Organization Business Partner

J.M. Smucker Co•Orrville, OH

13d•Hybrid

About The Position

Serve as a strategic advisor and trusted partner to business leaders, aligning people strategies with organizational objectives to drive performance, capability, engagement, and organizational effectiveness. Partner closely with leaders in the business and across HR to develop and execute talent strategies, workforce planning, organizational design initiatives, leadership development, and people programs that support business priorities and enable sustainable growth. Anticipate and address organizational and talent challenges, providing data-driven insights, leadership coaching, and change management expertise. Champion our Company's Culture-in-Action values to create an environment where employees and teams can thrive while supporting enterprise-wide priorities and transformational initiatives. Leverage your strengths across both strategy and execution; functional expertise and an enterprise-wide perspective; HR knowledge and business acumen; individual contribution and leadership through coaching and development; specialist capabilities and a generalist mindset; and the ability to work autonomously while collaborating thoughtfully with others.

Requirements

Bachelor's degree
7 – 10 years of progressive Human Resources, Organizational Development, Talent Management, or related experience
3 – 5 years of experience in a business-facing consulting, business partner, or client-service-oriented role
Demonstrated experience partnering with leaders on organizational design, workforce planning, talent management, and change initiatives and autonomously leading a cross-functional HR team (indirect reports) to support the Company’s largest, most complex organization priorities
Experience leading complex cross-functional projects and influencing diverse stakeholder groups
Proven success coaching leaders and supporting organizations through transformation, growth, or significant change
Experience utilizing workforce data, analytics, and HR technology to drive business decisions
Strong business acumen and strategic thinking skills; deep understanding of the financial metrics that drive the business
Ability to build credibility and effectively influence leaders at all levels of the organization, most especially Company Officers, using objectivity, data, and facts, without requiring more senior leaders to intervene to achieve balanced decisions
Expertise in organizational design, workforce planning, talent management, and succession planning
Strong leadership coaching and consulting capabilities, including ability to independently lead difficult conversations with care and compassion, when necessary
Excellent conflict resolution and problem-solving skills
Data literacy with the ability to analyze workforce trends and translate insights into action
Effective change management and project management skills
Expert communication, facilitation, and presentation abilities with proven ability to “rise above the noise” and synthesize disparate ideas and opinions into a succinct summary of action items that progressively advance the work
High level of subjective judgment, professional maturity, and emotional intelligence; ability to converge across varying viewpoints, devoid of self-interest, and independently decide on the next logical course of action, appropriately balancing when there’s a need to solicit additional input and when it’s time to make a decision and keep moving
Ability to confidently navigate ambiguity and independently lead teams who don’t report to you (in HR and the business) through complex organizational challenges
Demonstrated intellectual curiosity that keeps teams in pursuit of continuous improvement and holistic thinking about the factors and functions that drive business success
Commitment to fostering an inclusive, high-performing, and values-based culture

Nice To Haves

Master’s degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field

Responsibilities

Serve as a trusted advisor to business leaders, aligning talent priorities and organizational strategies with business objectives; translate strategy into practical action plans and supporting materials, in close collaboration with partners across HR and the business
Build and maintain strong relationships with leaders and key stakeholders across supported functions and HR; fair, objective, and balanced member of both teams, not one or the other
Develop a deep understanding of business strategy, operational priorities, workforce challenges, and organizational opportunities and drivers of the whole business across Corporate and manufacturing functions
In partnership with the business, anticipate and plan for the future evolution of the business and its impact on the workforce (e.g., AI, technology, etc.), always thinking multiple steps ahead
Influence business decisions through thoughtful consultation, strategic workforce planning, and organizational insights that effectively balance both functional and enterprise objectives
Partner with leaders to identify future talent needs and build plans to support long-term business success; balance short-term objectives with long-term needs
Lead discussions related to organizational structure, role design, workforce planning, and headcount management
Consult with leaders to ensure organizational resources are aligned to business priorities and evolving needs
Lead the organization work for a function or business unit to support mergers, acquisitions, restructures, and other organizational transitions, such as organization design, achievement of financial metrics, headcount management, synergies, etc.
Balance talent investment decisions with financial considerations and organizational effectiveness goals
Coach leaders and managers on performance management, employee development, career growth, talent reviews, succession planning, and team effectiveness; promote a “clear is kind” approach to providing employees with regular feedback
Facilitate talent reviews and succession planning processes to ensure strong talent pipelines for critical roles
Partner with leaders to identify, develop, and retain top talent
Strengthen manager effectiveness through coaching, feedback, and leadership development initiatives
Support employee engagement and retention strategies that enhance organizational performance
Lead and support organizational change initiatives that drive transformation and continuous improvement; serve as a role model and ambassador for change and effectively “bring others along” the change curve
Challenge conventional thinking and lead with innovative approaches to solving business and people challenges; serve as a “bold thinker” and thought partner to the business and HR
Guide leaders and teams through periods of change by providing coaching, communication, and change management support, conveying difficult messages, when necessary, to ensure visibility to the facts, and that leaders and teams understand all facets of complex situations
Facilitate alignment across teams and functions to improve organizational effectiveness and collaboration; role model for effectively bringing people together toward compromise and practical, “best balanced decisions”
When needed, independently lead sub-teams or dedicated workstreams on large, complex enterprise projects, from strategy to execution
Leverage workforce analytics, engagement data, turnover trends, talent metrics, and HR system insights to inform decision-making
Partner with Finance and other stakeholders to analyze organizational and headcount data
Monitor organizational health indicators and identify opportunities to improve employee experience, engagement, and retention
Present data-driven recommendations to leaders that support business outcomes and workforce effectiveness
Collaborate with Centers of Excellence including Talent Acquisition, Learning & Development, Total Rewards, Employee Relations, and HR Operations to deliver integrated talent solutions
Support enterprise-wide initiatives such as leadership development, employee engagement, performance management, compensation planning, and culture-building efforts; at times, this includes independently producing the supporting materials needed to advance the work through project timelines (e.g., Excel spreadsheets, PowerPoint decks, meeting summaries, written announcements, talking points, cross-functional project plans, etc.)
Lead with an enterprise mindset by balancing functional and Company priorities, which at times, can mean delivering difficult messages when a functional “want” doesn’t align at the enterprise level
Provide oversight, developmental coaching, and performance support for a direct report, if applicable
Provide indirect leadership of individuals and cross-functional teams in support of large, complex total Company initiatives
Act as an ambassador and role model for the Company's culture, values, and leadership principles across the organization