The People Partner provides essential human resources support to managers and employees, focusing on enhancing the employee experience, driving business outcomes, and utilizing data for informed decision-making.

This opportunity will be onsite daily at our location in Mt Juliet, Tennessee.

Key Responsibilities:

• Employee and Manager Support: Offer comprehensive coaching and counseling on performance and behavioral challenges, answer workplace-related questions, and listen to concerns.

• Talent Management: Collaborate with the People Business Partner to identify talent needs and apply talent programs and processes.

• Investigation and Resolution: Handle urgent investigation requests from employees, managers, Legal, and the People Experience Center.

• Proactive Collaboration: Work with People Business Partners, managers, and leaders to provide insights and trends that impact business results.

• Feedback and Coaching: Reinforce the principles of Success in Leading Employees, guiding managers to make informed decisions while focusing on the employee experience.

• Relationship Building: Serve as a key resource to managers and People Business Partners, providing training to enhance engagement and management of people resources.

• Cross-functional Collaboration: Maintain strong relationships with Talent Acquisition and the People Experience Center to support business objectives.

Vision and Values:

• People First: Prioritize the well-being and potential of employees.

• Empowerment: Enable employees to perform their best work.

• Diversity, Equity, and Inclusion: Embed these principles in all practices.

Success Factors:

• Building and maintaining strong relationships.

• Providing insightful feedback and coaching.

• Collaborating effectively with cross-functional teams.

As the People Partner you will be pivotal in promoting The Assurant Way, ensuring policies, procedures, and practices minimize risk and support a positive employee experience.

What will be my duties and responsibilities in this job?

• The People Partner, focusing on the employee experience, provides proactive and reactive coaching and consultative human resources advice and services to all employees of Assurant in their designated business unit from intake to resolution. This coaching and advice is centered around and leverages the core learnings of Success in Leading Employees (i.e. StAR/StAR-AR, GROW) as they counsel on Performance Development and Performance Improvement situations. They will build and maintain strong working relationships with Managers and with the People Business Partners for their client group.

• Provides hiring & staffing assistance such as interviewing, assessing and selection to managers as needed. Including effective compensation management and development of job descriptions for needed positions.

• Works with managers in client group in their efforts around Employee Engagement that could include action planning, team meetings and follow-up to ensure closure on plans.

• Provides performance coaching and advice which may include participation in meetings with employees and managers.

• Provides advice on policy interpretation with the focus on advising managers to always use their judgment and discretion. The Partner will leverage the Success in Leading Employees information in their interactions with managers and promote the use of this information to the Managers.

• Provides education and training to managers as needed in areas such as FMLA, Union Avoidance, Wage and Hour, Accommodations etc. Collaboratively makes decisions about training needed by consulting with managers, Legal and/or People Business Partner.

• Performs consultation responsibilities to assist managers & leaders in the termination process whether a reduction in force or a voluntary or involuntary termination including participating in any termination meeting with employees.

• Facilitates the end-to-end process of the reduction in force in consultation with the People Business Partner and Business leadership. This will include the assessment of talent, notification to impacted associates and continued support to those employees after notification.

• Performs more routine inquiries, research or investigation into issues raised by employees, managers, or other sources.

• Participates in additional projects as identified by the People Organization leadership.

• The People Partner leverages NeoCase/ ERIN, to document and manage the types of situations that come to them from managers and employees. The Partner will use multiple tools (Workday, Peakon, ERIN, etc.) to mine data for their client groups and use the analytics to drive performance in the organization. In addition, the Partner will recommend updates and suggestions to the content in the KnowledgeBase and in the analytics that will improve the content available to them and to the managers.

• The People Partner will develop and maintain relationships with members of the People Experience Center team to expedite and ensure that employee and manager concerns or requests which have been escalated are responded to in a timely, consistent, and accurate manner as well as documented appropriately.

What are the requirements needed for this position?

• Bachelor’s degree in a related area with 1 year of experience in an HR professional role or a minimum of 4 years’ experience in an HR professional role. Experience must include coaching and advising all levels of employees in areas such as performance, organizational change, employee engagement, working relationships.

• Minimum of 2 years of experience working onsite at a manufacturing or logistics organization.

• Knowledge of employment law at the federal and state level (FMLA, ADA, FLSA, Title VII, EEO and other applicable employment related laws)

What other skills/experience would be helpful to have?

• Bi-lingual in Spanish is highly desired

• Strong analytical and problem-solving skills desired

• Certification as PHR, SPHR or SHRM, CP or SCP preferred

• Experience in handling employee-related investigations and writing report summaries

• Minimum of 1 year HR support for a workforce of a minimum of 250 employees.

How much should I expect to travel?

• Up to 5% travel

Pay Range:

Any posted pay range considers a wide range of compensation factors, including candidate background, experience and work location, while also allowing for salary growth within the position.

Expected application deadline is

If date is blank then this is a pipeline requisition, and we will continue to collect applications on an ongoing basis.

Helping People Thrive in a Connected World
Connect with us. Bring us your best work and your brightest ideas. And we’ll bring you a place where you can thrive. Learn more at jobs.assurant.com.

For U.S. benefit information, visit myassurantbenefits.com. For benefit information outside the U.S., please speak with your recruiter.

What’s the culture like at Assurant?
Our unique culture is a big reason why talented people choose Assurant. Named a Best/Great Place to Work in 13 countries and awarded the Fortune America’s Most Innovative Companies recognition in 2023, we bring together top talent around the world. Although we have a wide variety of skills and experiences, we share common characteristics that are uniquely Assurant. A passion for service. An ability to innovate in practical ways. And a willingness to take chances. We call our culture The Assurant Way.

Company Overview
Assurant is a leading global business services company that supports, protects, and connects major consumer purchases. A Fortune 500 company with a presence in 21 countries, Assurant supports the advancement of the connected world by partnering with the world’s leading brands to develop innovative solutions and deliver an enhanced customer experience through mobile device solutions, extended service contracts, vehicle protection services, renters insurance, lender-placed insurance products, and other specialty products.

Equal Opportunity Statement
Assurant is an Equal Employment Opportunity employer and does not use or consider race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other characteristic protected by federal, state, or local law in employment decisions.