HR Business Partner

Milwaukee Tool•Imperial, CA

5d•Onsite

About The Position

Under the direction of the Group Talent Business Partner, you will partner with our Accessories Operations organization. The Talent Business Partner will play a critical role in forecasting, identifying, building, and implementing proactive talent solutions that align with business goals. The Talent Business Partner will lead the execution of Org Design, the Talent Review Process, and the Employee Experience. If you are looking to lead a Talent team member and thrive in a dynamic, fast-paced environment with continuous change, this opportunity is for you!

Requirements

Minimum of 7 years of progressive business experience.
This position requires a bachelor’s degree in a related field and/or equivalent experience.
Strong Generalist experience with a focus on leadership level partnerships.
Proven ability to create presence in the business and apply advocacy skills to position Talent as a strategic business partner.
Proven track record of taking initiative and solving problems with minimal direction.
Working knowledge of federal and state laws/regulations relating to the human resources field.
Demonstrated problem solving skills and ability to serve as a knowledgeable resource to leadership.
The ability to maintain confidentiality, exercise good judgment and diplomacy.
Strong business acumen.
Ability to analyze, interrupt, and tell a story with data.
Navigate multiple systems and programs including analytic tools and other Talent systems.
Manage multiple priorities, stakeholders and changing business and economic landscapes, flexing work approach and style to support highest priorities across the organization and within Talent.

Nice To Haves

Experience in Workday

Responsibilities

Partner with leadership to assess employee performance and potential with the goal of uncovering talent gaps and identifying high potential employees.
Create and execute internal mobility plans to align the workforce to business needs.
Demonstrate basic enterprise-wide financial, regulatory and compliance principles and consistently apply those principles to Talent processes, policies, and initiatives.
Partner with business leaders and Talent COEs to develop appropriate talent plans to build bench strength for organizational transformation.
Collaborate with business leaders to create and develop plans to positively impact the organizational environment using Talent data analytics and insights.
Leverage data and analytics to inform business consultation and talent solutions.
Engage key stakeholders and influence senior leadership to align talent to business strategies.
Lead talent cycle activities within assigned business groups.
Provide coaching and guidance to supervisors and managers on employee relations, performance management, and leadership effectiveness.
Partner with Talent Acquisition and business leaders to identify staffing needs.
Support location leadership in the execution of the listening strategies (i.e., engagement survey, skip level meetings, exit interviews, stay interviews, action planning, and leader accountability).
Proactively develop and refine workforce plans to drive business needs.
Identify issues and trends related to the workforce.
Lead efforts within the business for reorganizations/restructures.
Coach and advise on change management for business transformations.
Address the impact of change through the lens of an employee.
Provide input to Talent Operations in design of new policies/programs.
Partner with leaders and Talent Development to assist in supporting an organizational change (i.e Team Kick-off, New Leader Assimilation).
Lead the strategy behind Employee Relations within the area you support and provide guidance on methods and approaches to resolve issues.
Ensure compliance with legal requirements; collaborate with the legal department when necessary.
Serve as a Talent subject matter expert in relevant labor laws, legal rulings, and regulations with ability to consult and coach on complex Talent issues.
Maintain positive employee relations by creating a responsive, open environment, where employees feel safe speaking up.
Conduct and document internal investigations.
Oversee the off-boarding process.
Interpret Exit Survey data and escalate feedback.
Partner with leadership to create a comprehensive Employee Experience to drive change and shape the culture.
Use data and analytics to gain insight into employee feedback, provide personalized and relevant experiences, as well as development opportunities.
Cultivate an inclusive and supportive working environment for all employees.
Provide program leadership to Talent Management in the following areas (not limited to this list): Annual Performance Review Process, Annual Merit Cycle, Biannual Performance Review Process and merit cycles, Strategic Talent/Org Review, Internal Mobility.
Perform other duties as assigned.