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HR Business Partner/People Partner

  • Philadelphia, PA, USA
  • hot
Job #: 44573
Ranked as #12 on Forbes’ List of 25 Fastest Growing Public Tech Companies for 2017, EPAM is committed to providing our global team of 25,900+ EPAMers with inspiring careers from day one. EPAMers lead with passion and honesty, and think creatively. Our people are the source of our success and we value collaboration, try to always understand our customers’ business, and strive for the highest standards of excellence. No matter where you are located, you’ll join a dedicated, diverse community that will help you discover your fullest potential.

DESCRIPTION


You are sharp, driven and inquisitive. You are not afraid to take risks and grow by learning from mistakes. You let your voice be heard and love a good challenge. If this sounds like you, this could be the perfect opportunity to join EPAM as HR Business Partner/People Partner supporting multiple groups based in the United States – predominantly in Philadelphia, New York, McLean, and San Francisco. Scroll down to learn more about the position’s responsibilities and requirements.

EPAM is looking to add an experienced HR Business Partner/People Partner to provide strategy, leadership and implementation capabilities across our talent programs and initiatives to enable EPAM to attract, develop, engage, leverage, and retain talent. This is a key role, shaping and influencing business strategy as it applies to human capital, retention and development as well as change management. Areas of demonstrated focus include organizational effectiveness, retention, employee development and talent management.

What You’ll Do

  • Build a close and trusted relationship with stakeholders as the key face of the People organization for that entity
  • Create and implement a strategic people engagement plan and help managers effectively lead and develop their teams including the provision of feedback, supporting their development, conducting assessments, identifying and managing key talent, developing succession plans, or making decisions about promotions or compensation
  • Support leaders and managers in effectively dealing with specific people-related issues or challenges. Provide coaching and support across all areas of Employee Relations including absence management, disciplinary, grievances and performance management in accordance with Company values, policies and procedures
  • Develop and maintain close and positive relationships with leaders and employees. Leverage information from various sources that can help implement specific actions that can enhance employee engagement and retention
  • In cooperation with the business leadership, advise on approaches to reward and recognition practices:
    • Provide input for the salary and bonus decisions and the effective and meaningful use of available budgets
    • Work with leaders and managers throughout the annual compensation cycle and help ensure adherence to corporate guidelines, and the fairness and consistency of the decisions made
  • Work with business leaders, local HR and the Talent Acquisition team to ensure job offers and contracts are competitive and reasonable based on market information available and they are in line internal company guidelines and policies
  • Together with local HR ensure that there is an effective onboarding process in place for new joiners. Support the integration of local joiners and people relocating from other EPAM offices
  • Help identify training and development needs and provide input for budgeting and planning specific training programs
  • Maintain organizational structure and support changes
  • Create a communication and people engagement strategy in the form of informal communication (Yammer, videos), town halls, newsletters, and adhoc updates

What You Have

  • Bachelor’s Degree; 7+ years of progressive human resources (or related) experience in a fast-paced, innovative environment, including prior experience in an HR Business Partner role, ideally in a design or technology company
  • Global organizational experience strongly preferred
  • SHRM/HRCI certification preferred
  • Experience building talent strategies and related action plans to achieve the strategy
  • In-depth experience with human resources practices and disciplines including performance management, employee reward programs, pay systems, employee relations and benefits
  • Excellent interpersonal skills to develop relationships, establish trust and provide counsel in a thoughtful, sensitive and timely manner
  • In-depth knowledge of applicable legal/regulatory federal, state and local requirements to effectively reduce legal risks and ensure compliance
  • Ability to manage competing demands, prioritize, work with a sense of urgency, meet deadlines, exceed expectations, and deliver on commitments
  • Previous experience supporting a large client base of employees and developing relationships virtually, supporting locations across the country
  • Strong written and verbal communication skills
  • Considerable experience identifying and addressing internal needs: building, maintaining, and utilizing networks of relationships and community involvement
  • Some domestic travel as well as extended hours required

What We Offer

  • Medical, Dental and Vision Insurance
  • Health Savings Account
  • Flexible Spending Accounts (Healthcare, Dependent Care, Commuter)
  • Short-Term and Long-Term Disability (Company Provided)
  • Life and AD&D Insurance (Company Provided)
  • Employee Assistance Program
  • Matched 401(k) Retirement Savings Plan
  • Paid Time Off
  • Legal Plan and Identity Theft Protection
  • Accident Insurance
  • Employee Discounts
  • Pet Insurance

Equal Employment Opportunity

EPAM Systems, Inc. is an equal opportunity employer.  We recognize the value of diversity and inclusion in creating success for our customers, business partners, shareholders, employees and communities. We are committed to recruiting, hiring, developing and promoting employees without discrimination. As a global employer, this commitment includes complying with all laws in the countries in which we operate. Nevertheless, we believe equal employment practices should not be limited to what the law requires. Equal opportunity and inclusion are essential to motivate, empower and recognize the best in everyone.

At EPAM, employment actions are based on individual qualifications, without regard to race, color, religion, creed, gender, pregnancy status, sexual orientation, gender identity, gender expression, marital or familial status, national origin, ancestry, genetics, age, disability status, veteran status, citizenship status when otherwise legally able to work, or any other characteristic protected by law.

Pay Transparency Non-Discrimination Provision

EPAM will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

Affirmative Action Obligations as a U.S. Government Federal Contractor

As a U.S. federal government contractor, EPAM is committed to meet its affirmative action obligations to make good faith efforts to expand the recruiting pool of women, minorities, individuals with disabilities, and protected veterans through outreach, targeted recruitment, training opportunities and other activities. We affirm this commitment annually in EPAM’s Affirmative Action Plans. The full text of our Affirmative Action Plan for Persons with a Disability and Protected Veterans is available for inspection in the People Operations Department during normal business hours. Email the People Operations Department to schedule an appointment.

Accessibility for Applicants with Disabilities

EPAM is committed to working with and providing reasonable accommodation to individuals with disabilities. If you require an accommodation at any stage of the employment application process, please send an email to the People Operations Department including your name, a detailed description of your requested accommodation, and the best method to contact you. If you have already reviewed a job posting or submitted an application for a job, please include the requisition number. We will assist you and make a determination on your accommodation request on a case-by-case basis.

EEO is the Law. Applicants to and employees of EPAM Systems Inc., are protected under Federal law from discrimination.

EPAM Systems, Inc. participates in eVerify.

Background investigations are required for all new hires as a condition of employment, after the job offer is made. Employment will not begin until EPAM Systems receives and approves the results of the background check.

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