Business Partner, Human Resources

Sysmex•Buffalo Grove, IL

10d•$75,000 - $95,000•Onsite

About The Position

Sysmex, headquartered in Kobe, Japan, with a location in Lincolnshire, Illinois, is a global leader in diagnostic equipment and information management systems. We are dedicated to applying science to enhance the quality of life worldwide. Our team focuses on breakthroughs in laboratory diagnostics, information technology, workflow analysis, and life sciences for the clinical laboratory. We are seeking a Human Resources Business Partner to serve as a strategic and consultative partner to designated business groups. This role involves understanding the business objectives, challenges, and workforce needs to develop people strategies and HR solutions that drive organizational capability and business results. The position connects business needs with enterprise HR programs across talent management, organizational effectiveness, employee relations, performance, compensation, engagement, workforce planning, compliance, and change initiatives. The ideal candidate will use data, business insight, and sound judgment to identify trends, anticipate needs and risks, recommend solutions, and influence effective decisions. Collaboration across HR and with business leaders is key to executing initiatives and providing informed recommendations to HR leadership.

Requirements

Bachelor's degree in Human Resources, Business, or a related field preferred, or equivalent combination of education and relevant experience.
Typically 5-7 years of progressive Human Resources experience, including meaningful experience partnering with managers and leaders on complex employee and business matters.
PHR/SPHR or SHRM-CP/SCP certification preferred
Demonstrated business acumen and ability to learn and understand business strategy, operations, performance drivers, and workforce implications.
Strong consulting skills with demonstrated ability to diagnose needs, develop recommendations, influence stakeholders, and translate business challenges into people solutions.
Broad knowledge of HR principles, practices, and employment laws, with demonstrated experience in employee relations and performance management.
Strong analytical and problem-solving skills; ability to interpret workforce and business information, identify trends and root causes, and make data-informed recommendations.
Demonstrated ability to build credibility and effective relationships with leaders and associates at all levels and to navigate complex or sensitive situations with sound judgment.
Ability to independently prioritize and execute work, manage multiple business priorities, and drive matters to timely resolution while maintaining appropriate communication and follow-through.
Ability to handle confidential and sensitive information with discretion.
English (verbal and written) Strong written and verbal communication skills, including the ability to present recommendations and complex information clearly and in business-relevant terms.
Proficient PC skills and demonstrated experience using Outlook, PowerPoint, Excel, and Word.
HRIS experience required; experience using HR data, dashboards, reporting, or analytical tools to support decision-making preferred.
Strong Human Resources expertise combined with a consultative, business-oriented mindset.
Demonstrates curiosity and initiative in learning the business and industry; connects information across business and HR disciplines; anticipates needs rather than operating solely in a reactive manner.
Strong organization, project execution, change-management, collaboration, and stakeholder-influence skills.
Maintains awareness of HR best practices, labor-market and industry trends, and changes in employment law.

Nice To Haves

PHR/SPHR or SHRM-CP/SCP certification preferred
experience using HR data, dashboards, reporting, or analytical tools to support decision-making preferred

Responsibilities

Builds credible, trusted partnerships with leaders and associates in designated business groups.
Develops and maintains a working knowledge of the business, including its strategy, goals, customers, products/services, operating model, key performance drivers, organizational structure, talent needs, and external or competitive factors.
Acts as a strategic advisor and internal consultant to leaders on organizational and people matters.
Diagnoses business and workforce challenges, asks effective questions, evaluates alternatives, and provides practical, well-reasoned recommendations.
Leverages workforce data, business metrics, associate feedback, and other qualitative and quantitative information to identify trends and root causes, develop insights, and inform recommendations.
Monitors the effectiveness of HR actions and initiatives and adjusts approaches as needed to improve outcomes and deliver results.
Expertly leads routine and complex employee relations matters and workplace investigations and advises leaders on conflict resolution, performance management, corrective action, and employment decisions.
Coaches managers to address issues timely and effectively, strengthen accountability, and build their capability to manage people.
Handles routine and complex terminations and conducts or reviews exit feedback, identifying themes and recommending appropriate action.
Partners with business leaders on talent and organizational priorities, including workforce planning, talent reviews, succession planning, retention, engagement, leadership effectiveness, organizational design, change management, and capability development.
Identifies current and future talent or skill gaps and connects leaders with appropriate HR programs, resources, and subject matter experts to address business needs.
Reviews engagement, retention, turnover, and other workforce indicators for designated business groups; identifies internal and external factors affecting workforce effectiveness and develops proactive, business-relevant strategies with leaders.
Supports leaders in translating engagement findings into focused action plans with clear ownership and follow-through.
Provides guidance on HR policies, practices, and employment-related requirements across supported geographies, including the U.S., Canada, and Latin America as assigned.
Maintains current knowledge of applicable employment laws and regulations, identifies potential compliance or employee-relations risks, and partners with HR leadership and Legal as appropriate to support consistent and sound decision-making.
Partners with Compensation and HR leadership on job evaluations, new or evolving positions, promotions, transfers, and other compensation matters.
Reviews and revises job descriptions to reflect business needs, role accountabilities, skills, and competencies.
Helps leaders understand and apply total rewards programs and compensation practices in support of talent and business objectives.
Partners across Human Resources, including Talent Development, Talent Acquisition, Compensation, Benefits, and other subject matter experts, to deliver integrated solutions for designated business groups.
Leads or contributes to cross-functional HR projects and enterprise initiatives, supports organizational change and implementation, and helps ensure HR programs are translated effectively into business execution.
Demonstrates ownership and accountability for assigned business groups and HR priorities by proactively identifying needs, driving work to completion, communicating progress and risks, and following through on commitments.
May oversee assignments or daily workflow in a support or back-up capacity to the Director, Human Resources, including serving as a point of contact for Canada and other assigned business units.