HR Business Partner - Executive Services

Gartner•Stamford, CT

21h•Hybrid

About The Position

The HR Business Partner Executive Services is responsible for providing HR consultation and implementation of business unit specific HR programs and strategies. The HRBP identifies and analyzes business and people issues where HR solutions can be leveraged and implemented. Demonstrates credibility by building collaborative relationships with the business unit leadership team(s) and all HR partners and specialists. Manage, mentor and develop HR Partners and HR Associates.

Requirements

Bachelor’s degree preferred
5-10 years of progressive HR experience, strong business acumen
Proven HR Generalist skills including employee relations, employment law, employee engagement, succession planning, comp, performance management, workforce planning, recruitment, and training and development.
Strong analytical skills to deliver HR programs and strategies that effectively address business issues.
Track record of achieving results that contribute significantly to the business.
Excellent communication and interpersonal skills, problem-solving and decision-making skills, and ability to handle sensitive situations/documentation.

Nice To Haves

Strategic partner serving as a key member of the senior leadership team(s) and/or Group Vice President level leadership team(s).
Provide direction for the business unit in the area of strategic HR planning and operations.
Trusted HR advisor able to coach Group Vice President Leadership (where applicable, may be Operating Committee leaders) and their direct reports on leadership effectiveness and performance.
Effectively use influence and negotiation strategies to secure support from stakeholders for support of key initiatives.

Responsibilities

Analyze and provide guidance on the business unit’s current organizational state and future requirements.
Craft and revise role profiles as needed to facilitate business planning.
Design and implement solutions to meet business needs.
Partner with Recruiting to ensure a conscious, deliberate approach to attracting and retaining top talent from both inside and outside the organization.
Support leadership preparation for business unit annual talent review sessions.
Lead business unit talent reviews in order to identify top talent and succession planning strategies.
Recommend and implement retention strategies to minimize unwanted attrition, particularly in business unit critical roles, specialty skill sets, and in highly competitive critical marketplaces.
Minimize risk to organization by actively responding to and addressing associate concerns in a timely manner.
Conduct complete investigations and make recommendations based on findings/facts.
Escalate issues/concerns to HR leadership and business unit leadership as appropriate.
Collaborate with legal and outside counsel as needed to address complex or highly sensitive issues.
Lead annual salary, bonus/commission, and equity planning process with business unit leadership, ensuring highest performers are compensated in line with their business impact and contributions.
Provide ongoing global compensation analyses and recommend market adjustments as needed to ensure top talent is retained.
Collaborate with global compensation and benefits partners to drive participation in annual benefits enrollment processes.