Manager, HR Business Partner

Selene Diligence•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 strategically and hands-on as needed. The Business Partner marshals resources across HR and People Operations, including partner Centers of Expertise, Talent Acquisition, Talent Development, and Total Rewards, and represents enterprise-wide philosophy and strategy to assigned groups. The Business Partner serves as a trusted advisor to leadership and as an active participant on supported groups’ leadership teams. The role partners with business leaders to develop focused workforce strategies aligned with business and HR objectives; serves as the primary point of contact for employment-related issues; provides management information and trend data; and identifies and addresses organizational effectiveness challenges. In collaboration with Centers of Expertise, the Business Partner diagnoses, plans, and manages human capital needs, including workforce planning, talent management, employee engagement, and HR planning. The role also leads organizational change and design, drives corporate change initiatives, and oversees complex human capital issues by analyzing data and working with Centers of Expertise on remediation plans. In day-to-day work, the Business Partner evaluates and adjusts priorities, programs, and plans to support business strategy, identifies process-improvement opportunities, and uses workforce data to guide business decisions. The role shares ownership of the success of the HR delivery model through ongoing communication and collaboration with HR Centers of Expertise and other Business Partners. During the first 12 months, key success factors include developing an organizational design and workforce plan for supported functions, including job descriptions, competency modeling, and process planning; collaborating with Compensation, Talent Acquisition, and Talent Development to staff according to the plan; leading change management to prepare teams for projected business needs over the next 18–24 months; and building functional organizations with success factors aligned to 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 influencing others to achieve impact.
Visionary leadership and perspective to achieve organizational results and change across diverse markets and functions.
Change-management and leadership skills.
Proven talent assessment, development, and retention skills, and the ability to transfer those skills to business leaders.
A highly collaborative and facilitative approach to working effectively in a matrixed organization.
Understanding of formal and informal organizational networks and channels to navigate the organization and help management achieve business outcomes.
Strategic mindset and highly developed consultative skills.
Hands-on, roll-up-your-sleeves approach.
Ability to integrate enterprise and specific business requirements with expert knowledge.
Influencing and collaboration skills.

Nice To Haves

Advanced degree.

Responsibilities

Advise leadership on business strategy and its people, organizational, and capability implications.
Participate actively on the leadership teams of supported groups.
Develop and implement workforce strategies aligned with business and HR objectives.
Serve as the primary contact for employment-related matters, including timekeeping, HRIS, payroll, career counseling, employee relations, and compensation.
Provide management information and trend data to supported groups in partnership with Centers of Expertise.
Identify and address organizational effectiveness challenges.
Collaborate with Centers of Expertise to diagnose, plan, and manage workforce planning, organizational effectiveness, talent management, employee engagement, and HR planning.
Advocate proactively for business-group requirements where addressing differences could create competitive advantage.
Lead organizational change and design by working with senior management to identify operating, process, and workforce requirements and implement solutions.
Drive corporate change initiatives within the business.
Oversee complex human capital issues, analyze data to diagnose underlying and cultural concerns, and collaborate with Centers of Expertise on remediation plans.
Continuously evaluate and modify priorities, programs, and plans to align with and achieve business strategy.
Identify process-improvement opportunities and collaborate with Centers of Expertise to improve HR effectiveness.
Use workforce data and information to inform and guide business-level decision-making.
Communicate and collaborate with HR Centers of Expertise and other Business Partners, raise issues, suggest resolutions, and support a positive impression of HR.
Develop organizational design and workforce plans for supported functions, including job descriptions, competency modeling, and process planning.
Collaborate with Compensation, Talent Acquisition, and Talent Development to ensure staffing aligns with workforce plans.
Lead change management so functional teams can shift talent to meet projected business needs over the following 18–24 months.
Build functional organizations and identify key success factors aligned with organizational aspirations and the strategic plan.