The Human Resources Business Partner reports to the Global HR Head of Corporate Functions and works in close partnership with Corporate Functions leaders globally. The role has leadership responsibility for strategies and programs that align to business outcomes and build organizational, team and individual capabilities aligned to the corporate strategy and vision. This position aligns the talent strategies with the functions and oversees execution of comprehensive initiatives, action plans and processes to improve critical organizational performance that ties to business success (growth and profitability).
The Human Resources Business Partner leads key strategies and processes, including talent acquisition and mobility, leadership development, organizational development and change management, performance management, succession planning, Inclusion & Diversity, employee engagement and retention within Corporate Functions.
Essential Duties & Responsibilities:
Provides Global HR leadership to Corporate Function leaders.
Partner, subject matter expert, advisor and coach to senior management in Human Resources and business decisions including workforce planning and talent acquisition/mobility, diversity/inclusion, compensation, organizational design, talent management and selection, change management, succession planning, retention, engagement, employee relations, legal issues, and so forth.
Works closely with leadership to develop a high performing leadership team and ensure each individual member of the leadership team has all the tools and resources they need to optimize their performance.
Elevates talent by identifying growth and development opportunities for talent and holding leaders. accountable to talent management and development.
Proactively identifies organization issues through data and trends and brings forth recommendations and solutions.
Provides expertise in managing and leading change and is an advocate for creating culture that exhibits business objectives.
Manages complex and difficult HR Projects cross-functionally and partners with other Lines of Business / functions as needed.
Identifies and addresses succession issues and through development and succession planning programs, develops ready now candidates as well as a potential pipeline for the future.
Leads process to identify talent for key roles and/or strategic hires for function.
Acts as the voice and senior level advocate for the employees to the leadership team at all times.
Influences leadership decisions with data and metrics.
Collaborates with HR Partners to align the line of business and function needs with a focus on increasing their skills, business acumen and offering development opportunities for HR Partners, contributed to the succession planning in the HR function.
Ensures organizational success in complex business situations such as mergers, acquisitions, integration, major programs, and organizational redesigns.
Partners with leaders in achieving safety objectives.
Implements and enforces human resources policies and procedures to ensure consistency, compliance and risk mitigation.
Manages within the budget.
Undergraduate degree required, Master's degree and SPHR credential preferred.
Minimum of 10 years of senior level human resource experience with demonstrated success in creating and driving effective initiatives.
Have proven ability to work effectively at all levels of the organization to inspire trust, confidence and consensus building among a diverse set of stakeholders.
Have a demonstrated commitment to workforce diversity and inclusion.
Have strong analytical and problem-solving skills; demonstrated by the ability to analyze data, understand trends, and develop recommendations for action based on the analysis.
Communicate effectively in writing, as well as orally, to all levels of the organization.
Have the ability to manage multiple projects and lead complex organizational change initiatives in a fast-paced environment.
Possess solid organizational planning and development skills with particular focus on assessing employee populations, benchmarking talent, and implementing development programs.
Well organized, having strong leadership and managerial skills, and the flexibility and adaptability to be able to change direction instantly to meet the dynamic needs of this growing, changing organization.
A leader with proven strategic abilities, excellent and current technical HR competencies, demonstrated problem-solving capabilities and a strong work ethic.
Absolute integrity, superior collaboration and communications skills, as well as passion, courage, and creativity
Stays current on industry trends and HR best practices.
Effectively works with others across the organization and various functions (within and outside of HR).