Senior Human Resources Business Partner

Formerra•Romeoville, IL

About The Position

The Senior Human Resources Business Partner develops strong partnerships with Sr. Leaders across regions and facilitates and implements HR strategy, programs and services that will further the business goals of the organization. At the same time, s/he will get involved with day to day human resources issues and provide insight, counseling and problem resolution to people leaders and employees.

Requirements

15+ years of progressive Human Resources experience, preferably in professional services, supporting an entrepreneurial, diverse, fast-paced organization
Proven expertise in developing strategic partnerships with sr. management and influencing key business decisions, preferably in a fast-paced organizational environment
Intellectual acumen, sound judgment, professional and personal integrity, initiative and flexibility, combined with solid analytical and problem-solving skills
Assertive, high energy, independent, results-oriented demeanor and a strong drive to succeed
Demonstrated leadership and interpersonal skills
Excellent consensus building/influence skills
Demonstrated ability to set the tone and maintain HR standards in a consistent way with ability to adapt to the evolving organizational needs
Qualified candidates will possess a bachelor’s degree in HR, Business or related course of study.
Excellent written and verbal communication skills; ability to interface with management and peers, specific strength in influencing decision makers and managing expectations
Agile with the ability to respond to rapidly changing business models, with proven track record in change management.
The ability to understand business goals and recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity and development of HR within the company
A true hands-on approach as well as the ability to successfully monitor the “pulse” of the employees to ensure a high level of employee engagement
Strong project management skills; ability to lead projects at a network level to influence and obtain buy-in, and then drive execution and achievement of the right results
The ability to be comfortable with high volume workload and not be afraid to “roll up your sleeves”

Nice To Haves

MBA or Master’s in Human Resources preferred.
The ideal candidate will have a passion for enhancing people processes and live in the data to explain the “what”, “why”, and “what now”.

Responsibilities

Partner with senior executives to design and implement programming, policies and processes that support the People Strategy. Use data and analytics to measure the effectiveness of tools and programming to understand the landscape for further improvement.
Provide expert input across a range of HR issues; Design and deliver high impact solutions that meet the needs of the business.
Co-lead annual talent review process, including talent assessment, succession planning, development planning. Proactive follow-up on action items/follow-up.
Drive consistency of approach across the enterprise in managing and developing talent to support current and future organizational needs.
Create templates and lead the integration of leaders/associates post acquisition. Assist in due diligence as required.
Drive change by challenging leaders to consider alternative solutions to influence a high- performance culture. Partner with managers to effectively address performance gaps.
Partners with payroll; HRIS; Compensation & Benefits functions as needed to provide solutions for clients.
Partner on annual performance mgmt., bonus & merit processes. Partner to ensure goals are set as appropriate each year.
Work with managers to effectively diagnose organizational issues thru data and partners to solve them. (Evaluates issues, patterns, and trends to provide proactive insights for HR solutions i.e. training to address certain needs.)
Coach and build the capability of senior managers to anticipate and pre-empt organizational issues.
Provide counsel to management on resource and headcount planning.
Drive change by challenging leaders to consider alternative solutions to influence a high- performance culture. Partner with managers to effectively address performance gaps and mitigate risk.
Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes.
Continuously drive improvements in tools and policies through external market trends, insight and internal best practice.
Understand and anticipate the need for change, diagnose the underlying issues and build the case for change with stakeholders. Build frameworks to plan and manage the continuous process of change including dependencies, risk, potential scenarios ad options to mitigate.
Ensure global HR operations are adequately serviced, that HR programming has global reach where applicable and leads regional implementation of policies, practices & programs.
Be an ambassador for the function and represent the HR internally and externally (as appropriate).
Help drive the People functional excellence through automating processes, designing policies and delivering system solutions that enable the team to be more efficient
Own and drive analysis of data to identify relationships, trends, and potential business impact; interpret data and communicate findings to the People team.
Implement and maintain process improvements that will enhance the employee experience with people services