CR Business Partner Sr

Sedgwick•Dublin, OH

21d

About The Position

By joining Sedgwick, you'll be part of something truly meaningful. It’s what our 33,000 colleagues do every day for people around the world who are facing the unexpected. We invite you to grow your career with us, experience our caring culture, and enjoy work-life balance. Here, there’s no limit to what you can achieve. Newsweek Recognizes Sedgwick as America’s Greatest Workplaces National Top Companies Certified as a Great Place to Work® Fortune Best Workplaces in Financial Services & Insurance CR Business Partner Sr PRIMARY PURPOSE : To be responsible for aligning business objectives with colleagues and management in designated business units and to formulate partnerships across the CR function to deliver value-added service to management that reflects the business objectives of the organization. ESSENTIAL FUNCTIONS and RESPONSIBILITIES Serves as the CR partner and expert to business partner providing CR knowledge and guidance. Acts as a liaison between the line and CR to ensure that CR services are aligned with internal client needs. Ensures seamless execution of activities related to talent attraction, assessment, placement, performance, development and engagement. Tracks trends in talent behaviors and executes on necessary action plans and interventions to colleague behaviors. Constantly monitors talent succession and action plans to partner with operations leaders and develops the next generation of Sedgwick leaders. Provides guidance and input on business unit restructures, workforce planning and succession planning. Builds and maintains successful relationships with business leaders and engages leaders to design, develop and manage talent and succession plans. Influences the evolution of field organization structure based on evolving talent needs and addresses talent trends before they impact the business. Leverages organization data to inform talent strategies and other development activities. Coaches and develops leaders while executing on leadership development interventions and leaning into HiPo talent. Focus on team member development at all stages in the colleague experience. Provides business unit(s) management and colleagues’ advice, coaching, and consulting in the areas of talent and performance management, compensation, colleague retention, business analytics, leadership development, colleague development, policy interpretation and implementation, and conflict resolution. Understands business cycles and staffing needs of the organization to develop human capital strategies to build the capability of the workforce to meet business goals. Assists in managing recruiting and staffing initiatives, counsels line managers in final selections and compensation, and consults with leaders for talent planning and career development. Analyzes trends and metrics in partnership with Centers of Excellence “COE” to develop solutions, programs and policies. Maintains knowledge of progressive HR practices and key trends. Facilitates a strong leadership and coaching culture. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Participates in specific projects as determined in the annual CR operational plan and contributes to functional and cross-functional initiatives. Participates in meetings with respective business units. ADDITIONAL FUNCTIONS and RESPONSIBILITIES Performs other duties as required. Supports the organization's quality program(s). Travels as required. The statements contained in this document are intended to describe the general nature and level of work being performed by a colleague assigned to this description. They are not intended to constitute a comprehensive list of functions, duties, or local variances. Management retains the discretion to add or to change the duties of the position at any time. Sedgwick is an Equal Opportunity Employer and a Drug-Free Workplace. If you're excited about this role but your experience doesn't align perfectly with every qualification in the job description, consider applying for it anyway! Sedgwick is building a diverse, equitable, and inclusive workplace and recognizes that each person possesses a unique combination of skills, knowledge, and experience. You may be just the right candidate for this or other roles.

Requirements

Bachelor's degree from an accredited college or university preferred.
Eight (8) years of human resources experience with progressively increasing responsibilities or equivalent combination of education and experience required.
Clear, comprehensive understanding of the link between talent and other HR initiatives and business strategy
Ability to combine financial acumen and operations knowledge with CR expertise to influence talent plans.
Ability to develop clear, actionable steps in support of an overall business strategy
Ability to recognize trends and develop recommendations based on data analysis
Significant knowledge of HR policies, processes (e.g., workforce planning and talent management), and talent management practices
Strong interpersonal, communication, and customer service skills including presentation skills
Ability to communicate with credibility, allowing colleagues and leaders to demonstrate immediate trust with the ability to engage, inspire, and influence
Demonstrates a “can do” attitude, works to get business leaders to “Yes” in an engaging, non-invasive way
Flexible, adaptable, easily navigating new experiences and processes, willing to take risks and recovers quickly from setbacks
Ability to advise based on a view of end-to-end CR solutions and brokers CR services to deliver intended end-to-end results
Self-reflective, assessing what he/she did well or should do differently after every interaction
Open to feedback and demonstrates through quick application
Strong time management and priorities management skills
Strong analytical and problem-solving skills
Excellent time management skills with a proven ability to meet deadlines
Computer keyboarding

Nice To Haves

Professional certification related to this position preferred.
Human resources generalist experience preferred.

Responsibilities

Serves as the CR partner and expert to business partner providing CR knowledge and guidance.
Acts as a liaison between the line and CR to ensure that CR services are aligned with internal client needs.
Ensures seamless execution of activities related to talent attraction, assessment, placement, performance, development and engagement.
Tracks trends in talent behaviors and executes on necessary action plans and interventions to colleague behaviors.
Constantly monitors talent succession and action plans to partner with operations leaders and develops the next generation of Sedgwick leaders.
Provides guidance and input on business unit restructures, workforce planning and succession planning.
Builds and maintains successful relationships with business leaders and engages leaders to design, develop and manage talent and succession plans.
Influences the evolution of field organization structure based on evolving talent needs and addresses talent trends before they impact the business.
Leverages organization data to inform talent strategies and other development activities.
Coaches and develops leaders while executing on leadership development interventions and leaning into HiPo talent.
Focus on team member development at all stages in the colleague experience.
Provides business unit(s) management and colleagues’ advice, coaching, and consulting in the areas of talent and performance management, compensation, colleague retention, business analytics, leadership development, colleague development, policy interpretation and implementation, and conflict resolution.
Understands business cycles and staffing needs of the organization to develop human capital strategies to build the capability of the workforce to meet business goals.
Assists in managing recruiting and staffing initiatives, counsels line managers in final selections and compensation, and consults with leaders for talent planning and career development.
Analyzes trends and metrics in partnership with Centers of Excellence “COE” to develop solutions, programs and policies.
Maintains knowledge of progressive HR practices and key trends.
Facilitates a strong leadership and coaching culture.
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Participates in specific projects as determined in the annual CR operational plan and contributes to functional and cross-functional initiatives.
Participates in meetings with respective business units.
Performs other duties as required.
Supports the organization's quality program(s).
Travels as required.