Consult with business users within and outside of HR to gather access requirements, and determine best approach for access to the system, at times thinking out of the box in order to maintain current requirements while providing solutions for others.
The HR Business Partner (HRBP) will work with senior leaders to align human resource priorities with the business unit strategy and drive comprehensive and fully integrated, sustainable human resources programs. The HRBP will act as a strategic partner enabling the achievement of business goals through strategic planning & execution, building people capabilities and providing senior level coaching & guidance.
Manage all team leader/Req. openings. Ensure all policies are being met when sourcing and selecting candidates. Work directly with hiring team leader to provide proper guidance around competencies, capabilities, skills, diversity, and balance of external and internal selections.
The Strategic HR Business Partner Director is responsible for driving NICEs entire talent agenda for the Americas Services Organization. This role also leads the organizational development of our regional leadership population. As a trusted advisor on all HR initiatives, this role operates in deep partnership to the business in a wide dimension of capacities
Partner with the HR specialists and business leadership teams to deliver practical solutions in all areas of HR including employee relations, talent management, compensation, benefits, training, change management and recruiting.
Provide trusted and expert advice and support on a range of HR issues such as reward, employee relations, talent, performance, organisation development/change, culture, leadership and learning and development.
The role has responsibility for leveraging the broader hr resources through effective utilization of the hr operating model and a responsibility for ensuring significant strategic responsibility while to partnering with the business unit heads.
In this role, the selected candidate will maintain HR policies regarding employment legislation, HR systems, practices, procedures and compliance as required to ensure risk of litigation is mitigated and staff, company and customer interests are maintained.
The HR Business Partner aligns business objectives with employees and management in designated business units. The HR Business Partner serves as a consultant to management on Human Resource related issues.
The HR Business Partner II will be expected to provide client-focused people solutions that drive business results for the Client Human Capital Plan/Strategy/Objectives to include workforce planning, talent management, change management, organizational development, performance management and talent sourcing, succession planning and compensation.
Tactically, the HR Leader is responsible to manage operating rhythms for the team (including salary planning, performance management, strategic talent management, and talent acquisition), work as a facilitator for quarterly staff meetings, facilitate rewards and recognition, manage communications within the team, and ensure the team has 100% compliance on required items. The HR Leader is also responsible for the HR budget and the development and adherence to the operating plan.