HR Business Partner Associate Director - Corporate

Wolters Kluwer•New York City, NY

1d•Hybrid

About The Position

Reporting into VP, HRBP Corporate, as a forward-looking business partner supporting the Corporate organization, the Associate Director HRBP will serve as a strategic partner to executive leadership. Develop and deliver integrated and inclusive HR Services such as: People Strategy Development, Organizational Design, Talent Management, Change & Transition Management, and alignment to functional HR.

Requirements

Bachelor’s Degree in Human Resources, Business Management, or related field; or equivalent experience.
7+ years of experience in human resources, organization development, or related talent planning field.
Integration and strategic planning with the ability to link HR Strategy to further goals.
Authentic thought partner with confidence and courage to push boundaries in a changing environment.
Provide creative solutions and unique approaches to HR and organizational challenges.
Provide executive coaching and change management experience.
Experience with strategic culture and employee engagement initiatives
Capable of working collaboratively across a large, matrixed global organization with multiple constituents.
Experience in change management
Experience in a Corporate environment a plus
Knowledge of HR industry practices.
Written and verbal communication skills.
Facilitation and presentation skills.
Problem solving and decision-making skills.
Influence and partner within a diverse organization to help foster business goals.
Experience in managing conflict and the courage to challenge organizational thinking.
Strong curiosity for emerging technologies and a genuine passion for AI and its impact on the future of work.

Nice To Haves

Master’s Degree preferred.

Responsibilities

Design strategies to increase organization performance and collaborate with HR functional partners to execute human resources strategies to enable business objectives and support business growth.
Facilitate and implement organization and leadership development efforts in partnership with executive management.
Provide expertise in areas of leadership and executive team development, organizational effectiveness, and building leader capability.
Provide strategic HR leadership and consultation to create innovative people programs.
Anticipate and assess emerging business, organization, or people / cultural trends. Identify and implement the appropriate people solutions.
Deliver HR services to executive leadership resulting in a seamless point of contact to the broader HR organization and ensuring successful integration of functional partner initiatives and expertise.
With Talent Partner, execute the Talent Management process to identify current and forecasted talent needs and, in partnership with other business partners, develop action plans to mitigate associated risk and improve confidence in future successor readiness to enable business performance.
With Talent Partner, oversee the implementation of Enterprise-wide people initiatives for division. These initiatives include, but are not limited to: Succession planning, Diversity Equity & Inclusion initiatives, leadership development, performance management, compensation programs, and organizational design and restructuring.
Sponsors and champions cultural and change initiatives. Provides facilitation and change management consultation to senior leadership teams within the business unit(s).
Managing Transitions: Proactively and artfully influences others. Recognizes the need for and sponsors change within the organization. Listen and can understand stakeholder concerns. Can surface obstacles and resistance of the change. Mitigates and resolves roadblocks. Can talk with someone as they work through change, appreciating the importance of the “why” behind change and moving people forward. Thinks holistically beyond a single point solution.
Strategic Planning: Develop and align actions to the strategic priorities of the organization. Leverages foresight and derives insight to create meaningful action. Obtain relevant data, research, and best practices. Use evidence-based research to provide guidance to managers in the organization.
Trusted Advisor: Understands the priorities of the business and looks for ways to support the needs of the business. Develop relationships throughout all levels of the organization and leverages them to influence. Is a trusted partner at the table. Has the ability to connect with people at all levels in the organization – Resonance. Coaches and develops managers, especially new and entry-level managers.
Talent Management: Supports managers in building an engaged, optimized workforce. Understands which roles and people are most important to the success of an organization and ensures there is focused attention, selection, and support. Know - the people in the organization, especially top talent. Grow - the talent. Flow – expose top talent to strategic / critical roles.
Valuing Diversity: Inclusiveness – actively involving others, welcoming diverse points of view, encouraging ownership in mission, and empowering initiative. Interactivity – promoting an interpersonal style of dialog and timely exchange of information and questions to coordinate action. Intentionality – clarifying direction and keeping actions aligned and on track, all without stifling dissent or neglecting needs to adjust course.