HR Business Partner at Mindbody
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Job Description
<div> We're revolutionizing the fitness & wellness industry, and we’re looking for talented people to help us do it. Mindbody + ClassPass bring together the best of both sides of the market: Mindbody is the industry’s most trusted all-in-one technology platform; ClassPass is one of the most popular apps for fitness & self-care enthusiasts. Together we’re partnering with more than 70,000 fitness studios, gyms, salons, and spas around the world. We’re not just another tech company—we’re far and away the leader of our industry. So join the team, work with mission-led people, and enjoy amazing benefits. Let’s see what we can accomplish together! <br/> <br/> Who we are <br/> <br/> We work together to deliver the most wellness-centric employee experience in the technology industry. Our P&C team moves fast. We embrace new ideas, benefits, and technologies to make the employment experience more inclusive, flexible, and engaging for team members across the globe. We support and inspire our employees to perform at the highest level so we can succeed in our mission together. <br/> <br/> <strong> About The Right Team Member <br/> <br/> </strong> <ul> <li> Looking for an Associate Business Partner role to support the P&C Revenue Business Partner team. The role will closely collaborate with our team, staying informed of what’s occurring in the business, P&C priorities, and helping support our employee and line-level leader base across the globe. </li> <li> The right candidate will be experienced in all areas and geographies of employee relations (or willing and able to quickly learn) and employee engagement, as well as a strong focus on foundational, HR principles. </li> <li> The role will be primarily and initially focused on employee relations, policy and guideline interpretation and advisement, and helping to create and implement foundational HR processes, as well as projects and annual HR initiative support to the BPs (annual performance reviews, compensation, succession, talent reviews). </li> <li> This is a great opportunity for someone that is interested in a career as a Business Partner, as this will build/showcase the required employee relations knowledge while giving maximum exposure and opportunities to work alongside the business partners and clients. </li> <li> The right candidate will be motivated and self-starter, who can problem solve and think analytically, when needed. </li> <li> The right candidate will have excellent communication skills, both written and verbal, and can build relationships and connect with leaders and employees across the globe and at all levels. </li> <li> The right candidate will be skilled in foundational HR principles and understand the basic HR processes and initiatives that are required of a progressive, global HR team. <br/> <br/> </li> </ul> <strong> About The Role <br/> <br/> </strong> <ul> <li> Support P&C Business Partner team to provide guidance to various departments/managers/teams across the entire company, as needed. Create and track required forms and ensure consistency in process and policy adherence. </li> <li> Work with P&C Business Partners to implement P&C programs that drive employee engagement and connect our core values to company operational objectives. </li> <li> Support the P&C Business Partner team with various projects and initiatives; often being the single point of contact/project coordinator for these areas. Receive direction from manager on how to prioritize requests. </li> <li> Involved in coordinating and conducting the exit process of team members, ensuring that departments and departing team members have a consistent exit experience. </li> <li> Support urgent business projects as outlined by P&C Business Partners, as the needs arise in areas such as: elimination of positions, promotions, addressing performance, retention, engagement, etc. </li> <li> Create reports, graphs and presentations by using analytical tools to interpret and translate data to assist Business Partner team. </li> <li> Build and maintain proper documentation of HR practices and procedures. Suggest ideas to improve existing procedures, and work with manager to ensure implementation of these updates/improvements. </li> <li> Back up P&C Business Partner as needed and support areas of the organization that need additional support. </li> <li> Administer immigration process and procedures. </li> <li> Respond to team member inquires and requests regarding defined HR procedures. </li> <li> Strong knowledge and ability to communicate details of P&C policies and procedures regarding payroll, benefits, compensation, employee development, recruiting, etc. </li> <li> Focus on quality and process improvement to continue building a customer focused experience for team members and leaders. </li> <li> Understand general business initiatives, priorities and objectives. Ability to continuously evolve and grow with the business. </li> <li> Support ad hoc administrative duties, if the P&C admin team needs additional support/guidance. </li> <li> Other duties as assigned <br/> <br/> </li> </ul> <strong> Skills & Experience <br/> <br/> </strong> <ul> <li> Bachelor's degree required. Prefer Business or HR Management. </li> <li> PHR or SHRM‐CP certification (preferred). </li> <li> Minimum of 2 years’ experience or advanced degree in lieu of experience. </li> <li> Experience with HR Technologies – HRIS & Recruiting tools: Prefer experience with ADP, Jobvite, TalentWise and DocuSign. </li> <li> Experience working with US based companies with US and International locations is preferred. </li> <li> Success working in a fast‐paced environment; experience working at a growing technology company is a plus. </li> <li> Possess a basic knowledge of federal, state and applicable local laws and regulations. </li> <li> Experience working with immigration processes and procedures is a plus. </li> <li> Experience working with performance management practices, policies and procedures. </li> <li> Analytical skills. Intermediate to Advanced knowledge of Excel and PowerPoint for presentations. </li> <li> Excellent skills with MS Office. </li> <li> A strong sense of accountability, ownership and pride in work performed. </li> <li> Self‐managing, results‐oriented, and capable of managing multiple tasks in a dynamic environment. </li> <li> Demonstrated ability to practice professional discretion; recognize and assess potential challenges in situations. </li> <li> Based on business needs, occasional travel to satellite or international locations may be required. <br/> <br/> </li> </ul> Please, upload your English resume. <br/> <br/> Have we piqued your curiosity? <br/> <br/> Sound like the role for you? We’d love to hear from you! Even if you’re not 100% sure about potential fit, we still encourage you to apply. We’re looking for the right person, not the perfect series of checkboxes. <br/> <br/> Mindbody is an Equal Opportunity Employer. We highly value diversity at our company and encourage people of all different backgrounds, experiences, abilities and perspectives to apply. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, disability status, or other protected characteristics. </div>
AI Powered Job Insights
Exciting opportunity for an HR Business Partner at Mindbody! They are on a mission to transform the fitness and wellness industry and need a talented individual to support their People and Culture team as they drive employee engagement worldwide. 📍 Location: Global (remote options available) 💼 Position: HR Business Partner ⏰ Type: Full-time 📅 Date Posted: July 11, 2024 Role Summary: - This role focuses on employee relations, HR policy interpretation, and foundational HR processes. - The ideal candidate will partner with business leaders to enhance employee engagement and implement HR initiatives. - This is an entry point for those looking to grow as a Business Partner in HR. What You'll Do: - Collaborate with the P&C Business Partner team to guide various departments. - Assist in implementing HR programs that align with company values and operational goals. - Coordinate projects and initiatives, serving as a key point of contact within the HR team. - Manage the exit process for departing employees to ensure a consistent experience. - Support urgent business projects related to performance, retention, and engagement. - Create reports and presentations using analytical tools to support decision-making. - Maintain documentation of HR practices and suggest improvements. - Administer immigration processes and respond to team member inquiries regarding HR procedures. What's Needed: - Bachelor's degree required, preferably in Business or HR Management. - PHR or SHRM-CP certification preferred. - Minimum of 2 years of HR experience, or an advanced degree in lieu of experience. - Familiarity with HR technologies and experience with tools like ADP and Jobvite is preferred. - Experience in a fast-paced technology company is a plus. - Basic knowledge of employment laws and immigration processes is an advantage. - Strong analytical skills with proficiency in Excel and PowerPoint. - Ability to manage multiple tasks and work autonomously in a dynamic environment. Overall, this is a great chance for motivated individuals eager to develop their HR skills and contribute to a leading wellness company! They welcome diverse applicants and encourage everyone to apply, regardless of their experience level.
Top Interview Questions
- Q: Can you describe your approach to managing employee relations issues within a diverse workforce?
A: My approach to managing employee relations involves proactive communication and building trust with employees. I make it a priority to understand the unique backgrounds and concerns of team members. For instance, I hold regular one-on-one check-ins to encourage open dialogue. In a previous role, when faced with a conflict among team members from different cultures, I facilitated a mediation session focusing on common goals and respect for diversity, which helped resolve misunderstandings and improve team dynamics.
- Q: What strategies do you employ to ensure that company policies are effectively communicated and adhered to by all employees?
A: To ensure effective communication of company policies, I utilize multiple channels, such as team meetings, newsletters, and training sessions. I also foster an environment where employees feel comfortable seeking clarification on policies. In my last position, I implemented a quarterly training workshop that focused not only on policy updates but also on real-life scenarios to enhance understanding. Feedback surveys post-training also helped refine communication strategies and increased compliance.
- Q: Can you provide an example of a time when you had to support a team through a significant organizational change?
A: I once supported a department through a merger that introduced new systems and processes. I facilitated change management workshops to help employees adapt and provided one-on-one coaching for those struggling. By creating a feedback loop, we identified common concerns and addressed them promptly, which helped mitigate resistance and fostered a more positive outlook toward the changes.
- Q: How do you leverage HR technology to enhance employee engagement and performance management processes?
A: I leverage HR technology by utilizing platforms like our HRIS for tracking employee performance and engagement metrics. For example, I set up regular pulse surveys using the HR software, allowing employees to share their feedback on various aspects of the workplace. This data-informed approach enabled us to tailor our engagement strategies effectively, leading to a measurable increase in employee satisfaction and retention rates over one year.
- Q: What steps would you take to ensure a consistent exit process for departing employees?
A: To ensure a consistent exit process, I would develop a standardized exit checklist that includes key steps such as conducting exit interviews, securing feedback on the employment experience, and ensuring all necessary documentation is completed. For example, in a previous role, I collaborated with department heads to educate them on the exit process, which resulted in a uniform approach that not only allowed for smooth transitions but also provided valuable insights for improving organizational culture.
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