Mgr HR Business Partner

Job Summary

In the HR Business Partner role, you will provide a full range of HR services to dynamic and innovative business areas. You will navigate in a multifaceted environment that requires an ability to quickly shift between strategic and operational support to the business.

Responsibilities

• Partner with the Sr. HRBP and functional leaders to develop and lead effective people initiatives that will drive business performance.
• Deliver appropriate coaching and development feedback to employees and managers.
• Facilitate the effective rollout of enterprise-wide HR initiatives for assigned client groups, including goalsetting, year-end performance reviews, salary planning and administration, talent reviews and succession planning, and engagement surveys.
• Collaborate with leaders on identifying learning and development needs, and partner with Talent colleagues to deliver appropriate learning and development support.
• Partner with business leadership on the development of effective internal messaging on key initiatives and changes within assigned client groups.
• Support managers on effective job specification development and target compensation packages for new roles within the organization; liaise with Talent Acquisition on the interview and selection process for management positions with a focus on the candidate experience and attracting top talent.

Qualifications

• Bachelor's Degree in Human Resources, Business, or a related degree.
• 3-5 years of progressive HR client-facing experience. Prior experience in a Business Partner role strongly preferred, ideally within an organization in transformation.
• Excellent consultative and client service skills with an ability to influence and manage key relationships.
• Deep analytical skills with the ability to use and interpret data to both guide and validate decisions.
• Ability to quickly grasp the big picture, using insights from business leaders, HRBP colleagues and COE partners to provide pragmatic counsel and guidance aligned to the strategic direction of the organization.
• Results orientation with the ability to quickly identify problems and drive appropriate solutions.
• Demonstrated effectiveness at both the strategic and tactical levels.
• Working knowledge, understanding, and practical application of employment laws and HR practices.
• Demonstrated optimism and relentless problem solving, with a strong sense of empathy.
• A track record of serving as a courageous advisor, focused on doing the right thing for both the business and employees individuals and collectively, even when it’s hard.