Manager, HR Business Partner

Selene Finance LP•Dallas, TX

About The Position

The People Operations Business Partner provides strategic HR support aligned with assigned business groups. The role diagnoses business requirements and develops and executes human capital strategies, working both strategically and hands-on to deliver business results. It marshals resources across HR and People Operations, including Centers of Expertise, Talent Acquisition, Talent Development, and Total Rewards, while representing enterprise-wide HR philosophy and strategy to supported groups. The Business Partner advises leaders on business strategy and its people, organizational, and capability implications; participates on supported groups’ leadership teams; and partners with the business to develop workforce strategies aligned with business and HR objectives. The role is a primary contact for employment-related issues, provides management information and trend data, and works with Centers of Expertise on organizational effectiveness, workforce planning, talent management, employee engagement, and HR planning. It leads organizational change and design, addresses complex human capital issues, and uses workforce data to inform decisions and improve HR effectiveness. During the first 12 months, success includes developing organizational designs and workforce plans for functional groups, including job descriptions, competency models, and process plans; coordinating staffing with Compensation, Talent Acquisition, and Talent Development; leading change management to support workforce shifts aligned with projected business needs over the following 18–24 months; and building functional organizations aligned with organizational aspirations and the strategic plan.

Requirements

Bachelor’s degree.
At least 7 years of broad-based human resources experience.
At least 3 years in a management role with significant leadership responsibility.
Experience impacting outcomes through influence.
Visionary leadership and the perspective to achieve organizational results and change across diverse markets and functions.
Change management and leadership skills.
Talent assessment, development, and retention skills, and the ability to transfer those skills to business leaders.
Collaborative and facilitative approach in a matrixed organizational model.
Understanding of formal and informal organizational networks and channels.
Strategic mindset.
Highly developed consultative skills and commitment to delivering results.
Hands-on, roll-up-your-sleeves approach.
Ability to integrate enterprise and specific business requirements with expert knowledge.
Influencing and collaboration skills.
Customer focus, including building effective client relationships, using feedback to improve processes, and managing expectations through effective communication.
Decision quality, including making sound decisions using analysis, wisdom, experience, and judgment.
Organizational agility, including navigating complex organizations and engaging relevant stakeholders.
Accountability, including clarifying roles and objectives, empowering staff, and following up on results.
Conflict management, including confronting and resolving disputes and recognizing competing interests and systemic factors.
Ability to deal effectively with ambiguity, change, risk, and uncertainty.
Problem-solving skills, including defining problems, analyzing causes and effects, and seeking relevant data and input.
Business acumen, including understanding client priorities and general business disciplines such as Finance, Law, IT, and Communications.
Drive for results.

Nice To Haves

Advanced degree preferred.

Responsibilities

Advise leadership on business strategy and its people, organizational, and capability implications.
Participate as an active member of the leadership team for supported groups.
Develop and implement workforce strategies aligned with business and HR objectives.
Act as the primary point of contact for employment-related issues, including timekeeping, HRIS, payroll, career counseling, employee relations, and compensation.
Provide management information and trend data in partnership with Centers of Expertise.
Identify organizational effectiveness challenges and collaborate with Centers of Expertise to diagnose, plan, and manage workforce planning, talent management, employee engagement, and HR planning needs.
Advocate for business group requirements where meeting them could provide a competitive advantage.
Lead organizational change and design by identifying operating, process, and workforce requirements with senior management and implementing appropriate solutions.
Drive corporate change initiatives through to the business.
Oversee complex human capital issues, analyze data to diagnose underlying concerns and cultural issues, and collaborate with Centers of Expertise on remediation plans.
Evaluate, measure, and modify priorities, programs, and plans to ensure alignment with business strategy.
Identify process improvement opportunities and collaborate with Centers of Expertise to improve HR effectiveness.
Use workforce data and information to inform business-level decision-making.
Communicate and collaborate with HR Centers of Expertise and other Business Partners, raise issues, suggest resolutions, and support effective HR delivery.
Develop organizational designs and workforce plans, including job descriptions, competency models, and process planning.
Coordinate with Compensation, Talent Acquisition, and Talent Development to staff in accordance with workforce plans.
Lead change management and support functional teams in shifting talent to meet projected business needs over the next 18–24 months.
Build functional organizations and identify success factors aligned with organizational aspirations and the strategic plan.