HR Business Partner

Key Relationships:

• Functional Leadership, Specialty Business Leadership

• RI Group and RNA-TMX HR COE’s (Total Rewards, Learning & Development, Talent Acquisition, etc.)

• Market HR Directors

• Canada HR Director

• North America Branch Integration & Program Implementation (PIT) Teams

Job Summary

Responsible for execution of the US Corporate and Specialty Business HR initiatives, including, but not limited to, Succession Planning, Colleague Retention, Performance Management and the Rentokil-Terminix Employer of Choice (EOC) agenda.  This role will be responsible for hands-on partnership in the areas of training and development, change management and organizational dynamics.  This role will initiate and drive HR programs that add value and are aligned with business objectives.

Following the recent acquisition of Terminix, a key component of this role will be to lead and provide counsel on People related items to the Business leadership teams while influencing without direct authority, to garner cross-functional support of HR activities designed to improve overarching business results, retention, key talent identification, leadership development and positive colleague relations to support the successful integration of both brands at a Market level, with minimal colleague disruption.

Key Performance Indicators 

• Annualized, TTM (trailing 12 months), 90 day retention and turnover metrics for colleagues, specifically frontline Sales, Specialty Business Technicians and support function colleagues at the individual contributor and entry manager level.

• Year over year positive incremental improvement of engagement/pulse survey participation rates.  

• Interpretation of engagement/pulse survey data, colleague relations trends and investigation outcomes to identify bottom quartile performers within Functions or Specialty Businesses.  

• Timely, accurate and thorough completion of Talent Reviews, Performance Management Rating Calibration Sessions and Succession Planning with the partnership at the cadence defined by North America and Global HR COE’s.

• Timely, accurate and thorough completion of Workforce Planning processes in partnership with Sr. HR Director, Corporate and Specialty Business Leadership, at the cadence defined by North America and Global HR COE’s.

• Foster an inclusive workplace through the implementation of DEI initiatives. 

• Timely submission of all relevant position statements for any EEOC claims, charges and arbitrations.  Collaborative partnership and thought process attributing to a successful win rate for any of the above, including proactive risk mitigation.

Principal Duties and Responsibilities:

To perform this role successfully, an individual must be able to perform the essential duties satisfactorily.  The requirements listed below represent the knowledge, skills and/or abilities required.  These include, but are not limited to the following -

• Lead HR program roll-out’s and assess effectiveness of current HR practices or programs while providing recommendations on enhancements.

• Coordinate the annual performance review and merit process within assigned Corporate and Specialty Business leaders.

• Partner with Corporate/Specialty Business Sr. Directors/Directors and other Corporate/Specialty Business leadership, to continuously evaluate and improve colleague experience by interpreting engagement survey data, colleague relations trends and investigation outcomes, turnover/retention reporting via BI dashboards, organic feedback loops and branch visits. 

• Facilitate key Talent Management initiatives to include Talent Review, Performance Management Rating Calibration sessions and Succession Planning.  

• Collaborate with Corporate and Specialty Business Leadership to facilitate talent reviews and workforce planning including, but not limited to, Colleague development plans, JAS development, org design, performance management, and RIF planning.

• Educate Leadership team on talent management strategies, development opportunities, succession planning, compensation planning and policies/procedures. 

• Partner with Leadership teams to continually evaluate and develop all employees within the organization (including skill building, career planning, and retention programs).

• Leverage work-force analytics to assess human and organization health of the business and drive solutions

• Possess the ability to lead and manage multiple projects that will help the HR function continue to evolve.

• Assist others in adapting to change, role models positive change management behaviors.

• Foster an inclusive workplace where diversity and individual differences are valued, by role-modelling exceptional collaboration across functions to cultivate a culture of inclusion for all colleagues that respects individual strengths, views and experiences in order to drive innovation and deliver positive, incremental business results.

• Partner with HR COE’s, Legal and others in the execution of programs targeted to create, improve and ultimately sustain positive associate relations, while equipping and empowering frontline people leaders with the tools, knowledge and resources to mitigate or resolve colleague relations issues.
   

Required Experience:

• Bachelor’s degree and 5+ years of Field or Corporate HR Leadership experience required, or an equivalent combination of education and experience.

• Experiences in alternative functions or HR COE’s preferred.

• Demonstrable business acumen with experiences in multi-unit management.

• Progressive, hands-on HR Field or Corporate experience, supporting a geographically dispersed, customer facing, skilled labor workforce at multiple levels in a highly matrixed organization of comparable size/scope to Rentokil-Terminix.  

• Experience leading assigned projects - understanding of project management

methodology including the ability to identify and resolve issues, manage risk, develop detailed work plans, perform resource allocations, delegate work appropriately and actively participate in cross-functional leadership meetings to garner support for projects.

• Experience in developing innovative HR/People solutions, upon identifying current or potential business issues/opportunities, by questioning conventional approaches and developing/improving current processes, products and services. 

• Skill with Microsoft Office applications (Word, Excel, Outlook, PowerPoint), Google Workspace, Workday, and cloud based applications.

• Substantial working knowledge of relevant state specific EEOC, EEO and other employment laws/regulations.

• Demonstrable knowledge of market changes and forces, emerging HR technologies and HR innovations that can be leveraged to drive performance, create efficiencies and improve service through People.

• Position will require overnight travel (less than 25%).

Required Leadership Traits and Characteristics:

• Wins the trust and confidence of team members.  Makes the best decision for the Colleague and the company.  Stands out as a leader amongst leaders.

• Motivates and influences others to embrace change.

• Leads with self and peers with confidence, even in the face of unclear or challenging conditions.  Rapidly adapts to change, new information or unexpected obstacles.  

• Models effective collaboration and cooperation for the different teams.  Supports others and is sought out as a “go-to” resource.  Models and delivers Rentokil-Terminix values.

• Promotes teamwork and positive interactions through the development of strong partnerships across functions by staying connected and informed on various areas of the business.

• Identifies and resolves issues that impact teamwork, manages conflict and facilitates “win-win” solutions wherever possible.

• Collaborates with and supports other departments and teams; stays connected with various areas of the business.

• Reaches solutions to complex problems, mentors others to be great problem-solvers.

• Makes effective and independent judgements; leverages network for input when appropriate.

• Recognizes circumstances requiring urgent action.

• Develops creative solutions to complex problems.

• Demonstrates the ability to make sound situational judgements, even in the absence of precedence or experience.  

• Assumes a high level of accountability to execute and achieve results with attention to detail.

• Establishes effective timelines and meets them by executing an effective and well-organized cadence of review.

• Owns self-development and personal growth.

• Grows self and others through regular and timely feedback and encouragement.

• Clear, concise written and verbal communications, including public speaking and executive presence. 

• Listens to others and incorporates their ideas.

• Adapts message to a variety of audiences.

Formal Education, Qualifications or Training

• Bachelor’s Degree, or commensurate experience, in Human Resources, Business Management or related field

• SHRM, HRCI, PMP, TA, SCP, CP, GPHR, SPHR or PHR certification preferred

• Alternatively, Military rank of O3

• 5+ years of progressive, hands-on HR Field or Corporate HR experience supporting a geographically dispersed, customer facing, skilled labor workforce at multiple levels in a highly matrixed organization, similar in size/scope to Rentokil-Terminix.

Physical Demands and Working Conditions

The physical demands are representative of those that must be met by an employee to perform the essential function to this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Incumbent must be prepared to:

• Move up to 10 pounds occasionally, by lifting, carrying, pushing, pulling, or otherwise repositioning objects.
• Sitting for long periods of time while using office equipment such as computers, phones and etc.
• Fingering and Repetitive motions; such as movement of wrists, hands and fingers while picking, pinching and typing during your normal working environment.
• Express or exchange ideas with others through the use of spoken word, quickly, accurately, and at an easily audible volume, and receive detailed information through oral communication at usual speaking levels without correction, and/or make fine discriminations in the nature of sounds in the environment.

Incumbent is required to have:

• Close visual acuity to perform detail-oriented activities at distances close to the eyes, as well as visual acuity to perform activities at or within arm’s reach with skill, control, and accuracy, such as preparing and analyzing data, viewing computer screen and expansive reading.

Incumbent will be subject to:

• Inside working conditions: The change of building environment such as with or without air conditioning and heating.