People Experience Business Partner

Reece•Addison, TX

2d•Onsite

About The Position

The People Experience Business Partner (PEBP) will be responsible for aligning business objectives with team member and management in designated business units / functional areas / facilities. The PEBP will be assigned to business unit(s) to ensure the effective deployment of PE strategies, processes, policies, systems and metrics that contribute to the overall success of the business. The PEBP will serve as a consultant to management and will work proactively to recognize issues and develop appropriate measures and tools to enhance business unit performance. This role will be seen as a strategic thought partner and resource for the business unit they support and takes a more consultative role working in PE as a team member champion and change agent.

Requirements

Experienced PE leader, with 4+ years of demonstrated performance and ability to provide PE consultation to executives and team members on PE issues including Performance & Talent Management, Compensation, Organizational Diagnosis, Employee and Union Relations, Talent Acquisition, Diversity, and Federal / State Employment Laws
Proven ability to link PE strategy to business goals and be able to partner with colleagues to influence broader PE strategies and practices for the benefit of the organization
Exceptional judgment, demonstrated ability to make sound decisions and be creative in developing alternative solutions in a fast paced environment
Proven capability to work successfully across a large, matrixed global organization with multiple constituents
Ability to objectively coach employees and management tPEough complex, difficult issues
Proven record of leading an organization in a highly dynamic environment
Demonstrated ability to work collaboratively across divisions, functions and levels
Ability to leverage data to formulate strategy and drive business results
Effective communication (verbal and written), negotiation, and presentation skills
Excellent project management and change management skills
Strong internal and external customer service focus
Strong analytical, diagnostic, and problem solving skills
Ability to identify and handle priority and/or sensitive issues with discretion, and a commitment to confidentiality

Nice To Haves

Bachelor’s degree in Human Resources, Business Management or related field preferred
Master’s degree preferred
PHR or SPHR are preferred

Responsibilities

Serve as key, trusted advisor to leadership on business direction, particularly related to people aspects of the business by demonstrating a thorough understanding of business strategies, competitive landscape and current, anticipated and potential future business challenges
Collaboratively design solutions from a holistic PE and process thinking perspective within a relevant business context and communicate in business terms
Guide business leaders in identifying, prioritizing and building current and future talent strategies, pipelines, behaviors, structures, and processes, supported by data and analysis
Works closely with management and team members to improve work relationships, build morale, increase productivity, stimulate employee development and retention
Build and maintain business knowledge for assigned areas of responsibility, including organizational strategy, competitive strengths, industry dynamics, profit levels, customers, and competitors, as well as how the business’ focus fits into the overall Reece business strategy
Guide organizational change through application of extensive knowledge related to the business and industry trends, relationship development and partnership skills, key internal company processes, as well as People Experience
Provides day-to-day performance management guidance to line management (coaching, counseling, career development, ER investigations, corrective actions)
Analyzes trends and metrics in partnership with the PE group to develop solutions, programs and policies
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance