HR Business Partner
About The Position
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. Demonstrates depth and/or breadth of expertise in own specialized discipline or field Interprets internal/external business challenges and recommends best practices to improve products, processes or services May lead functional teams or projects with moderate resource requirements, risk, and/or complexity Communicates difficult concepts and negotiates with others to adopt a different point of view
Responsibilities
- 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.
- Conduct organizational & talent assessments; develop talent strategy and pipeline to staff and build workforce capability.
- Design and implement change management, communication and engagement strategies within the BU/Function.
- Actively partner, coach & develop managers and begin to develop executive leadership.
- Effectively leverage and partner with COE & HR Ops in the delivery of initiatives to deliver the HR strategy for BU/Function.
- Leverage tools and systems e.g.; Workforce Dashboard, Workday to perform analytics in support of business strategy.
- 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.
- Interprets internal/external business challenges and recommends best practices to improve products, processes or services
- May lead functional teams or projects with moderate resource requirements, risk, and/or complexity
- Communicates difficult concepts and negotiates with others to adopt a different point of view
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What This Job Offers
Job Type
Full-time
Career Level
Mid Level
Education Level
No Education Listed
Number of Employees
5,001-10,000 employees
