrast your perspectives with KSAOs that others contribute to the discussion.
Reporting to the Director, HR Client Services, the HR Business Partner is responsible for delivering HR services and solutions to assigned business areas through proactive consultation with leaders, business advocacy within HR, and collaboration with HR Centers of Excellence. This position provides a spectrum of both strategic and tactical HR support to leaders and associates within assigned business areas.
Provides HR consultation and support to executive leaders in the strategic planning process and develops human resources strategies that support business area-specific needs. Ensures alignment between HR strategy and business objectives.
Acts as the liaison for the assigned business areas across the HR Centers of Excellence, to include talent acquisition, talent management, training, benefits, compensation, associate relations, and diversity and inclusion.
Collaborates with HR COEs to leverage expertise and deliver solutions that enable the business to meet its objectives.
Promotes leadership effectiveness and compliance with HR policies and programs though coaching of people leaders, facilitated learning programs, and delivery of standardized tools and best practices. Also, uses knowledge of various human resources functions, including recruitment, compensation, benefits, training, and associate relations, to provide tactical HR support to people managers.
Acts as an advocate for all associates. Recommends and implements solutions to resolve associate issues.
Participates in HR task forces and cross-functional initiatives.
Will support business areas in multiple geographic locations.
Will require overnight travel.