Senior People Solutions Partner

Who we are...

Verra Mobility is a global leader in smart mobility. We develop technology-enabled solutions that help the world move safely and easily. We are fostering the development of safe cities working with police departments and municipalities to install over 4000 red-light speed and school bus stop arm safety cameras across North America. We are also creating smart roadways serving the worlds largest commercial fleets and rental car companies to manage tolling transactions and violations for over 8.5 million vehicles. And we are a leading provider of connected systems processing nearly 165 million transactions each year across 50 individual tolling authorities.

Culture

Verra Mobility Corporation is a dynamic entrepreneurial company that operates with a people-first philosophy and approach. The company lives by its core values - Do Whats Right Choose Courage over Comfort Win Together and Own It - in everything it does for its customers and team members. The company seeks to grow both organically and through acquisition to continue to be the undisputed market leader with a bias for action customer focus teamwork drive for results and commitment to excellence.

The Opportunity

At Verra Mobility we dont believe the People function exists to simply support the business. We believe it shapes it.

We are looking for a Senior People Solutions Partner to join our People teama nontraditional highimpact role designed for an HR Business Partner who thrives on solving complex enterprise-level people challenges and driving change across the wider business.

This is not a traditional HR Business Partner role. You will not own a specific client group provide daytoday HR support or lead internal communications. Instead youll operate as an enterprise problem solver partnering across business units and centers of excellence to own design and execute strategic and cyclical people initiatives that move the organization forward.

HR Problem Solvers are dedicated to project ownership and execution of strategic and cyclical processes. While you wont have an assigned client group you will work across all business units and Centers of Excellence. Coaching leaders will include Director level and above.

Position Summary:

A dynamic pool of problem solvers that work on various strategic projects and own processes and can be deployed to projects based on where their expertise would add the most value and what HR issues arise in the business. This team works collaborative on project-based work such as career frameworks and job architecture structures creating and upgrading resources practices and policies used by HR and the workforce and solving HRs most pressing challenges that will drive valuable outcomes.

Key Responsibilities:

• Problem solvers primary job is to define talent problems and hypothesize test and build solutions. They serve as the Generalists for all businesses
• Problem solvers work with agility on more temporary project assignments and can be redeployed based on need
• Work closely with their end users employees and managers and with COE teams whoprovide them with deep HR expertise to help them with their project assignmentsso they candelivercustomer-centricsolutions
• Helps to address employees and managers most urgent needs supporting higher level responsibilities that are not self-serve or automated
• Provide unique value to the team with their understanding of the business and can help design relevant scalable solutions
• Demonstrate high agility by embracing innovative ideas being comfortable with iterative ways of working synthesizing a wide range of information having interest in collaborating with individuals throughout HR and the organization
• Tailor communication based on their audience
• Project management
• Process creation and ownership (Talent management Employee Relations Employee Experience L&D Total rewards) for problems and implementations (Internal Cyclical processes) needed
• Keeping a pulse on the business and the employees in the org (ex: round tables focus groups etc.)

Business Qualifications

• 3 years working in an HR Business Partner HR Generalist or HR Consultant role
• Has supported/advised client groups of >150 employees for all HR related matters.
• Has worked in or demonstrated effective partnerships regarding employee relations compensation benefits talent HR operations etc.
• Has had accountability for successfully leading career frameworks and job architecture programs
• Has been involved in succession planning at an organization with >300 employees
• Has applied change management tools methodologies and practices to an impactful change event
• Has activated performance review/management processes merit processes engagement processes and employee development processes for a mid- to large-size organization or client group of >150 employees

Individual Qualifications

• Bachelors Degree in Human Resources Business or a related field of study
• Certifications for Human Resource Professionals (PHR/SPHR SHRM-CP/SCP etc.) preferred.
• Minimum 3 years of experience in an HR Generalist role
• Demonstrated experience building relationships and working directly with senior stakeholders.
• Excellent written and verbal communication high-quality document preparation and solid presentation skills.
• Strong business acumen and ability to work well across different functions in order to integrate HR and business strategies.
• Exceptional listening skills and ability to relate to influence and coach employees of all levels in the organization.
• Ability to work independently and actively as a member of both Business and HR teams.

Key Competencies

• Innovative & Change Mindset
• Model Ethics & Core Values
• Consider Stakeholder Input
• Ensures Accountability
• Decision Quality
• Communicates Effectively