HR Business Partner

What You'll Do

• Business Acumen: Develop a deep understanding of the business unit's goals, landscape, and operational challenges.
• Workforce Planning: Partner with leaders to forecast future talent needs, identify capability gaps, and develop strategic workforce plans.
• Organizational Design: Consult with leaders on organizational structure, job roles, and team design to optimize efficiency and alignment with strategic objectives.
• Data-Driven Insight: Use people analytics and key metrics (e.g., turnover, engagement scores, performance data) to diagnose organizational health and recommend targeted interventions.

• Performance Leadership: Coach managers on driving high-performance cultures, effective goal setting, and managing the full performance management cycle.
• Talent Review: Lead and facilitate the business unit's talent review and succession planning processes to ensure a healthy and ready leadership pipeline.
• Development Planning: Collaborate with the Learning & Development CoE to identify and execute targeted development programs for critical talent and key employee populations.

• Change Agent: Lead the people-side of large-scale change initiatives (e.g., restructuring, integration, new technology adoption), ensuring effective communication and adoption.
• Culture Champion: Partner with leaders to reinforce desired culture, values, and engagement strategies specific to the business unit.
• Manager Coaching: Provide coaching to leaders and managers on complex people issues, leadership style, and effective team management.

• Risk Mitigation: Manage and resolve complex, high-risk, or sensitive employee relations issues and investigations, often serving as the final internal escalation point.
• Policy Application: Interpret and apply HR policies, ensuring consistency and compliance while considering the unique context and culture of the business unit.
• Career Guidance: Provide direction on career development opportunities, internal job pathways, and skill development resources.

• CoE Integration: Act as the primary interface between the business unit and the Centers of Excellence (CoEs - e.g., Compensation, L&D, Talent Acquisition). Provide business context to CoEs for the design of programs and policies, and ensure effective deployment of these programs within the client group.
• Operations Leverage: Utilize HR Operations Shared Services for transactional support, routine inquiries, and core administration (e.g., onboarding logistics, data entry), thereby maintaining a focus on strategic initiatives.

• Regulatory Knowledge: Ensure adherence to relevant employment laws, regulations, and company policies within the business unit.
• Audit Readiness: Maintain accurate documentation and records to support compliance requirements and audits.
• Risk Assessment: Proactively identify potential compliance risks and develop mitigation strategies.

Competencies

• 5+ years of progressive HR experience, with at least 2-3 years in a Business Partner or similar role
• Strong business acumen and ability to translate business strategy into people initiatives
• Excellent consulting, coaching, and influencing skills
• Proven ability to build trust and credibility with senior leaders and employees
• Excellent project management and organizational skills
• Strong communication and presentation abilities
• Adaptability and resilience in a fast-paced environment

• Experience supporting global and/or remote teams preferred
• Analytical mindset with ability to derive insights from HR data

The Offer