HR Business Partner, North America

Panthera is devoted exclusively to the conservation of the world's 40 wild cat species and their landscapes and ecosystems.

Panthera's unique focus on the wild cat species leads to a high level of conservation impact. Utilizing the expertise of the world's premier cat biologists, Panthera develops and implements global strategies for the most imperiled species, including lions, tigers, leopards, jaguars, cheetahs, mountain lions, snow leopards, and the 33 species of small cats.

Representing the most comprehensive effort of its kind, Panthera partners with other local and international NGOs, scientific institutions, local communities, and governments around the globe, as well as citizens who want to help ensure a future for wild cats.

Founded in 2006, Panthera's budgeted revenues have grown too close to $30 million in 2023, with continued planned growth to $50 million in the longer-term strategic planning horizon.

Panthera Corporation consists of Panthera Corporation- USA and several foreign legal entities and foreign branch offices.

Panthera is led by a world-class species conservation CEO, Fred Launay, who is supported by a highly competent and dedicated Board of Directors.

For more on Panthera, visit www.panthera.org.

Overview of the Position

The HR Business Partner, North America position is responsible for aligning business objectives with employees and management in North America.

The position formulates partnerships across the HR function to deliver value-added service to management and employees in the North America region that reflects the business objectives of the organization.

The HR Business Partner maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.

The HR Business Partner will collect, compile, and analyze HR data, metrics, and statistics, and apply this data to make recommendations related to recruitment, retention, and legal compliance.

This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions in the department.

Core Responsibilities

• Conducts bi-weekly meetings with regional staff.
• Consults with line management, providing HR guidance when appropriate.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.

Partners with the Chief Administrative Officer as needed.

• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides HR policy guidance and interpretation.
• Works with the HR Manager to develop contract terms for new hires, promotions and transfers.
• Provides guidance and input on business unit restructures, workforce planning and succession planning.
• Identifies training needs for business units and individual executive coaching needs.
• Provide recruitment support by advertising and updating job descriptions, coordinating interviews and administering assessments as needed.

Data Management Responsibilities

• Collects and compiles HR metrics and data from a variety of sources including the human resource information system (HRIS) and payroll outputs, management and employee surveys, exit interviews, employment records, government labor statistics, competitors' practices, and other sources.
• Analyzes data and statistics for trends and patterns with attention to recruitment, hiring practices, motivation, turnover, and compliance with employment laws and regulations.
• Based on metrics and analysis, makes recommendations for policies and activities to improve the organizational culture including suggestions to attract and hire qualified candidates, to motivate and retain employees, to address staffing issues, and to maintain legal compliance.
• Ensures compliance with data privacy regulations and best practices.
• Performs other related duties as assigned.

Skills

• Excellent verbal and written communication skills.
• Excellent interpersonal and customer service skills.
• Excellent organizational skills and attention to detail.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Proficient with Microsoft Office Suite or related software.

Education and Experience

• Minimum of 5 years of experience resolving complex employee relations issues.
• Minimum of 3 years of HRIS front and back end experience
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal, state and country specific employment laws.

Bachelor's degree preferred.