Human Resources Business Partner-Mid-Atlantic region ( DE, MD, VA, and Washington DC)

Wawa, Inc.

14d

About The Position

The People Team Business Partner (PTBP) provides strategic consulting to Management Committee leaders and their leadership teams, serving as a trusted advisor and partner who integrates human capital strategy with business strategy. This position works with leaders to define departmental people strategies and are responsible for the results of their execution. The PTBP is a dedicated strategic partner. They are a student of the business who translates their business knowledge into appropriate people strategies and actions. They are accountable for the organizational health of their partners’ departments and must think through the multiple needs and perspectives of the departmental, company, and People strategies. They are an organizational architect who considers how a department should be structured, how its work should be designed, how to grow leaders, and how to create an engaged and productive culture. In collaboration with the People Leadership Team and functional areas, represent a holistic and integrated People function to the business. Provide coaching and guidance to leaders and support in the effective prioritization and delivery of an engaging associate experience. Facilitate ILS/OCS/360 surveys and review results with the leaders. Architect departmental People Strategies, drive solutions, guide the allocation of People initiatives to the business, and consult on and facilitate the delivery of talent management processes (e.g., strategy, growth, talent management, succession planning, leadership development, organizational effectiveness, etc.). Assist in the development of key talent by advising leadership of opportunities such as job rotations, mentoring, special educational experiences, and coaching. Ensure focused and customized development strategies and plans are executed and monitored. Collaborate with management in the planning, implementation, and monitoring of workforce plans to meet the needs of the business and the strategic intent of the organization. Monitor Talent Management system operations and objectives against the execution of workforce plans to ensure plans are aligned with corporate goals, values and competencies. Conduct regular reviews of the organizational structure. Assist with the planning, development and implementation of new or update organization structures to ensure alignment of business goals while attaining organizational efficiency and effectiveness. Advise, counsel, and provide strategic insights, ensuring all business initiatives include a culture, talent, and people perspective. Collaboratively influence and/or challenge perspectives when appropriate. Provide initial diagnostic level advice to business leaders and know when to engage People Team functional areas as necessary. Understand and articulate business area perspectives to the People Leadership Team and functional areas, to provide relevant insights that ensure matters are appropriately considered in strategy and priority plans. Utilize relevant indicators and People Team metrics, to gain insight on people issues, and recommend the appropriate people related initiatives. Review information from engagement survey to understand the issues in order to develop solutions that will advance the training of Managers to increase engagement of associates. Prioritize solutions that will deliver the most benefit to the business and partner with People Team functional leads and delivery resources to bring the appropriate solutions and support. Understand changes in the business unit and consult on tools required to advance the organization development of the department (career frameworks, org design needs, change management needs, etc.).

Requirements

Thought leadership and credible influencing skills.
The ability to be a trusted strategic advisor, who can solve business issues by facilitating collaboration amongst others and negotiating the alignment of agendas.
Ability to leverage People data to create effective strategies
Ability to develop broad Wawa business acumen and a detailed understanding of the department’s business, as well as related touchpoints with other units
Demonstrated coaching and consulting skills
High Emotional Intelligence and interpersonal skills
Demonstrated ability to facilitate and manage change
Self-motivated with action and results delivery orientation
Strong written/verbal communication skills and the ability to communicate effectively with all levels of business
Excellent talent building and leadership coaching skills
Ability to inspire and motivate others
Effectively create and leverage internal and external networks
Ability to work with little or no supervision and handle multiple projects simultaneously
10+ years of business experience in Human Resources, Organization Effectiveness, or another related field preferred
Bachelor’s degree preferred or equivalent work experience.
Advanced training and/or degree in a related field a plus.
Previous experience managing the business/HR relationship and partnership
Working knowledge of all key HR skill areas and using HR levers to drive business performance
Experience working in and driving an Agile/Matrix/Innovative environment highly preferred
Demonstrated experience in workforce planning and organization design
Working knowledge of employment law and its practical application

Nice To Haves

Advanced training and/or degree in a related field a plus.
Experience working in and driving an Agile/Matrix/Innovative environment highly preferred

Responsibilities

Represent a holistic and integrated People function to the business.
Provide coaching and guidance to leaders and support in the effective prioritization and delivery of an engaging associate experience.
Facilitate ILS/OCS/360 surveys and review results with the leaders.
Architect departmental People Strategies, drive solutions, guide the allocation of People initiatives to the business, and consult on and facilitate the delivery of talent management processes (e.g., strategy, growth, talent management, succession planning, leadership development, organizational effectiveness, etc.).
Assist in the development of key talent by advising leadership of opportunities such as job rotations, mentoring, special educational experiences, and coaching.
Ensure focused and customized development strategies and plans are executed and monitored.
Collaborate with management in the planning, implementation, and monitoring of workforce plans to meet the needs of the business and the strategic intent of the organization.
Monitor Talent Management system operations and objectives against the execution of workforce plans to ensure plans are aligned with corporate goals, values and competencies.
Conduct regular reviews of the organizational structure.
Assist with the planning, development and implementation of new or update organization structures to ensure alignment of business goals while attaining organizational efficiency and effectiveness.
Advise, counsel, and provide strategic insights, ensuring all business initiatives include a culture, talent, and people perspective.
Collaboratively influence and/or challenge perspectives when appropriate.
Provide initial diagnostic level advice to business leaders and know when to engage People Team functional areas as necessary.
Understand and articulate business area perspectives to the People Leadership Team and functional areas, to provide relevant insights that ensure matters are appropriately considered in strategy and priority plans.
Utilize relevant indicators and People Team metrics, to gain insight on people issues, and recommend the appropriate people related initiatives.
Review information from engagement survey to understand the issues in order to develop solutions that will advance the training of Managers to increase engagement of associates.
Prioritize solutions that will deliver the most benefit to the business and partner with People Team functional leads and delivery resources to bring the appropriate solutions and support.
Understand changes in the business unit and consult on tools required to advance the organization development of the department (career frameworks, org design needs, change management needs, etc.).