Sr. HR Business Partner

Quest Diagnostics Incorporated•Detroit, MI

50d•Hybrid

About The Position

The Sr. HR Business Partner (Sr. HRBP) supports business/functional leaders at the mid to senior level to influence the design and execution of the business strategy by providing consultative support and leadership. Translates the business plan into talent and organizational plans and drives for results by building organizational capability and performance. Liaisons with HR Centers of Excellence and Service Center to ensure optimal HR collaboration and service levels to clients. The Sr. HRBP must reside in the greater Detroit or Grand Rapids area. The position is "near site" and will require weekly time in the field.

Requirements

8+ years of exempt-level Human Resources experience, with at least 5 years as an HR Business Partner
Proficiency in MS Office products and HR systems
Understanding of state and federal labor laws and regulations
Strong project and process management skills
Strong Analytical Skills
Highly developed and effective leadership and strategic influencing skills
Ability to work effectively with mid-level to senior members of the organization
Business acumen
Strategic agility
Drive for results
Decision quality
Managerial courage
Organizational savvy
Dealing with ambiguity

Responsibilities

Builds relationships with mid to senior level clients. Is a trusted and credible partner who anticipates needs and proactively recommends solutions.
Serves as an active member of the leadership team in assigned business/function and is able to influence and challenge others at this level
Has a solid understanding of current and future business trends, both internal and external
Serves as a coach providing guidance and consultation to leadership
Consults with leaders to develop and execute business strategy to build organizational capabilities, behaviors, structures and process.â¯ Provides strategic direction and influences at all levels in order to drive implementation of the strategy
Translates the business plan into talent and organizational plan (e.g.â¯in conjunction with the HR Director (HRBP), contributes to the People Strategy for assigned business to include: organizational re-design, strategic workforce planning, total rewards solutions, succession planning and talent management, organizational development and employee engagement of workforce)
Optimizes transformational change efforts by providing consulting support, guidance and a framework for leading and managing change
Responsible for succession planning / pipeline to ensure leadership talent in support the business strategy
Partners with and influences HR Centers of Excellence and HR Service Center to ensure the business is receiving optimal service andâ¯value addedâ¯programs that are aligned with business strategy.
Useâ¯outcome basedâ¯metrics supplied by HR Service Center to identify trends and influence the business
Ensures strong leadership teams in place and plays a key role in recruiting senior level talent
Drives toward strong organizational performance as evidenced by business measures such as productivity, quality and service
Drives toward optimal culture that facilitates employees' success. This includes Engagement, Diversity & Inclusion.
Drives for high performance work environment that makes the organization a great place to work and delivers results