At Cox, we’re forward-thinking innovators who put people first. Our award-winning workplace culture is centered on inclusion and kindness, and we’re looking for people to join our mission to be a force for good in the world. Come build a better future with us across automotive, communications, the environment and more.

We want to do everything we can to keep our employees safe and healthy. Therefore, where permitted by applicable law, you will need to be fully vaccinated against COVID-19 to be considered for this U.S.-based job. Reasonable accommodations for medical and religious objections will of course be considered.

Keep reading to learn more about this opportunity to join the Cox family of businesses.

Role Summary

What will you do? This role is critical in executing our people initiatives, providing great internal customer support, and driving HR functional excellence and process improvement, specifically for the Residential Sales organization. You will leverage all facets of your Human Resources skills, from the tactical to the strategic. You will proactively help business leaders identify workforce gaps that will need to be addressed to meet future needs of the business but in the same day spend time with an employee who struggles with his supervisor. Your input will be needed in a group session to review a new policy development & implementation to ensure a smooth rollout while later you will draft a change management plan to ease the impact of a new organizational structure for your client. An investigation into an alleged policy violation will require your investigatory skills while your strategic orientation will help a client analyze the roles needed in her new department and how they will be paid. Your most senior client looks to you to prepare and facilitate a discussion around development plans for key talent, after which you will set time with a mid-level manager to dissect an employee discussion he could have handled better and coach him on some different approaches. The daily situations you will encounter will vary but all will allow you to grow and to show the contribution you can make. In partnership with the various functional HR areas, the HRBP drives and deploys integrated talent management, employee development, compensation, performance management and workplace strategies.

Primary Responsibilities and Essential Functions

Strategy

Primary point of contact for specific residential sales business leaders; creates strategies and approaches that align the business enterprise wide; engages resources as appropriate to ensure effectiveness

Supports business to create an integrated people plan that aligns with the strategic plans of the organization

Advises leaders on the implications of short and long-term decisions, strategies, and large-scale change efforts that will yield sustainable business results.

Executes needs analysis to capture business needs and required capabilities.   Aligns to possible organization models.

Monitors and leverages performance results and recommends improvement opportunities.

Partners with COEs and Field HR to develop policies, programs, and tools and provides timely feedback to Center, Field and/or COEs on effectiveness and value to the business.

The HRBP maintains an effective level of business literacy about their financial position, its short and long term goals and plans, its culture and its competition.

Guides, trains and directs managers and employees on the implementation of HR policies and processes to ensure appropriate legal (FMLA, ADA, EEOC, etc.) and company compliance, partnering with others in HR

Change Management

Initiates and sustains continuous dialogue with function leaders on both internal and external change issues and opportunities. Facilitates development of change plans and implementation of business transformational initiatives.

Implements and customizes CoE-initiated HR plans, programs, processes, and tools to ensure business unit needs are met while remaining compliant with policy

Facilitates and influences leaders in the development of effective organizational designs

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

Partners with Public Affairs and Talent Management on developing change management plans to support major transformations.

Talent Development

Plans and promotes the understanding, application, and improvement of strategies to address talent gaps and needs.

Supports the development and implementation of HR plans and programs with business leaders and Centers of Expertise to build and enhance organizational capability.

Collaborates with clients on leadership development, performance management, talent management, and employment/labor issues.

Facilitates team building workshops, exercises, or programs to enhance the cohesiveness of teams.

Functional Competencies

Ensures Talent – Where and When We Need It – Partners with Talent Management and Talent Acquisition teams to ensure people strategies are achieved based on a holistic understanding of our diverse workforce; enabling the attraction, development, and retention of top talent.

Facilitates Change to Fulfill Vision – Facilitates the identification of key business changes and the implementation of those changes to achieve the desired end state as a business.

Enables Peak Organizational Performance – Identifies the business need and shapes organizational solutions that drive sustainable outcomes.

Applies Business Acumen – Applies an understanding of the business by providing counsel around key people and business strategies that drive sustainable growth.

Drives Operational Excellence – Reinforces standardized policies, processes, and technology for service delivery to increase operational effectiveness and efficiency.

Positive Employee Relations – Establishes trust with constituents through proactive solution development.  Manages complex employee relations issues and conducts effective, thorough and objective investigations. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.  Advises management on solutions and partners with leaders through resolution. 

Qualifications:

 Required

8+ years of experience in human resources with increasing responsibilities.

5+ years of demonstrated experience with coaching and influencing executive level leaders

5+ years of experience with executing organizational change initiatives

Prior experience using Oracle PeopleSoft and managing data

Requires advanced computer skills including Microsoft Excel and PowerPoint

Strong consultative, interpersonal, leadership, and communication skills

Role requires the ability to be collaborative, build relationships and influencing skills.

Strong verbal and written communication skills and the ability to interact with all levels of the organization

Proactive consultative approach to problem solving and solutions oriented

Must demonstrate teamwork and the ability to partner with others to get things done

Preferred

BA/BS in Human Resources, Business Management or related field

PHR/SPHR certification

Prior experience supporting sales organizations

Prior experience in a large organization with multiple geographic locations

Who We Are

About Cox Communications

Cox Communications is committed to creating meaningful moments of human connection through broadband applications and services. The largest private telecom company in America, we proudly serve six million homes and businesses across 18 states. We're dedicated to empowering others to build a better future and celebrate diverse products, people, suppliers, communities and the characteristics that makes each one unique.

About Cox 

We are the Cox family of businesses. We’ve been making our mark since 1898 by building and evolving world-class businesses, staying true to our values, and encouraging top talent to always look for growth and impact while building a career with us.  Our primary divisions – Cox Communications and Cox Automotive – are driving a new wave of innovation, powering smart cities with powerhouse broadband communications and pioneering greener, more progressive transportation alternatives for individuals and fleet operators.  We’re also expanding into new spaces like cleantech and healthcare to rev up our momentum toward building a better future for the next generation.  We’re looking for the talent today who will be our leaders tomorrow. Sound intriguing? Learn more about where we are today, where we hope you’ll be going with us, and the common purpose that unites us at coxenterprises.com. 

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.

Statement to ALL Third-Party Agencies and Similar Organizations:  Cox accepts resumes only from agencies with which we formally engage their services.   Please do not forward resumes to our applicant tracking system, Cox employees, Cox hiring manager, or send to any Cox facility. Cox is not responsible for any fees or charges associated with unsolicited resumes.