Lead HR People Partner

Xylem•Charlotte, NC

1d•$100,000 - $125,000

About The Position

Xylem is a Fortune 500 global water solutions company dedicated to advancing sustainable impact and empowering the people who make water work every day. As a leading water technology company with 23,000 employees operating in over 150 countries, Xylem is at the forefront of addressing the world's most critical water challenges. We invite passionate individuals to join our team, dedicated to exceeding customer expectations through innovative and sustainable solutions. Job Summary: The HR Business Partner (HRBP) is a professional who plays a strategic role in aligning an organization’s human resources with its business goals. They act as a consultant to management, providing guidance on HR matters, analyzing metrics, and resolving employee relations issues to improve work relationships and productivity.

Requirements

A bachelor’s degree in human resources, business administration, or a related field with at least 5 years experience or equivalent work experience that provides exposure to fundamental theories, principles, and concepts.
Strong knowledge and understanding of HR laws, regulations, and requirements.
Experience with HRIS system and Microsoft 365.
Planning and Scheduling: Proficiently create project plans, define milestones, and establish timelines. Ensure that tasks are well-organized and aligned with strategic objectives.
Budgeting: Skillfully manage project budgets, allocate resources effectively, and monitor expenses. Make informed decisions to optimize financial outcomes.
Resource Allocation: Allocate personnel, tools, and other resources efficiently to achieve project goals. Balance competing priorities and adapt as needed.
End-to-end Project Management: Lead improvement projects from initiation to completion. Monitor progress, address challenges, and ensure timely delivery of measurable results.

Responsibilities

Talent Acquisition • Collaborate with department leads to pinpoint recruitment needs. • Craft and execute strategic hiring plans. • Engage in talent sourcing and candidate assessment. • Lead interview sessions and propose top candidates. • Finalize and present job offers to candidates.
Employee Relations • Provide guidance to supervisors on workforce relations matters. • Undertake thorough reviews and suggest necessary measures. • Support dispute resolution and act as a mediator. • Verify adherence to employment statutes and internal guidelines. • Perform departure interviews and assess feedback for pattern recognition.
Performance Management • Establish and maintain performance evaluation systems. • Instruct leaders on appraisal methods and constructive feedback. • Supervise employee achievements and advise on enhancements. • Manage procedures concerning performance related issues.
Compensation and Benefits • Analyze market salary rates and endorse competitive pay structures. • Oversee the benefits program, ensuring regulatory conformity. • Aid in the financial planning of compensation and perks. • Inform staff about their compensation and benefits entitlements.
Training and Development • Detect educational requirements and devise instructional initiatives. • Organize and direct educational workshops. • Assess the impact of training and measure its success. • Create pathways for employee career progression.
HR Data Management • Keep employee documentation precise and current. • Produce and dissect HR metrics for executive review. • Safeguard personal data integrity and security. • Implement HR Information Systems to enhance process efficiency and data veracity.
HR Policy Development • Periodically reassess and refresh organizational policies. • Guarantee alignment with legal standards and industry practices. • Disseminate updates on policies to the workforce, ensuring clarity and adherence. • Formulate and integrate new HR guidelines as necessary.