Job Details

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 4,000 red-light, speed, and school bus stop arm safety cameras across North America. We are also creating smart roadways, serving the world's 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 What’s 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

Verra Mobility is seeking a Senior People Solutions Partner to join our team.

HR Problem Solvers are dedicated to project ownership and execution of strategic and cyclical processes.  They are not assigned a client group and will work across all business units.  Coaching leaders will be limited to Director and above and the Problem Solvers won't have the capacity to do internal communications nor provide day to day, personalized support to an assigned client group.

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 together on some of the more project-based work formerly owned by the HRBP and other HR experts, such as creating and upgrading resources, practices and policies used by HR and the workforce and solving HR’s most pressing challenges.

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 agilely 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 who provide them with deep HR expertise to help them with their project assignments so they can deliver customer-centric solutions
• 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 employee relations investigations and finding appropriate resolution 
• 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 

• Bachelor’s 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 

• Model Ethics & Values 
• Consider Stakeholder Input 
• Ensure Accountability 
• Demonstrate Good Judgement 
• Communicate Effectively