Human Resources Business Partner Manager
About The Position
The Human Resources Business Partner Manager (HRBP) proactively translates business strategies into HR solutions that enable business outcomes and serves as a trusted advisor to senior leadership. The role builds strong relationships to influence human capital decisions and business results. Success is measured by talent retention, hiring rates, employee engagement, workforce-plan cost thresholds, and leadership effectiveness. The HRBP advises assigned executives and their direct reports on employee engagement, retention, organizational design, culture, and change management. The position partners on workforce planning, employee survey action plans, talent programs, and people-related decisions, and may support individual employee or manager matters and large-scale hiring or downsizing initiatives. The role also takes on HR projects as needed and mentors colleagues across the HR team.
Requirements
- 7+ years of experience on a global HR team, including 2–3+ years of responsibility as an HR Business Partner.
- Experience with organizational design.
- Ability to execute people strategy in a global, matrixed HR organization and work effectively with regional and country HR partners.
- Experience leading projects and collaborating with distributed global teams, adapting to different time zones and cultural norms.
- Bachelor’s degree in Human Resources or another relevant discipline.
- Ability to identify and solve problems in straightforward situations using standard procedures.
- Strong organization and ability to manage multiple communication channels.
- Understanding of key business drivers and ability to apply that knowledge to work.
- Willingness to take on special projects and put in extra hours to support learning.
Nice To Haves
- Master’s degree.
- SHRM Senior Certified Professional (SHRM-SCP) or GPHR certification.
Responsibilities
- Coach assigned leaders, including executives and their direct reports, on employee engagement, retention, organizational design, culture, and change management.
- Support change management for organizational design changes, including their effects on roles, compensation, skills, and communications.
- Consult on workforce plans, including talent sourcing and development, geographic growth, cost balancing, contingent labor, and mergers and acquisitions; partner with Finance, the executive leadership team, and its direct reports.
- Consult on employee survey action plans to improve organizational effectiveness.
- Contact employees as needed to assess retention risks and hold career discussions.
- Provide insight on people-related matters such as promotions, off-cycle decisions, terminations, and performance cases; address employee or manager discussions as needed.
- Project-manage or execute larger-scale hiring and downsizing initiatives as needed.
- Oversee adoption of talent programs, including retention strategy, compensation planning, talent development, succession planning, OKRs, and Share Your Voice.
- Take on ad hoc HR projects, such as new-location expansion, compensation analysis, or specialized benefits topics.
- Mentor and guide other HR business partners and colleagues on the HR team.
Stand Out From the Crowd
Upload your resume and get instant feedback on how well it matches this job.
What This Job Offers
Job Type
Full-time
Career Level
Senior
