Human Resource Business Partner

Procter & Gamble•Mehoopany, PA

15d•$92,000 - $116,500•Onsite

About The Position

The HR Business Partner at Procter & Gamble works closely with business leaders to develop and execute HR strategies that foster organizational and people effectiveness. The role calls for a proactive communicator and change agent who can balance employee needs with business objectives to create integrated solutions. As a Manager and integral member of the HR function, the HR Business Partner defines and aligns strategy for HR in their area. The role takes initiative in shaping and influencing team and organizational culture, applies emotional intelligence, and delivers excellent results within its area of responsibility. Candidates should be prepared to consider relocation opportunities throughout their career as business needs and development opportunities arise. The position is full time and located at the Mehoopany Plant. The stated starting salary range is $92,000–$116,500 per year. Total rewards may include salary, bonus if applicable, and benefits; specific offerings and compensation details may be discussed with a recruiter.

Requirements

Bachelor's degree in human resources or a related field.
Demonstrated ability to work effectively within a team environment.
Excellent written and verbal communication skills, including the ability to communicate clearly across levels, geographies, and cultures.
Demonstrated ability to handle multiple priorities effectively and efficiently without compromising quality.
A strong understanding of HR systems and processes, or the learning agility to build that foundation quickly.
Learning agility and resilience, including the ability to learn quickly in unfamiliar territory and remain steady through change.
Curiosity about people, ability to build trust and listen well, and ability to turn what is heard into insight that informs better decisions.
Preparedness to consider relocation opportunities throughout a career as business needs and development opportunities arise.

Responsibilities

Build autonomy and personal initiative.
Lead small projects or initiatives within the HR function.
Understand HR systems and consistently deliver results through operational excellence.
Identify key business-building opportunities within the HR scope.
Build capabilities and deliver business impact with excellence.
Consider business implications of projects or processes within the HR scope.
Execute with excellence, ensuring quality delivery against goals.
Work closely with business leaders to develop and execute HR strategies that foster organizational and people effectiveness.
Help shape and influence team and organizational culture.