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 %

Yes, 15% of the time

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

The Human Resources Business Partner (“HRBP”) Manager – Problem Solver serves as a fully proficient, high-performing individual contributor business partner supporting and enabling HRBP delivery of HR support to business clients.  Performs special project work, project and program management support, flexing to provide support or services as needed.  Accountabilities and services performed include HRBP flex-support as well as manage and/or contribute to special projects, Tiger team participation, perform Project/Program management as needed, along with enablement support and process improvement.

Reporting directly to the Director, HR Business Partners, the HRBP Manager, as a flex-HRBP, 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. May 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 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:

Projects and Enablement:

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

Assists HRBPs in guiding 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.

Supports and enables execution of budgets, operational plans and performance requirements.

Supports and enables the designs, development, and delivery of People Solutions programs across multiple business functions.

Manage and/or contribute to special projects and serve as needed on Tiger teams.

Perform Project/Program management as needed, along with enablement support and process improvement.

Leverages data analytics to determine best course of action while working on projects, defining outcomes, and tracking progress.

Proactively connects with boundary and COE partners, HRBP’s, and Cross-divisional peers.

Applies strong project management skills toward collaborating, networking and communicating with employees, managers and COE teams to revamp processes.

Flex-HRBP Support:

As a flex-HRBP, 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 with People Analytics to provide key analytics and actionable insights for talent decisions and priorities.

Advises on short- and long-term talent strategies and change efforts, and engages with People Solutions to enhance people processes and organizational designs.

Partners with senior leadership to support company vision, growth, and operational objectives.

Contributes to cross-divisional people initiatives and strategies that impact leaders and employees.

Owns talent and performance management and annual compensation planning processes.

Coaches and counsels leaders on effective people leadership skills.

Acts as a change champion, supporting people initiatives and business transitions.

Reviews external data and trends to provide insights and create winning solutions for the business.

Proactively works with clients and People Solutions COEs to clarify current and anticipated workforce capability gaps and how those gaps may be closed as well as assesses business risk and develops recommendations for mitigation and ensures adequate planning to address anticipated future changes.

Other duties as assigned.

QUALIFICATIONS AND EXPERIENCE:

Minimum Requirements:

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.

Ability to work effectively with teams at all levels of the 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 storytell with data.

Preferred Qualifications:

Experience in telecommunications 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.