Talent Business Partner

Red Bull•Dallas, TX

1d•$92,000 - $138,000

About The Position

The Talent Business Partner (TBP) is an experienced HR professional responsible for supporting the delivery of Talent strategies and initiatives across Red Bull North America at a regional level. This role works closely with business leaders and Talent colleagues to execute Talent processes, provide operational support, and deliver tailored solutions that align with organizational goals. The TBP handles moderately complex assignments, contributes to projects, and recommends enhancements to Talent practices within their area of responsibility.

Requirements

Experienced HR professional with a background in HR Business Partnering or related HR functions, preferably in a matrixed organization.
Strong understanding of HR processes, employment laws, policies, and systems, with a focus on operational HR delivery.
Proven track record of partnering with senior leaders to align Talent strategies with business priorities.
Demonstrated experience managing and resolving a wide range of employee relations matters, including investigations and advising leaders.
Experience coordinating and/or facilitating manager and employee training programs and effectively communicating Talent philosophies, processes, and tools.
Strong analytical, problem-solving, and decision-making skills, including interpreting people data to identify trends and recommend solutions.
Skilled in change management, including supporting organizational changes and coaching leaders through transitions.
Familiarity with workforce planning and the ability to collaborate effectively with planning and analytics teams.
Excellent relationship-building, influencing, and communication skills, with the ability to collaborate across teams and adapt national/global strategies to local needs.

Responsibilities

PROVIDE SUPPORT TO BUSINESS LEADERS Serve as a key point of contact for the assigned SVP, Regional General Manager, their people leaders, and employees, providing guidance on Talent-related matters, ensuring alignment with organizational goals, and representing Talent on the Regional Leadership Team (RLT).
Partner with business leaders to address workforce challenges and provide operational Talent solutions, coaching them to hire, develop, and retain “the Best 11 Players.”
Collaborate with leaders and Talent colleagues to translate business priorities into a clear regional people strategy and execute against that strategy throughout the year.
Provide change management support, including developing timelines, communication plans, and documentation
EXECUTE TALENT PROCESSES AND PROGRAMS Manage and execute key Talent processes (e.g., performance management, engagement, employee relations, onboarding, offboarding) and ensure effective implementation of Talent policies and programs in partnership with Talent COEs.
Proactively manage employee relations issues for full-time and part-time employees, including conducting investigations as needed and providing clear recommendations and actions to managers.
Partner closely with the regional Talent Acquisition (TA) team to ensure timely filling of open roles, including participating in interviews for senior leadership (Director and above) positions and helping to shape local TA strategies.
Coach leaders and managers on Red Bull’s compensation philosophy and basic compensation practices, serving as a local subject matter expert and escalating complex issues to Compensation as appropriate.
Collaborate with Talent colleagues to ensure consistency and alignment in the delivery of all Talent services.
Ensure adherence to applicable federal, state, and local employment laws and regulations in partnership with Legal and Talent Operations.
SUPPORT TALENT MANAGEMENT AND DEVELOPMENT Maintain a clear view of regional bench strength and internal movement, using people data and insights to support succession planning and critical role coverage.
Coach leaders and employees to take ownership of their development by applying Red Bull’s entrepreneurial development model and Big Jobs Lifecycle, and connecting them to learning and development opportunities.
Coordinate and/or facilitate regional trainings in partnership with Learning & Development.
SUPPORT WORKFORCE PLANNING AND ANALYTICS Contribute to workforce planning by collaborating with Talent Planning & Analytics and other teams to align plans with business needs.
Analyze workforce, engagement, and other people data to identify trends and recommend solutions that improve employee satisfaction, performance, and retention.
CONTRIBUTE TO TALENT PROJECTS AND ENHANCEMENTS Participate in moderately complex Talent projects and initiatives to support organizational goals.
Identify regional Talent needs and opportunities through data, stakeholder feedback, and business insights; propose and manage projects that improve TBP effectiveness and support organizational priorities.
Identify opportunities to improve Talent processes and recommend enhancements that increase efficiency and effectiveness.
Collaborate with Talent colleagues to share best practices and drive continuous improvement.
COLLABORATE ACROSS TALENT FUNCTIONS Work closely with Talent COEs to ensure a cohesive and integrated approach to Talent delivery.
Act as a liaison between business leaders and the broader Talent organization.
Represent the Talent function in cross-functional meetings and initiatives.