Sr. HR Business Partner

• →Acts as a single point of the contact for the employees and managers in the business unit
• →As a strategic partner to assigned business, identify HR needs required by the business and develop executive HR strategies to support the business strategy
• →Acts as thought partner and coach to business leaders to enhance employee engagement and drive a high performing culture
• →Identify team development gaps and facilitate team development activities to improve collaboration and team performance
• →Assess the organizational needs of the business units and work with the business leaders to change and improve the organizational structure, process, systems, rewards necessary to achieve the desired culture and business objectives
• →Acts as change agent in managing organizational changes to ensure achievement of desired business results
• →Acts as employee champion in promoting employee value proposition and drive employee engagement and communication to be the employer of choice
• →Acts as HR policy and process expert and proactively work with COEs in workforce planning, talent acquisition, total rewards, performance management, learning and development, HRIS to ensure delivery of high impact HR services and programs
• →Conducts weekly meetings with respective business units.
• →Consults with line management, providing HR guidance when appropriate.
• →Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• →Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
• →Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related discipline
• 8+ years of progressive HR Business Partner experience, with demonstrated success supporting large, complex, and geographically dispersed organizations
• Proven experience partnering with senior and executive leadership on strategic workforce initiatives
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and employment laws
• Expertise in organizational design, change management, and workforce planning within field services, operations, or similarly decentralized business models
• Strong attention to detail. Attentive to detail and accuracy, performs quality work, continuously looks for improvements, owns/acts on problems, and seeks opportunities to increase effectiveness and efficiency.
• Strong track record managing employee relations matters and conducting thorough investigations
• Strong global & cultural Awareness.
• HR Expertise in talent acquisition, total rewards, learning and development, employee relations and communication
• Demonstrated ability to develop and execute talent strategies that address high-volume, technical, or hard-to-fill workforce segments
• Strong analytical capabilities with experience leveraging HR data and metrics to drive business decisions

 

Additional / Preferred Qualifications:
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Physical & Environmental Requirements:
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Time Travel Needed:
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