Company

Cox Communications, Inc.

Job Family Group

People Solutions

Job Profile

HR Business Partner Manager

Management Level

Manager - Non People Leader

Flexible Work Option

Hybrid - Ability to work remotely part of the week

Travel %

No

Work Shift

Day

Compensation

Compensation includes a base salary of $99,000.00 - $165,000.00. The base salary may vary within the anticipated base pay range based on factors such as the ultimate location of the position and the selected candidate’s knowledge, skills, and abilities. Position may be eligible for additional compensation that may include an incentive program.

Job Description

At RapidScale, exceptional technology is powered by exceptional people. As a growing leader in secure, reliable managed cloud solutions, we help SMBs and enterprises alike simplify IT and unleash innovation. With a broad portfolio spanning AWS, Azure and Google to a full set of Private Cloud and Cybersecurity solutions, RapidScale helps companies turn technology into their biggest competitive advantage.  As part of the Cox family of companies, we offer best-in-class benefits, a commitment to work-life balance, and an award-winning workplace experience.

Job Description

The Human Resources Business Partner Manager serves as a fully proficient, high-performing individual contributor business partner supporting COX Business / Rapidscale through advice and or service delivery of people and talent programs, processes and service, and strategic support to leaders in the execution of business strategy.   

Reporting directly to the HRBP Director, provides client leaders with strategic guidance, design and delivery of people programs and services including recruiting, compensation, benefits, training and development, employee engagement and communications​, all People Solutions lifecycle programs and activities​, change enablement support for business leaders, strategic workforce planning and talent & succession management in support of business goals​.  Develops, aligns, and implements HR strategy and programs in support of short-term and long-term business goals, and in attracting, retaining, and developing the best talent. Provide consultation and advice on organization design, talent development, strategic workforce planning, succession management, rewards, training, leadership development and performance.  Serves as the client face of People Solutions, acting as a strategic leader who interfaces and provides liaison with other People Solutions groups (i.e., Talent Acquisition, HRTS, Talent and Skills, Compensation, as well as Employee Experience teams regarding employee engagement, employee and labor relations, and business continuity issues.  etc.)   

PRIMARY RESPONSIBILITIES AND ESSENTIAL FUNCTIONS:

Performs very intentional, relentless support, enablement, and advancement of Cox’s 3.0 vision to strengthen our customer focus, reduce costs, and invest in growth businesses. 

Assists client executives and their teams in executing growth strategies aimed at extending our network, enhancing our customer focus, growing portfolio offerings, and adapting our ways of working.

Manages and support the execution of budgets, operational plans and performance requirements.

Contributes to the design, development and delivery of People Solutions programs across multiple business functions.

Provides strategic and operational advice and partnership to senior leaders in designing and delivering people initiatives and strategies that attract, develop, and retain top talent, and through strategic analysis and actionable reporting on key trends and talent metrics.

Collaborates with and influences senior leaders to prioritize strategic people priorities and solutions that accelerate the achievement of business priorities through talent management, diversity and inclusion, rewards and recognition, and organizational effectiveness.

Works closely with People Analytics team in providing key analytics and turns insights into clear, actionable storytelling to consult with and advise leaders on talent actions and priorities aligned with business goals.

Advises leaders on the implications of short- and long-term talent decisions, strategies and change efforts.

Engages with People Solutions and senior business leaders to develop policies, programs, tools, and analytical processes to recommend/enhance people processes and organizational designs.

Partners with senior leadership to ensure delivered services and support further the company’s vision, anticipated growth, and business operational objectives.

Contributes to cross-divisional people initiatives and strategies that impact leaders, employees, and businesses across Cox Communications and our other divisions.

Provides advice and guidance to leaders and employees in assigned client groups and helps plan and implement significant People Solutions initiatives.

Owns the talent and performance management and annual compensation planning process, consulting with leadership and partnering with People Solutions’ compensation experts to ensure successful implementation.

Coaches and counsels leaders and managers on effective people leadership skills.

Analyzes and synthesizes people data to advise leaders on key talent strategies.

Proactively assesses business risk and develops recommendations for mitigation and ensures adequate planning to address anticipated future changes.

Often acts as a change champion for people initiatives and business initiatives with people impacts.

Analyzes how change can be sustained and supported through redesigned people strategies, programs, practices, policies, and processes.

Partners with leaders to advise and consult at all stages within the organizational design process.

Champions talent and development mindset, encouraging and coaching leaders to dynamically assess employees’ strengths, weaknesses and development opportunities on an ongoing basis.

Proactively works with clients and People Solutions COEs to clarify current and anticipated workforce capability gaps and how those gaps may be closed.

Interprets data insightfully and generates original insights for strategic talent priorities. Analyzes qualitative and quantitative data to solve problems and drive continuous improvement of talent priorities.  

Reviews external data and trends and provides relevant insight back into the business and creates winning solutions to keep the business ahead of the competition.

Partners with People Solutions Centers of Excellence, boundary partners, and business partners to develop policies, programs, tools and analytical processes to recommend/ enhance people processes and organizational design.

Responds to changing business needs and influences lasting change in assigned businesses by serving as a change advocate on companywide people strategies and initiatives. 

Anticipate business needs and proactively address them before they arise, while demonstrating the ability to respond swiftly to changing circumstances.

Thrive in a fast-paced, high-growth environment, adapting effectively to evolving demands and challenges.

Other duties as assigned.

Minimum Qualifications:

Bachelor’s degree in a related discipline and 6 years’ experience in a related field. The right candidate could also have a different combination, such as a master’s degree and 4 years’ experience; a Ph.D. and 1 year of experience; or 10 years’ experience in a related field

Strong knowledge of Microsoft Word, Excel and Powerpoint.

Excellent collaborative, interpersonal, leadership and communication skills and ability to influence without authority.

Ability to work effectively with teams at all levels and prior experience in a matrixed organization.

Excellent prioritization skills and ability to continually reassess and reprioritize real-time in alignment with business priorities and evolving workforce and talent needs.

Strong analytical and problem-solving skills, and ability to story tell with data.

Preferred Qualifications:

Masters degree.

Experience in technology industry.

PHR/SPHR certification

Benefits

The Company offers eligible employees the flexibility to take as much vacation with pay as they deem consistent with their duties, the company’s needs, and its obligations; seven paid holidays throughout the calendar year; and up to 160 hours of paid wellness annually for their own wellness or that of family members. Employees are also eligible for additional paid time off in the form of bereavement leave, time off to vote, jury duty leave, volunteer time off, military leave, and parental leave.

About Us

Cox Communications is all about creating moments of real human connection; and for employees, that’s true both in the workplace and in the problems we solve for customers. From building advertising solutions to unleashing IoT technologies to creating an exceptional experience for customers in our retail locations and online, we’re creating a world that is smarter and more connected. Benefits of working at Cox may include health care insurance (medical, dental, vision), retirement planning (401(k)), and paid days off (sick leave, parental leave, flexible vacation/wellness days, and/or PTO). For more details on what benefits you may be offered, visit our benefits page. Cox is an Equal Employment Opportunity employer – All qualified applicants/employees will receive consideration for employment without regard to that individual’s age, race, color, religion or creed, national origin or ancestry, sex (including pregnancy), sexual orientation, gender, gender identity, physical or mental disability, veteran status, genetic information, ethnicity, citizenship, or any other characteristic protected by law. Cox provides reasonable accommodations when requested by a qualified applicant or employee with disability, unless such accommodations would cause an undue hardship.

Applicants must currently be authorized to work in the United States for any employer without current or future sponsorship.