HR Business Partner

HR Business Partner

Requirements

• Bachelor’s Degree
• 10+ Years of Experience
• In-depth understanding of the HRBP model in complex, multi-location organizations
• Regarded as a subject matter expert in HR, specifically on the HRBP aspects of the role
• Demonstrates in-depth and/or breadth of expertise in own discipline and broad knowledge of other disciplines within the function
• Significant analytical skills – ability to assess insights from data and make appropriate decisions and recommendations; as well as ability to ‘tell a story’ with data and present in a clear concise manner
• Experience working with complex, high-touch organizations – specifically, manufacturing and matrix organizations; experience working at a global company is helpful
• High tolerance for ambiguity – ability to make decisions with less than perfect data
• Comfortable working with manufacturing, operations, and engineering leaders, as well as with all levels of employees.

Responsibilities

• In collaboration with manager, shape HR BU/Function strategies and priorities to align to BU/Function strategy and changing needs to help shape the appropriate culture.
• Diagnose and provide appropriate interventions to optimize business performance to execute against strategy goals generally at the BU/Function leadership level. Balance enterprise-wide and business unit specific needs with local requirements.
• In collaboration with manager, conduct organizational & talent assessments; develop talent strategy and pipeline to staff and build workforce capability. (e.g., selection, assessment, development, succession)
• In collaboration with manager, design and implement change management, communication and engagement strategies within the BU/Function.
• Actively partner, coach & develop managers and begin to develop executive leadership. (e.g., coaching, counseling, career development, disciplinary actions, performance management).
• Effectively leverage and partner with COE & HR Ops in the delivery of initiatives to deliver the HR strategy for BU/Function. Balance enterprise-wide and business unit specific needs with local requirements.
• Leverage tools and systems e.g.; Workforce Dashboard, Workday to perform analytics in support of business strategy.
• As required, participate in M,A&D diligence and integration(s) from the HR perspective. Partner with M,A&D core team and regional HR on projects, programs, processes and initiatives to integrate the acquisition with the BU/Function.
• Participate in at least one HR enterprise/region-wide initiative annually.

Preferred Qualifications

No preferred qualifications provided.