Senior People Business Partner

Responsibilities

• Engage with management to develop and translate business strategy into talent management initiatives and facilitate implementation.
• Proactively provide workforce insights to help leaders identify and address blocks and leverage opportunities for high performance.
• Help to facilitate organizational decisions based on a deep understanding of interdependencies across functions and stakeholders.
• Guide business leaders on organizational design that will drive growth and support organizational health.
• Proactively identify strategic issues, workforce planning or organizational design challenges and provide advice to develop creative solutions.
• Manage the data accuracy of your business unit in HRIS to preserve source of truth.
• Actively utilize data in support of feedback, coaching and advice aimed towards enhancing the organization’s success; exhibit managerial courage in raising issues and addressing difficult situations.
• Translate data and analytics to develop insights, tell stories, drive decisions and measure impact.
• Enable leadership to effectively manage their talent with confidence.
• Partner with leaders on change initiatives with a focus on culture, leadership, and management transformation, and supporting systems and processes.
• Understand top talent in the organization and be able to articulate strengths, weaknesses, key development actions, and potential next moves.
• Approach performance management as a talent building mechanism, aimed at growing individual and organizational capabilities.
• Manages and resolves Employee Relations issues through effective and objective investigation processes, ensuring adherence to appropriate employment laws and Company policies.
• Be agile and able to navigate ambiguity, build strong relationships across multiple teams, and execute effectively.
• Collaborate with core HR functions (Total Rewards, L&D, Talent Acquisition) to deliver solutions in support of business objectives.
• Anticipate business needs and support leaders in effective strategic decision making through research, benchmarking, and innovation methods.
• Understand best practices and analyze emerging trends in the industry to develop scalable HR strategy, frameworks, and initiatives.

Qualifications

• Bachelor's Degree with 8 or more years of experience in human resources specifically focused on talent management, total rewards, business partner, or leading functional areas within HR.
• Customer-focused, organized, collaborative, analytical, flexible, proactive, resourceful, passionate, efficient and accountable.
• A high degree of integrity and honesty; ability to exercise confidentiality and neutrality in complex and sensitive situations.
• Willingness to work at all levels of the HR “stack” – strategic, operational, and tactical.