Job ID 3025859
This HR business partner (HRBP) position sits within the Strategy and Business Management (SBM) Human Resources team and is a critical component in our successful partnership with the business. The SBM HR team partners with a number of teams under the SBM umbrella – including IT, our Transformation teams, Strategy and Indirect Procurement. The position acts as a consultant and partner to drive the people strategy and organizational design, talent management, and workforce planning. This role plays a critical part in leading change initiatives and implements specific HR strategies to the business achieves its organizational goals and objectives. Aligns performance management and reward systems to drive and reinforce desired behaviors. Ensures HR programs and initiatives are understood by the business and that they are set up to execute successfully. The work we do is often a balance of corporate, function, geographic and business needs so it is critical that anyone in this role maintains an effective level of business and financial acumen and is able to work collaboratively and in a problem solving fashion. A key success factor is the ability to formulate partnerships across the HR function – and beyond – to deliver timely and effective, value-added service to management and employees that reflects the business objectives of the organization.
Acts as the face of a very comprehensive HR team to ensure the needs of both our partners and HR are met on a daily basis. Establishes and maintains relationships with key decision-makers in the business and uses extensive business or function knowledge to drive the execution of a wide spectrum of HR programs. Partners with SBM HR and broader HR team to understand people-related deliverables and ensure the teams we support are appropriately informed and able to execute successfully. Proactively engages in strategic business planning where there is HR impact in order to ensure successful implementation of HR and business programs and processes. Provides guidance and input on business unit restructures, workforce planning, talent assessments and succession planning. Contributes to the development of the change management strategy within the business to support the implementation of HR programs and initiatives. Manages HR programs within the business or function. Supervises the complex quantitative and qualitative analyses of financial and workforce data. Partners with our internal Workforce Planning team to accurately understand and help manage our workforce demographics in support of our labor and location strategies. Represents the needs of the business or function on an ongoing basis to maintain consistent plans between HR and the business or function in program implementation. Manages and leads priority projects that support organization-wide transformation initiatives. Identifies the need for new or improved HR processes and drives the development and implementation of those processes. Collaborates with colleagues in the centers of expertise in order to apply sufficient HR resources to meet the business needs. Analyzes team-specific trends and metrics in partnership with the HR group to identify areas of opportunity and develop solutions and programs. Partners with our internal customers on compensation related initiatives and provides primary compensation support to our teams. Provides oversight to ensure ongoing requisition management and engages with Talent Acquisition as needed. Identifies training needs for business units and individual executive coaching needs.
Required Education and Experience
The typical candidate will have 6 to 10 years' broad HR experience. Working knowledge of multiple human resource disciplines, including compensation practices, organizational effectiveness, employee relations, diversity and inclusion, performance management, and federal and state respective employment laws.
Preferred Education and Experience
Bachelor's degree and relevant industry experience.