HR Business Partner

.Job Summary

The HR Business Partner supports succession planning, change management, workforce planning, human capital management, talent management and job competencies. The successful candidate will also support various HR activities recruiting, compensation, benefits, training, associate development and relations with assigned functional units. Reviews and suggests improvements to current organizational development programs and processes to increase department efficiency and effectiveness, as well as focuses on customer service and solutions related to human resource activities. Reviews and suggests improvements to current training plans and course content. May train or act as a mentor to less experienced associates. Supports the HRBP function with standardization of programs, processes and systems.

Roles and Responsibilities

• Coordinates and facilitates activities and discussion associated with performance and development of entry and intermediate level management organizational development.

• Supports the annual performance management process including preparing and sending performance management process communications, ensuring the system is ready to launch, supporting end users with systems issues and answering process-related questions from associates.

• Delivers group and individual training covering a range of functional, operational and/or management areas in a specified field. Oversees the quality of delivered training sessions by external vendors. Collects data to help measure effectiveness of training programs.

• Enhances existing curriculum and educational experiences to meet the needs of the targeted audience and department. Assists in analyzing and assessing training and development needs for individuals and departments. Summarizes and relays requirements to Center of Excellence for development of training to help improve associate development.

• Influences and supports change in organization behavior including facilitating team building, and changes in group norm values and culture.

• Creates discussion during calibration meetings to identify high potential associates and establishes committees and/or advisor boards to outline succession within departments and to discuss training needs.

• Conducts and analyzes interviews to obtain performance about related members.

• Coordinates nomination of High Talent Development Program and checks in with associates to assess if they have been properly identified.

• Administers surveys and assessments based on individual and company-wide needs, and collects other data to understand existing conditions.

• Provides HR assistance to assigned business unit(s) or function unit(s) to ensure customer requests and needs are met in a timely basis. Typically supports those associate relations that are considered moderate to high risk.

• Improves business or function unit performance by serving as main point of contact and partnering with management and associates to identify and clarify problems, evaluating and recommending potential solutions, implementing selected solutions and mentoring managers and associates.

• Administers, interprets and explains routine and moderate human resources policies, procedures, laws, standards and regulations.

• Prepares reports by collecting, analyzing and summarizing data and trends in order to support the development of solutions, programs and policies.

• Anticipates and plans for short-term human resource needs and trends with management. Keeps informed and aware of other functions and activities within North America Human Resources in order to quickly respond to customers.

• Supports strong associate relations for the Company by gathering information from associates and managers during fact finding conversations to make recommendations for coaching and discipline with associates.

• May serve as point of contact for Human Resources managers and associates that belong to another HR functional group and support with data collection, program coordination and administration, analysis and recommendations specific to location.

• Represents management and associate perspective and provides recommendations to functional groups on Company policies for improvements.

• Fosters company culture through coordinating activities, events and other programs.

• Completes assigned tasks related to group projects, and may play a lead role in some projects.

• May act as a mentor to less experienced professionals.

• Performs other duties as assigned.

Required Qualifications

• Bachelor's degree in Human Resources, Organizational Management, Instructional Design or related field required OR 3+ years of related and relevant experience required.

• Good knowledge and familiarity with organizational development theories and practices.

• Good knowledge of current business unit/location structures and leadership.

• Strong knowledge and familiarity with federal, state and local employment laws and regulations.

• Proficiency in Microsoft Office products such as Word, Excel and PowerPoint.

• Strong analytical skills, with an ability to gather and summarize training data.

• Strong written and verbal communication skills and presentation skills. Ability to communicate with internal and external customers on issues of moderate to considerable importance, up to and including senior management.

• Proven ability to foster and maintain relationships with an ability to work as part of a cross functional team.

• Strong customer service skills. Ability to promote and support a service-oriented environment.

• Proven resourcefulness in proactively finding solutions to unique problems with limited information.

• Strong negotiation skills. Ability to defend position strongly while keenly aware of the need to maximize benefits for all sides.

• Ability to complete multiple assigned project tasks while also successfully performing daily essential duties.

• Ability to train or transfer knowledge to less experienced associates.

• Ability to apply process improvement planning and checking to own work output and to assist others with identifying gaps in work results.

• Strong continuous improvement mindset.

Physical Conditions

Visual requirements include color, depth perception and field of vision. Physical requirements include standing, walking, pushing, pulling, lifting, fingering, talking, hearing and repetitive motions. The work environment for this position is typically indoors in a pleasant, well-lighted area with comfortable temperatures and a controlled environment with no significant amounts of dust, fumes or odors. Unavoidable accidents and health hazards are unlikely.

Salary Range: $55,700-$69,700

Benefits Summary:

• 401(k)

• 401(k) matching

• Health insurance

• Dental insurance

• Vision insurance

• Employee assistance program

• Health savings account

• Life insurance

• Paid time off

• Parental leave

• Professional development assistance

• Referral program

• Relocation assistance

• Retirement plan

• Tuition reimbursement

At DENSO:

DENSO is an advanced mobility supplier and global Fortune 500 company. Here, we innovate, create and make things to change how the world moves. We develop technology and components for major automakers worldwide, which you can find on nearly every vehicle make and model on the road today.

At our core, DENSO wants to make the world a better place. And, we have the ability to do so using our broad product portfolio, which spans mobility electronics, thermal systems, electrification systems, powertrain systems, sensors & semiconductors, and non-automotive businesses.

We're far reaching: Globally headquartered in Japan, we have 170K+ employees across 221 facilities in 35countries across the globe. Here in North America, our headquarters is in Southfield, Michigan. Last year, we had$47.6 billion in global consolidated revenue with North America contributing $10.9 billion.

Link to company DEI page - Diversity & Inclusion | Craft Your Career at DENSO | Careers | DENSO US/Canada Website