Sr. HR Business Partner

CyrusOne•Dallas, TX

About The Position

The Senior HR Business Partner will support various groups in the organization. The Sr. HRBP is a consultant to management on HR-related issues such as employee relations, performance management, and talent management. The Senior HRBP acts as an employee champion and change agent while participating in initiatives supporting the overall strategic direction of CyrusOne. The Senior HRBP will be a part of and work closely with the HR Leadership Team (HRLT) and other leaders in the organization. The Senior HRBP will be a champion of culture of engagement, foster talent development, and implement effective HR solutions that enhance organizational performance.

Requirements

Ability to manage several complex projects simultaneously while working under pressure to meet deadlines
Exceptional analytical skills and ability to understand, evaluate, and make judgment calls on various HR-related activities
Knowledge of all federal and state regulations, filing, and compliance requirements both adopted and pending
High level of interpersonal and customer service skills and ability to maintain confidentiality
Leadership ability to select, lead, evaluate, and develop employees
Adaptable to changing work environment and shifting priorities
Strong proficiency in the use of Microsoft Office software including Outlook, Excel, PowerPoint and Word, and HRIS (Workday)
Ability to effectively engage employees and build relationships across the organization with all levels of employees
Strong analytical and problem-solving skills with the ability to interpret HR data and metrics
Deep understanding of HR best practices, employment law, and organizational behavior
Ability to work on both strategic and tactical responsibilities in a fast-paced environment
This position requires at least 10 years of progressive Human Resources experience with an emphasis in leadership development, talent management, HR Strategy and process improvement.
This position requires a Bachelor’s Degree in Human Resources or related field.

Nice To Haves

Master’s degree preferred.
SPHR certification preferred.

Responsibilities

Subject matter expert and resource for the business unit team providing both strategic and hands-on expertise with HR policy and practice
Partners with management teams and employees to coach and facilitate problem-solving and develop, implement, and administer employee relations programs that will contribute to a positive and progressive work environment.
Provide counsel and ensure prompt investigation for all legal-related matters; ensure that appropriate legal counsel is brought into these matters
Provides HR policy guidance and interpretation
Coordinates and monitors company performance management program by ensuring performance expectations and policy guidelines are being met, and are conducted effectively and in a timely manner
Proactively seek knowledge of both industry and functional specialty researching best practices, legal developments, emerging trends, technological advancements, and benchmark comparisons to create HR practices that are best in class
Drive organizational development efforts to improve processes, team dynamics, and overall effectiveness
Design, administer, and analyze employee engagement surveys, translating results into actionable insights and initiatives to improve the workplace environment
Develop and execute strategies to enhance employee engagement and retention
Design and implement leadership development initiatives to build leadership competencies and prepare high-potential employees for future roles
Provides guidance and input on business unit restructures, workforce planning, and succession planning
Partner with Talent Acquisition team as needed on staffing strategies
Identifies training needs for business units and individual executive coaching needs
Provides guidance on pay decisions, policy and guideline interpretation, and job evaluation
Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions)
Stay abreast of changing business needs and anticipate human resources issues and opportunities that will have both internal and external impacts
Develop company programs to increase employee engagement, provide change leadership, talent development, career & succession planning, retention and supporting process improvements
Other duties as required.