Business Partner II, HR

Position Summary

The HR Business Partner (II) should be a strategic HR professional that partners with senior and mid managers to develop and implement human resource strategies and programs that are in line with the individual business unit and organizational mission and vision. This role requires vast knowledge in all aspects of HR strategy, including recruitment, employee relations, performance management, organizational development, learning, employment law, compensation, benefits, and HR systems. To be successful, the HR Business Partner (II) must develop and sustain strategic and day-to-day consultative relationships with leaders and their respective teams and act as a trusted coach on business and talent related issues and opportunities. Additionally, this role requires collaboration with HR COE partners in Talent Acquisition, Learning & Development, Talent Management, HR Operations, HR Analytics, Compensation/Benefits to develop and implement human resource strategies and programs that are in line with the individual business unit and organizational mission and vision.

Essential Duties & Responsibilities

• Works closely with leaders to develop and implement organizational strategies that optimize the team’s performance and overall effectiveness.
• Builds relationships with senior business leaders to offer thought leadership on organizational design and people-related execution and movement.
• Understands the unique talent needs for each department of the business and develop strategies, in partnership with Talent Acquisition, to identify, attract, retain, and develop the next generation of leaders.
• Analyzes employee relations issues, recommends effective solutions, and works with the business to implement those solutions.
• Maintains good understanding of critical business issues relating to supported business units and ensure that the HR strategy continues to provide appropriate initiatives and results in desired outcomes.
• Works closely with Internal Audit, Global Security, and Information Technology on investigations of ethics, discrimination, harassment, or other workplace issues.
• PARTNERS WITH HR KNOWLEDGE EXPERTS IN COMPENSATION, TOTAL REWARDS, RECRUITMENT, AND ORGANIZATIONAL LEARNING TO DEVELOP AND IMPLEMENT BEST PRACTICES AND MONITORS THEIR APPLICATION THROUGHOUT THE ORGANIZATION.
• USES ADVANCED HR INFORMATION SYSTEMS TO ACCESS AND ANALYZE DATA FOR REPORTING PURPOSES BASED ON BUSINESS UNIT NEEDS AND USES RELEVANT DATA TO RECOMMEND SOLUTIONS.
• PARTNERS WITH TALENT MANAGEMENT TO FACILITATE VARIOUS COURSES FOR EMPLOYEES THROUGHOUT THE ORGANIZATION.
• EVALUATES EXISTING POLICIES AND PROCEDURES AND MAKES RECOMMENDATIONS FOR CHANGES AND IMPLEMENTATION THROUGHOUT THE ORGANIZATION.

Qualifications, Knowledge and Skills

• 4-7 years of progressive experience as a HR Generalist or HR Business Partner.
• Bachelor degree required with a specialty in Human Resources, Business Management, Psychology or related field.
• Candidate must have experience in human resources management or consulting in a dynamic, highly complex global environment.
• Must be able to show a successful track record of strategic work with business partners at all levels.
• Capability to assess complex situations and develop solutions that align with organizational goals and legal requirements.
• Creativity in finding innovative solutions to HR challenges, such as retention and talent development.
• Excellent communication and interpersonal skills, with the ability to build strong relationships with stakeholders at all levels.
• Strong skills in managing conflicts, facilitating negotiations, and finding win-win solutions that promote harmony and understanding between employees and management.
• Ability to juggle multiple tasks and prioritize effectively, especially in high-pressure situations.
• Ability to drive change management, helping employees adapt to new policies, technologies and organizational structures.
• Proficiency in analyzing HR data to make informed decisions on employee performance, compensation, engagement, and turnover trends.
• Strategic thinking to assess the overall impact of HR decisions on organizational success.
• Proven self-started, motivated, and can work with minimal guidance, finding the right resources to ensure progress.