The PositionThe P&O Business Partner serves as a strategic advisor to business leaders, aligning human resource strategies with organizational goals to address key business challenges. This role focuses on delivering tailored HR solutions, including talent management, organizational development, workforce planning and change management, while championing company values and culture. By leveraging deep business and industry knowledge, the P&O Business Partner drives impactful decision-making and contributes to the development and execution of people strategies that support sustainable business success.
RelationshipsThe position builds trusted, strategic relationships with business leaders and key stakeholders, serving as a primary P&O advisor on business priorities, organizational effectiveness, talent and workforce needs. The role proactively connects leaders with P&O functional Centers of Excellence (COEs), including Talent Acquisition, Total Rewards, Talent Management, Employee Relations and other specialist and operational teams, influencing integrated solutions, aligning priorities across functions and ensuring consistent execution of P&O strategies and programs.
Essential Functions- Partner with the Assigned Business Area
- Develop an understanding of the assigned area's objectives, operations, organization and workforce needs
- Maintain regular interactions with leaders and managers to understand priorities, identify people-related needs and provide timely HR guidance
- Serve as the primary HR point of contact for the assigned area and ensure appropriate follow-through on HR matters
- Support Workforce and Talent Priorities
- Partner with leaders on workforce planning, talent reviews, succession planning, performance management, development, engagement and retention
- Use workforce data and employee insights to identify trends, risks and opportunities and recommend practical actions
- Support organizational design, role clarity and team effectiveness efforts within the assigned area
- Provide Employee Relations and Policy Guidance
- Advise leaders and managers on employee relations matters, performance concerns, policy interpretation and consistent application of HR practices
- Coordinate with Employee Relations, Legal and other appropriate partners on complex or sensitive matters
- Promote fair, compliant and timely resolution of employee and workplace issues
- Coordinate HR Programs and Solutions
- Connect the assigned business area with HR Centers of Excellence and operational teams, including Talent Acquisition, Total Rewards, Talent Management, Employee Relations and askHR
- Support implementation of HR programs, processes and annual cycles within the assigned area
- Help leaders understand program requirements, timelines and decisions and gather feedback to improve delivery
- Support Organizational Change and Leadership Capability
- Assess the people impact of business and organizational changes and support leaders with planning, communication and implementation
- Coach leaders and managers on effective people leadership, team engagement and accountability
- Monitor agreed actions and outcomes, escalate risks as needed and share relevant business insights with HR colleagues
Physical RequirementsAbility to work in an open office environment with the possibility of frequent distraction. Ability to travel up to 10% of the time (% can change on a case-by-case basis based on the role).
Qualifications- Minimum Qualification
- High School Diploma or GED or equivalent education with 8+ years of experience required
- Equivalent Degree & Years of Experience
- Associate's Degree from an accredited university or equivalent education with 6+ years of experience and/or Bachelor's Degree from an accredited university or equivalent education with 4+ years of experience
- General Qualifications
- Demonstrates subject matter expertise in human resource management strategies and policies
- Develops and implements HR strategies aligned with business needs and organizational goals
- Plans and administers activities related to recruitment, training, development, compensation and benefits
- Applies advanced problem-solving skills to address common business issues independently
- Identifies and implements improvements in HR methods, techniques and approaches
- Mentors and coaches junior colleagues to enhance team performance and development
- Collaborates with functional or operational managers to align HR strategies with business objectives
- Directs HR-related programs to meet current and future organizational requirements
- Effectively manages organizational change projects and ensures smooth transitions
- Demonstrates the ability to deliver impactful results within a wider operational area
