Bachelor's degree in Human Resources, Business Administration, or related field
8+ years of progressive HR Business Partner experience in large, complex organizations
Proven experience collaborating with senior leadership on strategic workforce initiatives
Expertise in organizational design, change management, and workforce planning
Strong analytical skills with experience using HR data to inform business decisions
Demonstrated ability to manage employee relations and conduct thorough investigations
Global and cultural awareness in HR practices
Responsibilities
Serve as the primary contact for employees and managers in the business unit
Identify HR needs and develop strategies to align with business objectives
Coach business leaders to enhance employee engagement and performance culture
Facilitate team development activities to improve collaboration
Assess organizational needs and recommend changes to structure and processes
Act as a change agent to manage organizational changes effectively
Promote employee value proposition to drive engagement and communication
Benefits
Comprehensive health and wellness programs
Opportunities for professional development and training
Flexible work arrangements
Employee engagement initiatives
Supportive and inclusive company culture
Full Job Description
Job Description
The Sr. HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position serves as a consultant to management on human resource-related issues and acts as a strategic business partner, change agent, employee champion and HR process/policy expert to support business strategy and objectives.
Responsibilities:
Acts as a single point of the contact for the employees and managers in the business unit
As a strategic partner to assigned business, identify HR needs required by the business and develop executive HR strategies to support the business strategy
Acts as thought partner and coach to business leaders to enhance employee engagement and drive a high performing culture
Identify team development gaps and facilitate team development activities to improve collaboration and team performance
Assess the organizational needs of the business units and work with the business leaders to change and improve the organizational structure, process, systems, rewards necessary to achieve the desired culture and business objectives
Acts as change agent in managing organizational changes to ensure achievement of desired business results
Acts as employee champion in promoting employee value proposition and drive employee engagement and communication to be the employer of choice
Acts as HR policy and process expert and proactively work with COEs in workforce planning, talent acquisition, total rewards, performance management, learning and development, HRIS to ensure delivery of high impact HR services and programs
Conducts weekly meetings with respective business units.
Consults with line management, providing HR guidance when appropriate.
Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
Qualifications:
Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related discipline
8+ years of progressive HR Business Partner experience, with demonstrated success supporting large, complex, and geographically dispersed organizations
Proven experience partnering with senior and executive leadership on strategic workforce initiatives
Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and employment laws
Expertise in organizational design, change management, and workforce planning within field services, operations, or similarly decentralized business models
Strong attention to detail. Attentive to detail and accuracy, performs quality work, continuously looks for improvements, owns/acts on problems, and seeks opportunities to increase effectiveness and efficiency.
Strong track record managing employee relations matters and conducting thorough investigations
Strong global & cultural Awareness.
HR Expertise in talent acquisition, total rewards, learning and development, employee relations and communication
Demonstrated ability to develop and execute talent strategies that address high-volume, technical, or hard-to-fill workforce segments
Strong analytical capabilities with experience leveraging HR data and metrics to drive business decisions
Additional / Preferred Qualifications: • N/A
Physical & Environmental Requirements: • N/A
Time Travel Needed: • N/A
Work Authorization
No calls or agencies please. Vertiv will only employ those who are legally authorized to work in the United States. This is not a position for which sponsorship will be provided. Individuals with temporary visas such as E, F-1, H-1, H-2, L, B, J, or TN or who need sponsorship for work authorization now or in the future, are not eligible for hire.
About Vertiv Holdings Co.
Vertiv Holdings Co. is a global provider of critical digital infrastructure and continuity solutions. The company offers a broad range of products and services, including power management, thermal management, and IT infrastructure management. Vertiv serves customers in a variety of industries, including telecommunications, healthcare, and financial services. The company was founded in 2016 and is headquartered in Columbus, Ohio.
