Manager Corporate Human Resources Business Partner (HRBP)

About the role

The HR Business Partner (HRBP) partners with the Business to enable growth by proactively assessing needs and collaborating to develop and deliver talent management solutions and provide quality consultation that maximizes engagement and minimizes risk.

Essential Functions

• Strategic Partnering: Build relationships with appropriate senior business leaders to establish credibility as a trusted advisor to influence and support key strategic and operational decisions
• Keeps succession planning, career development, and performance management processes and results aligned with the organization’s goals.
• Increases the buy-in and capabilities of executives and managers within client organizations to apply these practices to build bench strength and ensure a qualified and ready pipeline of successors
• Understands the operating model for the Business Partner (BP), and assess the impact of any changes on existing talent
• Facilitate development and execution of talent strategy with BP
• Identify HR’s contribution to realizing clients’ objectives and leverage HR services or programs to suit the needs of BP.
• Facilitate career management and planning in alignment with talent management expectations
• Identify and support critical metrics to assess and measure impact and results
• Facilitate organizational change management and help leaders to align communication, behavior, and infrastructure to support the desired changes
• Mitigate risk by ensuring appropriate escalation/investigation of performance, conduct, and other Associate relations-related matters
• Needs Assessment Support clients’ coverage and identify emerging talent issues before they impact the clients’ strategy fulfillment
• Leverage associate feedback and/or interviews to maintain or build awareness of covered population, issues, and challenges
• Leverage HR COE teams as relevant to conduct assessments
• Continually assess the HR implications of client-driven strategic options and proactively communicate
• Monitor Culture And Drive Change Facilitate the adoption of HR policies and practices and educate leaders and managers regarding HR capabilities
• Support the collaboration, mutual accountability, and respect within the HR team
• Drives organizational improvements and decision-making to constantly improve corporate talent across the business while balancing both strategic needs and tactical goals
• Supports and drives diversity and inclusion initiatives at all levels; fosters a culture of associate engagement, which includes supporting, influencing and strategizing with BP on engagement survey results
• Supports and drives the corporate leadership and corporate functions to embrace organizational changes and promote continuous improvement through operational excellence.
• Partners with HR Centers of Excellence to provide seamless HR operations support to the client organizations
• Support HR initiatives across the calendar year and keep the line up to date on forthcoming initiatives

Competencies

• Commitment
• Project Management
• Communication
• Integrity & Trust
• Teamwork
• Initiative

Qualifications & Special Skills Required