• Plan, develop and implement talent initiatives in support of strategic business goals, influence effective decision making and drive organizational growth
• Be responsible for successful change management and organizational design solutions leveraging people, process, technology and strategy
• Assume responsibility for talent management and metrics for client groups
• Assume responsibility for workforce planning for each client group, as well as its associated operations planning component
• Provide full scope HR business partner support for the business units and provide consultation, recommendations, and fact-based guidance to leadership and employees
• Coach, counsel and advise all levels of leadership
• Collaborate with leaders and fellow HRBP’s to create efficient, consistent, and scalable solutions
• Partner with other HR team members on broader enterprise HR initiatives

This is not a good role for someone who waits to be told what to do. You’ll need to come in with the skill to understand what the implications of a project could be, and then quickly begin building a plan so that by the time you and the executives have a conversation you already have a big head start. You’ll sit at the table in executive meetings, so you’ll need to be ready and able to provide opinions and information, with the confidence to step in as the voice of HR.

The Ideal Candidate

The ideal candidate will have a strong history of success, while still having plenty of runway left to learn and grow. In addition, to be a good fit for the Strategic HR Business Partner opportunity, you will have:

• A bachelor’s degree; an MBA is a plus
• 10 to 15+ years of progressive business experience with an emphasis in organizational design, strategy, process, technology and people
• Experience supporting a dynamic organization, including a demonstrated ability to influence leaders in a consultative role
• Extraordinary business acumen and passion for understanding how business works in order to solve the puzzles
• The ability to work between the strategic and tactical and willingness to dig in in order to solve problems from the bottom up
• Demonstrated success as a change agent and experience developing and implementing improvement and/or growth initiatives leveraging change management fundamentals
• Managerial courage and proven ability to engage in challenging discussion supporting collaboration through coaching, feedback, teambuilding and recommendations on the fly
• Razor sharp problem-solving skills

Just as important will be the following competencies and characteristics:

• Demonstrated excellence in verbal and written communications, including a talent for writing effective business documents
• Exceptional interpersonal skills with the ability to develop strong rapport and influence and lead others
• Commitment, dedication and a strong sense of ownership and accountability
• Highly developed consultative and negotiation skills and a proven track record of sound