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Human Resources (HR) Business Partner Resume Examples: Proven To Get You Hired In 2024
![sr human resources business partner resume Hiring Manager for Human Resources (HR) Business Partner Roles](https://resumeworded.com/assets/images/kimberley-tyler-smith.png)
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Human Resources (HR) Business Partner Resume Template
Download in google doc, word or pdf for free. designed to pass resume screening software in 2022., human resources (hr) business partner resume sample.
As a Human Resources (HR) Business Partner, you'll play a crucial role in aligning HR strategies with business needs. The industry has been rapidly evolving, with a growing focus on employee engagement, organizational culture, and data-driven decision-making. When writing your resume, it's important to showcase your expertise in these areas, as well as your ability to adapt to changing business environments and effectively communicate with diverse groups of stakeholders. To stand out as an HR Business Partner, your resume should not only highlight your core HR competencies but also demonstrate your business acumen and strategic thinking skills. Show your prospective employer that you understand their industry and company-specific challenges by tailoring your resume to the unique needs of their organization.
![Human Resources (HR) Business Partner resume example HR Business Partner resume focusing on analytics and strategic partnerships](https://resumeworded.com/assets/images/resume-guides/human-resources-business-partner2.png)
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Recruiter Insight: Why this resume works in 2022
Tips to help you write your human resources (hr) business partner resume in 2024, highlight your hr analytics skills.
HR Business Partners increasingly rely on data to drive informed decision-making on workforce planning, talent management, and employee engagement. Ensure your resume demonstrates your ability to analyze data, identify trends, and develop data-driven recommendations to meet business objectives.
![sr human resources business partner resume Highlight your HR analytics skills - Human Resources (HR) Business Partner Resume](https://resumeworded.com/assets/images/resume-guides/how-to-images/skills-resume.jpg?job-title=human-resources-business-partner)
Showcase strategic partnerships
As an HR Business Partner, the ability to collaborate with key stakeholders, including senior management, is essential. Highlight instances where you've successfully partnered with various departments to align HR initiatives with overall business strategies and positively impact organizational outcomes.
![sr human resources business partner resume Showcase strategic partnerships - Human Resources (HR) Business Partner Resume](https://resumeworded.com/assets/images/resume-guides/how-to-images/Strategic_small.jpeg?job-title=human-resources-business-partner)
A human resources business partner functions as a consultant to a company’s senior management. These professionals provide insights and develop human resources strategies to benefit employees as well as the company itself. If you’re pursuing one of these roles, choose a resume like this one to show that you have previous experience in the field, strong analytical skills, and strategic decision-making abilities.
![Human Resources (HR) Business Partner resume example Human resources business partner resume with strong action verbs and job-related metrics](https://resumeworded.com/assets/images/resume-guides/human-resources-business-partner.png)
Bullet points feature strong action verbs which stress HR skills
In this resume template, the bullet points begin with strong action verbs that highlight the candidate’s consultative and managerial skills. Using verbs such as “conducted”, “led”, “established” and “educated” helps show your proactivity and frame your achievements in a favorable light.
![sr human resources business partner resume Bullet points feature strong action verbs which stress HR skills - Human Resources (HR) Business Partner Resume](https://resumeworded.com/assets/images/resume-guides/how-to-images/action-verbs.jpg?job-title=human-resources-business-partner)
Uses specific HR-related metrics
Most of the accomplishments mentioned in this resume’s bullet points also include specific metrics (e.g. “saved the company nearly $200,000” or “cut training hours by 5 hours per session”). It’s essential to use specific examples like these to show how your actions and decisions achieved tangible results.
![sr human resources business partner resume Uses specific HR-related metrics - Human Resources (HR) Business Partner Resume](https://resumeworded.com/assets/images/resume-guides/how-to-images/weave-keywords-into-bullets.jpg?job-title=human-resources-business-partner)
Human Resources Business Partner Resume Sample
Hr project manager resume sample, hr manager resume sample.
We spoke with hiring managers and recruiters from top companies like Google, Amazon, and Deloitte to gather their best tips for creating a strong Human Resources (HR) Business Partner resume. They shared insights on what they look for when reviewing resumes for this role and how candidates can stand out in a competitive job market. Here are six key tips to help you craft a compelling resume that showcases your skills and experience as an HR Business Partner.
Highlight your experience partnering with business leaders
Emphasize your experience collaborating with business leaders to develop and implement HR strategies that support organizational goals. Use specific examples to demonstrate your impact, such as:
- Partnered with sales leadership to design a new compensation plan, resulting in a 15% increase in sales team retention
- Collaborated with engineering managers to create a technical training program, improving employee skills and reducing time-to-proficiency by 20%
Avoid generic statements that don't provide context or quantify your achievements, like:
- Worked with business leaders on various HR initiatives
- Supported different departments with their HR needs
![sr human resources business partner resume Bullet Point Samples for Human Resources (HR) Business Partner](https://resumeworded.com/assets/images/resume-guides/bullet-point-samples/human-resources-business-partner.jpeg)
Showcase your ability to drive organizational change
Highlight instances where you successfully led or contributed to organizational change initiatives. Provide concrete examples of how you managed change, such as:
- Spearheaded a company-wide diversity and inclusion program, increasing underrepresented group representation by 25% in two years
- Implemented a new performance management system, resulting in a 30% improvement in employee engagement scores
Steer clear of vague statements that don't illustrate your role or the outcome of the change initiative, such as:
- Participated in various change management projects
- Helped with organizational changes as needed
Demonstrate your data-driven decision making
Showcase your ability to use data and analytics to inform HR strategies and decisions. Include examples of how you leveraged data to drive results, such as:
- Analyzed employee turnover data to identify key drivers, implementing targeted retention strategies that reduced attrition by 18%
- Conducted a comprehensive compensation benchmarking study, resulting in a market-competitive pay structure and a 12% increase in offer acceptance rates
Avoid mentioning data without providing context or demonstrating the impact of your data-driven approach, like:
- Used data to make HR decisions
- Familiar with HR analytics tools and techniques
Highlight your experience with HR technology and systems
Emphasize your proficiency with HR technology and systems, as well as your ability to leverage these tools to streamline processes and improve efficiency. Provide examples such as:
- Implemented a new applicant tracking system (ATS), reducing time-to-fill by 25% and improving candidate experience scores by 30%
- Led the transition to a cloud-based HRIS, resulting in a 40% reduction in manual data entry and a 20% increase in HR team productivity
Avoid simply listing HR technologies without demonstrating your expertise or the impact of your work, like:
- Proficient in various HR systems
- Experience with HRIS, ATS, and other HR tools
Tailor your resume to the specific company and role
Customize your resume to align with the requirements and priorities of the specific HR Business Partner role and company you are applying to. Research the organization and highlight relevant experience, such as:
- For a company known for its strong culture: "Developed and implemented a company-wide employee recognition program, resulting in a 25% increase in employee satisfaction scores and a 15% reduction in turnover"
- For a rapidly growing startup: "Scaled HR processes and programs to support a 150% increase in headcount over two years, ensuring a seamless employee experience during rapid growth"
Avoid using a generic, one-size-fits-all resume that fails to address the unique needs and challenges of the company, such as:
- A resume that focuses heavily on HR compliance experience for a company that prioritizes innovation and agility
- A resume that highlights experience with established HR programs for a startup that values building processes from scratch
Use a clear and concise resume summary
Start your resume with a strong summary statement that encapsulates your key strengths, experience, and career goals as an HR Business Partner. For example:
"Strategic and data-driven HR Business Partner with 8+ years of experience partnering with business leaders to drive organizational performance. Proven track record of developing and implementing HR initiatives that have resulted in measurable improvements in employee engagement, retention, and business outcomes."
Avoid using a vague or generic summary that fails to differentiate you as a candidate, such as:
"Experienced HR professional seeking an HR Business Partner role. Skilled in various HR functions and passionate about supporting business objectives."
By crafting a clear and compelling summary, you can quickly capture the attention of hiring managers and set the stage for a strong resume that showcases your value as an HR Business Partner.
Writing Your Human Resources (HR) Business Partner Resume: Section By Section
summary.
A resume summary for an HR Business Partner role is optional, but it can be a great way to provide additional context about your experience and qualifications that may not be immediately apparent from the rest of your resume. It's especially useful if you're making a career change or have a diverse background that doesn't directly align with the HR Business Partner position you're targeting.
However, avoid using an objective statement, as it's outdated and focuses on what you want rather than what you can offer the employer. Instead, craft a concise summary that highlights your most relevant skills, experiences, and achievements, while incorporating keywords from the job description to optimize for applicant tracking systems (ATS).
![sr human resources business partner resume How to write a resume summary if you are applying for a Human Resources (HR) Business Partner resume](https://resumeworded.com/assets/images/resume-guides/how-to-images/resume-summary.png?job-title=human-resources-hr-business-partner)
To learn how to write an effective resume summary for your Human Resources (HR) Business Partner resume, or figure out if you need one, please read Human Resources (HR) Business Partner Resume Summary Examples , or Human Resources (HR) Business Partner Resume Objective Examples .
1. Tailor your summary to the HR Business Partner role
When writing your summary, it's crucial to align your skills and experiences with the requirements of the HR Business Partner position. Consider what the employer is looking for and emphasize the most relevant aspects of your background.
- Experienced professional with a proven track record of success in various industries, seeking a challenging new role in human resources.
Instead, focus on your HR-specific expertise and accomplishments:
- HR professional with 5+ years of experience in talent acquisition, employee relations, and performance management. Proven ability to partner with business leaders to develop and implement HR strategies that drive organizational success.
2. Highlight your ability to collaborate and drive results
As an HR Business Partner, your ability to work closely with various stakeholders and contribute to the organization's goals is crucial. Showcase these skills in your summary by providing concrete examples of how you've collaborated and made an impact in your previous roles.
Strategic HR Business Partner with a track record of collaborating with senior leaders to align HR initiatives with business objectives. Skilled in developing and implementing talent management strategies that have resulted in improved employee engagement, reduced turnover, and increased productivity. Adept at fostering positive employee relations and resolving complex HR issues.
Avoid using generic or overused phrases that don't provide specific examples of your abilities:
- Strong communication and interpersonal skills
- Proven ability to multitask and work in a fast-paced environment
Experience
The work experience section is the heart of your resume as an HR business partner. It's where you highlight your relevant experience, skills, and accomplishments to show hiring managers you're the right fit for the role.
In this section, we'll cover key tips to help you write a strong work experience section that will impress recruiters and land you interviews.
1. Highlight HR initiatives and projects
As an HR business partner, you've likely led or contributed to various HR initiatives and projects. Highlight these in your work experience to demonstrate your expertise and impact. For example:
- Spearheaded company-wide diversity and inclusion training program, resulting in a 20% increase in employee satisfaction scores
- Implemented new HRIS system, streamlining HR processes and reducing time-to-hire by 30%
- Developed and executed employee engagement strategy, leading to a 15% reduction in turnover
Quantify your accomplishments with metrics whenever possible to show the tangible impact of your work.
2. Showcase your business acumen
As an HR business partner, it's crucial to demonstrate your understanding of business operations and how HR initiatives align with and support overall business goals. Highlight examples of how you've partnered with business leaders to drive results:
- Collaborated with sales leadership to design and implement a new commission structure, resulting in a 25% increase in sales revenue
- Partnered with finance to conduct a comprehensive compensation analysis, ensuring fair and competitive pay practices across the organization
Avoid simply listing HR responsibilities without connecting them to the bigger picture. Instead of:
- Conducted employee performance reviews
- Managed employee relations issues
- Conducted 360-degree performance reviews for 150+ employees, using insights to develop targeted training programs that improved overall performance by 15%
- Resolved complex employee relations issues, partnering with legal and business leaders to mitigate risk and maintain a positive workplace culture
3. Highlight your experience with HR tools and technologies
Modern HR business partners are expected to be proficient in various HR tools and technologies. Showcase your experience with relevant tools in your work experience section. For example:
- Utilized Workday to streamline employee data management and generate real-time reports for leadership
- Leveraged Tableau to create interactive dashboards tracking key HR metrics, enabling data-driven decision making
- Implemented and managed ADP for payroll processing and benefits administration for a 500+ employee organization
By highlighting your technical skills, you demonstrate your ability to leverage technology to drive HR efficiency and effectiveness.
4. Demonstrate your ability to partner with cross-functional teams
HR business partners often serve as the bridge between HR and other departments. Showcase your ability to collaborate and build relationships with cross-functional teams in your work experience. For example:
Partnered with marketing and communications teams to develop and execute an internal communications strategy during a period of significant organizational change, ensuring transparent and timely communication to all employees.
Highlight your experience working with different departments and stakeholders to demonstrate your versatility and relationship-building skills.
Education
The education section of your Human Resources Business Partner resume should be concise and highlight your most relevant qualifications. Here are some tips to help you write an effective education section that will catch the attention of hiring managers.
1. List your highest degree first
Start with your most recent or highest degree earned. If you have a bachelor's degree or higher, you can leave out your high school diploma. For each degree, include:
- Name of the degree (e.g., Bachelor of Science in Human Resources Management)
- Name of the college or university
- Location of the school (city and state)
- Graduation year
Here's an example:
Master of Business Administration (MBA) University of California, Los Angeles (UCLA) Los Angeles, CA 2019
2. Include relevant coursework and projects
If you are a recent graduate or your coursework is highly relevant to the HR Business Partner role, consider including a few key courses or projects under your degree. This can demonstrate your knowledge and skills in areas such as:
- Human resource management
- Organizational behavior
- Employment law
- Talent acquisition and retention strategies
However, be selective and only include courses that are directly applicable to the position. Avoid listing generic classes that do not add value.
3. Highlight HR certifications
If you have earned any HR-related certifications, such as the SHRM-CP (Certified Professional) or PHR (Professional in Human Resources), include them in your education section. These certifications demonstrate your expertise and commitment to the field. For example:
Senior Professional in Human Resources (SPHR) HR Certification Institute (HRCI) 2021
Certifications can set you apart from other candidates and show that you have the knowledge and skills needed to be a successful HR Business Partner.
4. Keep it short and sweet for senior roles
If you are a senior-level HR Business Partner with extensive work experience, your education section should be brief. Hiring managers will be more interested in your professional accomplishments and skills. For example:
MBA, Human Resources Management University of Texas at Austin
Avoid listing graduation dates if you earned your degree more than 10-15 years ago, as it can lead to age discrimination. Instead, focus on your most recent and relevant education.
Here's an example of what not to include:
- Bachelor of Arts in English Literature, 1985
- Online course in Microsoft Excel, 2005
Skills
The skills section of your resume is your chance to highlight your most relevant abilities for a HR business partner role. Hiring managers and applicant tracking systems (ATS) scan this section to quickly assess if you meet the key requirements. It's important to be strategic and showcase skills that demonstrate your expertise in HR, business strategy, and employee relations.
1. Align skills with the job description
Many companies use applicant tracking systems (ATS) to automatically screen resumes for relevant skills before a human sees them. To increase your chances of passing this initial filter, carefully review the job description and make sure your skills section reflects the key requirements.
For example, if the job description mentions 'employee engagement initiatives', 'diversity and inclusion programs', and 'HR analytics', your skills section might look like:
Employee Engagement Diversity & Inclusion HR Analytics Performance Management Organizational Development
Avoid simply listing generic HR skills that could apply to any HR role. Instead, tailor your skills to the specific HR business partner position you're targeting.
After drafting your resume, try running it through a tool like Resume Worded's Targeted Resume to see how well your skills align with a specific job description. It can help identify any key skills you may have missed.
2. Categorize skills by function
As an HR business partner, you likely have a wide range of skills spanning various HR functions like talent acquisition, employee relations, compensation & benefits, and more. To make your skills section easy to scan, consider grouping your skills into categories.
Here's an example of what a categorized skills section might look like for an HR business partner:
Talent Management : Recruiting, Onboarding, Performance Management, Succession Planning Employee Relations : Conflict Resolution, Investigations, Policy Development Compensation & Benefits : Salary Structures, Incentive Plans, Benefits Administration HR Technology : HRIS (Workday), ATS (Taleo), LMS (Cornerstone)
Grouping your skills into logical categories helps hiring managers quickly grasp the breadth of your HR expertise while still being able to dive into the specifics. Aim for 3-4 categories with 3-5 skills each to keep your skills section focused.
Tip: If you're earlier in your HR career, you may not need categorized skills yet. A simple bulleted list can suffice. The key is to always keep your skills section skimmable at a glance.
3. Emphasize business & strategy skills
While HR expertise is the foundation, the best HR business partners also possess strong business acumen. They don't just execute HR activities - they align the HR function to strategic business goals.
Look for ways to highlight your business and strategic thinking skills in your skills section. For example:
Business Acumen Strategic Workforce Planning Change Management HR Strategy Data Analysis
Skills like these show that you can be a strategic partner to the business, not just an administrative HR expert. If you have skills in areas like finance, operations, or project management, consider including those as well to emphasize your cross-functional abilities.
Before finalizing your resume, run it through a tool like Score My Resume by Resume Worded. It can analyze your skills section and provide expert suggestions for improvement, including identifying any key business skills you may have overlooked.
4. Remove outdated or irrelevant skills
When it comes to your skills section, quality beats quantity. Resist the temptation to list every HR skill or technology you've ever used. Instead, curate your list to focus on your most advanced, relevant skills.
For example, a skills section that says:
MS Office Communication Multitasking Time Management Teamwork
Comes across as generic and outdated compared to one more like:
Compensation Analysis Succession Planning HR Dashboards Employee Relations Workday HRIS
Skip common soft skills like communication and teamwork - those are baseline expectations. And avoid listing outdated technologies that may age you (e.g. PeopleSoft, Lotus Notes). Focus your skills section on your most advanced, relevant, and current skills for maximum impact.
Tip: Periodically audit your resume and remove any skills that have become outdated or less relevant as you progress in your HR career. Keep your skills fresh and aligned with current HR business partner expectations.
Skills For Human Resources (HR) Business Partner Resumes
Here are examples of popular skills from Human Resources (HR) Business Partner job descriptions that you can include on your resume.
- Soap Making
- ADP Payroll
- Account Reconciliation
- Bookkeeping
- Financial Reporting
- Financial Accounting
- Financial Statements
- Bank Reconciliation
- General Ledger
Skills Word Cloud For Human Resources (HR) Business Partner Resumes
This word cloud highlights the important keywords that appear on Human Resources (HR) Business Partner job descriptions and resumes. The bigger the word, the more frequently it appears on job postings, and the more likely you should include it in your resume.
![sr human resources business partner resume Top Human Resources (HR) Business Partner Skills and Keywords to Include On Your Resume](https://resumeworded.com/skills-and-keywords/img/human-resources-manager.jpeg)
How to use these skills?
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Resume Guide: Detailed Insights From Recruiters
- Human Resources (HR) Resume Guide & Examples for 2022
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Human Resources (HR) Business Partner Resumes
- Template #1: Human Resources (HR) Business Partner
- Template #2: Human Resources (HR) Business Partner
- Template #3: Human Resources Business Partner
- Template #4: HR Project Manager
- Template #5: HR Manager
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- Free Human Resources (HR) Business Partner Resume Review
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Senior HR Business Partner Resume Samples
The guide to resume tailoring.
Guide the recruiter to the conclusion that you are the best candidate for the senior hr business partner job. It’s actually very simple. Tailor your resume by picking relevant responsibilities from the examples below and then add your accomplishments. This way, you can position yourself in the best way to get hired.
Craft your perfect resume by picking job responsibilities written by professional recruiters
Pick from the thousands of curated job responsibilities used by the leading companies, tailor your resume & cover letter with wording that best fits for each job you apply.
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- Acts as the strategic HR Business Partner and HR Expert to multiple functions in a multiple geographical region (JAPAC with focus on Japan). Works as a member of the management teams to ensure delivery of business objectives and HR strategy. Uses management information, trend data and other relevant HR metrics to support Business leaders in making sounds business decisions
- Contributes to driving a performance culture by providing support and training to management in the areas of goal setting, evaluation, providing feedback, coaching and developmental planning. Participates in the development, implementation, and enhancement of performance management programs and maintains consistent job title and job descriptions for employees
- Act as a strategic business partner with senior clients (e.g. business leaders and their directs) to understand organization’s business strategies and align human resource strategy and programs to achieve the business goals, including alignment of succession planning, leadership development, resource planning, talent acquisition, compensation and performance management
- Leading a team of HR client managers, develop and execute key HR strategies and initiatives in support of US Life Operation’s strategic goals
- Utilize the Association’s business goals and objectives to provide client-centric HR consulting on people related strategies to ensure alignment with the company’s mission and goals. Assist with the development, implementation and refinement of a support structure for management. Lead the development of a roll-out strategy for key people processes. Lead and participate on project teams formed to research, develop and implement HR systems, tools and policies
- Work with leaders and employees to establish and maintain a positive work environment driving employee engagement, which encourages the full use of diverse talents and abilities; act as an employee advocate; help drive various corporate business initiatives including development and execution of a communication rhythm to ensure that effective two-way communication takes place
- Facilitates the annual performance management process by leading performance differentiation sessions with managers, communicating performance review and goal setting instructions to employees and managers, assisting employees and managers with navigating the PeopleSoft system, and tracking compliance; in addition, assists with facilitating the annual Individual Performance Reward (IPR) and Short Term Incentive Program (STIP) processes by gathering performance and compensation data, maintaining complete and accurate data, and drafting IPR and STIP letters to employees
- Provide support and/or participate as a project member on HR initiatives as assigned by the Regional HR Manager
- Good working knowledge of local employment law, works council and HR best practice
- Effectively handle multiple priorities, organize workload and meet deadlines
- Make the impossible possible
- Be a leader throughout Tesla – speak up, exert influence to create positive change
- Assist employees with expatriate assignments and related HR matters
- Coordinate complex projects and meet tight deadlines
- Manage divisional engagement survey process by analyzing the European results, present results to divisional leadership teams, co-facilitate divisional Q12 action plans and ensure follow through of action plans
- Support divisional talent review process by providing analytics on talent pool, manage talent reviews for the marketing and education departments and co-facilitate calibration sessions
- Build strong Talent Bench & Strength in client group through hiring and on-boarding talent, execution of Talent Reviews and ensuring creation of individual development plans
- Provide analytics on merit increase and performance ratings and manage merit process using the global compensation tool for own client group
- Work with the talent management COE to deliver development programs
- Attend Marketing management team meetings and Workshops and contribute to their success
- Work as a liaison between departmental management and the recruitment team to ensure a focused and effective approach to talent selection
- Excellent planning and organization skills, attention to detail, ability to handle multiple tasks, and work in a fast-paced, time-sensitive environment
- Good knowledge of labour law and HR best practices with strong focus on rewards, recognition and performance management
- Ability to handle highly sensitive and confidential information in a professional manner
- Strong multi-tasking abilities and the ability to be comfortable with high volume workload; not being afraid to "roll up your sleeves"
- Solid knowledge of applicable state and federal employment laws and standards
- Applies excellent interpersonal skills with all levels of personnel and demonstrates a strong ability to influence and empathize
- Strong change management skills and good knowledge of the Swiss labour law
- Strong business and HR acumen, including strong problem solving skills, critical thinking, and analysis
- Be comfortable balancing an informal and sociable environment with your role in HR
- Strong business and HR acumen, including strong problem solving skills, critical thinking, and self-initiative
15 Senior HR Business Partner resume templates
![Senior HR Business Partner Resume Sample Senior HR Business Partner Resume Sample](https://asset.velvetjobs.com/resume-sample-examples/images/senior-hr-business-partner-v1.png)
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- Talent management, workforce planning/ attrition, compensation, change management, productivity improvements, organizational design and structure
- Partner closely with heads of functional and regional businesses on people agenda and priorities
- Partner with Compensation to develop and deploy compensation strategies/plans to attract and reward employees based on business and employee performance
- 10+ years HR experience (some HR Financial Services experience preferred)
- Analytical, quantitative and technical skills used to leverage data to create HR strategies that support and drive business results
- Strong time management; ability to prioritize and multi-task; ability to handle confidential/ sensitive information on a frequent basis
- 10+ years of experience as an HR Business Partner and/or strong people/team leadership skills
- Proven track record in managing projects and long-term initiatives that have resulted in favorable business results
- Project Management including execution skills, end to end process improvement that drives business change
- Able to work collaboratively and to develop strong, positive working relationship across a matrixed organization
- This professional must be able to work effectively with the all levels of managementin discussions regarding performance management, organizational design, coaching, and training
- Ability to provide excellent customer service and high level of responsivement
- Manage employee relations issues for your client groups
- Think creatively and innovatively to solve new and old HR challenges within the organization
- Must be able to demonstrate professional presentation and conflict resolution skills
- The ability to react productively to change and effectively multi-task is critical
- Bachelor’s degree with a concentration in Human Resources or equivalent is required
- 8 years of progressive HR Experience with 5 yrs of HR Business Partner experience
- Must possess strong customer service skills and a high level of responsiveness
- Ability to build relationships at all levels within the organization
- Ability to coordinate several tasks simultaneously
- Detail oriented and able to react to change productively
- Proficient knowledge/ability with all Microsoft Office Applications
- HR Experience within Broadcast or Media Industry
- Master’s degree or HR certification is preferred
- Develop a strategic HR framework that is aligned with the Company’s broader HR strategy, and is focused on the areas of talent acquisition, performance management, employee engagement and succession planning in support of Ticketmaster NA’s short and long-term business goals and strategies
- Work with divisional leaders to understand business goals. Develop/recommend new approaches, policies and procedures that effect continual improvements in business objectives, productivity and development of HR across the Ticketmaster NA organization
- Creatively and proactively support the vision/roadmap for Ticketmaster NA's culture to align with the business strategy and goals
- Act as a cultural ambassador striving to facilitate an environment that embodies all aspects of Ticketmaster NA's mission and vision.Proactively build programs that deeply embed the core values of the culture throughout the business
- Challenge the status quo and push for positive changes; involve others in processes and decisions to ensure their support
- Lead, develop and mentor an HR team of 15-20 including 3 Directors
- Develop/facilitate training and development initiatives to enhance the caliber of the current talent pool and infuse new competencies in support of the Ticketmaster NA’s technological advancement
- In collaboration with other HR colleagues, develop and implement strategies and processes to improve retention among top performers and high potential employees
- Performance management,
- Risk mitigation and compliance to regulatory requirements,
- With a degree in Business, Human Resources Management or any 4-year course provided with equivalent Human Resources experience
- Strong professional and technical knowledge on contact center operations and HR functions specifically on performance management, organization development, compensation, and employee relations
Senior HR Business Partner, Erpm Resume Examples & Samples
- Provide effective HR advice to US ERPM executives and senior managers, gathering information, judging what is relevant and analyzing to providing support to the business regarding people and culture implications of business goals strategies and change initiatives
- Understand US ERPM business strategy, plans, activities, needs and barriers to success in order to drive business performance through creation and delivery of people strategy and solutions (e.g. addressing recruitment and retention challenges, reviewing compensation plans, assessing and addressing employee experiential, skills and knowledge gaps, reviewing learning and development options and needs etc.)
- Draw conclusions and adjustments using data to provide meaningful guidance and insights to the management team on human capital decisions
- Interpret analysis and gap assessment on HR related processes, programs and reporting requirements (e.g. employee engagement, employee metrics for acquisitions, divestitures and integrations, HR governance reporting, etc.), interpreting data and identifying the value they bring in support of the business strategy. Collaborate to develop or advise on potential solutions to close gaps (e.g. action plans to address employee survey results, analysis and
- Build strong relationships with leaders across US ERPM and HR partners to ensure the needs of the business, strategies, workforce realities and upcoming changes are well understood
- Advocate for and represent the US ERPM HR needs and interests at the Banking Group level
- Under the guidance of the Director and HR Business Partner, deliver Corporate HR initiatives and services to the US ERPM Groups. This includes compensation programs, HR reviews, equity audits, etc
- Project manage assigned HR initiatives or components of the US ERPM Groups’ people strategy to their successful and timely completion
- Project manage initiatives that support the US ERPM executives and senior leadership teams in becoming more self sufficient in managing HR issues
- Participate as a member of the business HR team in the implementation and achievement of objectives and client service agreement
- Identify emerging workforce trends and needs through leaders, BMO Pulse Survey, and other feedback mechanisms escalating identified issues as appropriate
- Facilitate the effective implementation of change initiatives and HR programs and processes, supporting specified clients to ensure that change is implemented as designed and in a manner that supports the desired employee experience and builds trust
- Support the consistent and effective implementation of workforce planning, intake/staffing, learning, talent, performance, compensation and career management processes within the business
- Proactively determine the people implications of any business changes being implemented providing feedback to the Director and HR Business Partner
- Advisory – Under guidance, this role provides advice and counsel to the Department(s) management teams and managers on integrated HR solutions
- Monitoring – This role has the authority to collect or be provided with required information from others for review, analysis and reporting
- Auditing – This role has the authority to examine whether HR strategies, programs and processes meet the requirements and needs of the business
- Issue Resolution – Resolve a diverse range of related issues/situations/problems arising from the various people and culture initiatives
- US ERPM Senior Management Team
- Technology and Operations and Corporate Areas US HR Business Partner team
- Technology and Operations and Corporate Areas HR Business Partner team
- 7-10 years Human Resources experience
- Line management experience an asset
- Human Resources Professional (SPHR) designation or equivalent completed or in progress preferred
- Good consulting and relationship management skills
- Strong program management and change management skills
- Strong project management and facilitation skills
- Broad knowledge of HR practices, policies and related regulations
- A minimum of five years’ experience as an HR generalist required
- Experience implementing and managing an Affirmative Action program
- Strong problem resolution skills and the ability to effectively respond to questions, concerns and complaints from department leaders and employees
- Provide both strategic recruitment advice and practical hands-on management of recruitment issues as appropriate
- Continue to build a culture of controls and stay abreast of industry regulations and controls in an effort to implement the appropriate HR controls
- Facilitate compensation activities in line with the firm's strategy. Understand and proactively share market insight. Ensure that compensation/incentive programs reinforce performance standards and firm values
- Facilitate and implement a full range of succession planning and talent management strategies that will support the business priorities
- Identify and advise on leadership competencies requirements, competency models and key roles within business leaders
- Continue to develop a culture that supports a strong and consistent employee experience
- Strategic thinker coupled with the ability to execute flawlessly
- Focused on improving the employee experience: comfortable identifying opportunities and ensuring our tools make it easy for our employees to deliver in their jobs each day
- Exhibits leadership by influencing and driving strategy of the business through initiating challenging, yet respectful, debate and challenging the status quo
- Proven consulting and client management skills
- Ability to multi task, while remaining proactive and flexible in style; strong negotiation skills
- Proven ability to attract talent and build strong, proactive HR teams
- Demonstrated ability to drive a culture of controls and to embed the appropriate controls to improve the customer and employee experience
- Ability to handle large amounts of confidential/sensitive information on a frequent basis
- 10+ years of experience as an HRBP preferred
Senior HR Business Partner, Louisiana Resume Examples & Samples
- Be a trusted advisor, thoughtful sounding board and business partner to the region’s senior leaders, functioning as the expert of people and organizational issues
- Lead employees through the continuing evolution/transformation of our organization
- Proven ability to drive HR strategies and support change management
- Effectively manage multiple project and several tasks simultaneously
- A minimum of seven years’ experience as an HR Generalist required
- Ability to travel between the five Louisiana properties (Alexandria, Lafayette, Monroe, Opelousas, Shreveport) on a regular basis
- Communicate and implement all GV EMEA and Global Human Resources policies and procedures
- Facilitate administration of key compensation programs across client base
- Merit Review Process, Bonus Plans & PBU Stock Programs and ensure effective maintenance of relevant HR internal and corporate databases
- Drive Employer of Choice initiatives to improve Associate engagement and Retention
- Provide guidance to business managers and development of action plans /recommendations to improve associate satisfaction, support career development and align with ADP organizational culture
- Provide guidance, support and consultation to business managers in the area of (not only) Czech Labor Law as well as applicable internal ADP rules
- Work with relevant local resources to ensure all recruitment requirements are resourced in a timely manner. Participate in interviews as required
- Implement and manage talent management programs, e.g. Talent Management System includes Annual Reviews, Succession Planning & Development Plans
- Assist in the deployment of new HR related systems and processes developed and/or acquired at the division or corporate level
- Collate and Monitor and analyses key performance metrics and drive initiatives to improve results as required
- Participate on project teams as assigned having BU wide impact on HR related systems, tools, policies, etc. Provides "in the field" view of how the systems will really be used (or not) by key business partners
- Promote training and development initiatives for all managers and associates. Co-tutors and run training courses and briefing sessions as appropriate
- University degree - preferably in Economics and HR, Law or Psychology
- Minimum seven (7) years' experience as HR practitioner in a multi-national organization with proven experience of working across different countries & cultures
- Experience in a learning or talent development role
- Successful experiences in a Matrix environment
- Excellent interpersonal and communication skills including consulting skills, presentation skills and the ability to collaborate effectively with stakeholders at various levels
- Well-developed influencing skills and ability to manage effectively in a matrix organization
- Strong research, creativity and analytical skills as they relate to program & process design/development
- Solid knowledge of the Czech Labor Law legislation
- Responsible for translating business strategy into people strategy
- Typically manages and provides guidance to other HR professionals supporting the BU client group
- Handles the most complex employee-relations issues end-to-end
- Applies strategic thinking to broad issues that affect the direction of the business unit or function
- Coaches senior business leaders regarding organization and leadership effectiveness
- Leads all organizational design/effectiveness strategies and plans for change management
- Establishes operating mechanisms that drive execution to support their strategy, including talent assessment and review, succession planning, compensation review and planning, engagement survey and action planning and talent development
- Invaluable knowledge of the business and/or function
- Competent in all HR functional areas (staffing, compensation, talent development, etc.)
- Expert knowledge of applicable employment laws, compensation philosophies, and HR operating mechanisms
- Makes well-reasoned, appropriate decisions based on analysis of highly uncertain input or outcomes
- Understands the business as a member of the management team
- Understands the principles of change management and is able to architect and execute a complex change effort
- Applies in-depth knowledge and teaches and coaches others
- Bachelor’s degree in Management, Human Resources, Organizational Psychology, or equivalent relevant experience required
- Must have a minimum of 10 years of HR experience, with 3-5 years in a Business Partner role preferred
- Leadership experience required
- Be a trusted advisor, thoughtful sounding board and business partner to the divisions senior leaders, functioning as the expert of people and organizational issues
- Be able to work effectively with USA TODAY and National Sales leadership in discussions regarding performance management, restructuring, coaching, and training
- Lead clients through the continuing evolution/transformation of our organization
- Excellent customer service, time management and communication skills
- Travel up to 50% required
- Responsible for providing HR guidance/support to client group(s) in most of the following areas: competency development, succession planning, talent management, talent acquisition, labour relations, employment law compliance, employee relations, employee engagement, change management and process improvement
- Provide guidance and direction to client group(s) to ensure consistent, equal and fair treatment of all employees. Consult with managers to ensure the consistent application of and adherence to company policies and procedures
- Introduce, lead and influence change management initiatives with client group leaders in order to address issues that will enhance overall performance and build the overall human capital capability of the organisation
- Bachelors Degree in Human Resources, Organisational Development, Psychology, Business, Industrial Relations, or a related field is required. MBA/MSc advantageous
- A minimum of 8 + years of professional Human Resource generalist preferably in a high growth, changing environment
- Strong Employee Relations background required
- Excellent communication and interpersonal skills, with proven ability to negotiate and influence
- Strong coaching and mentoring skills with the ability to build relationships at senior levels
- Ideally has experience of operating at a Senior Level
- Extensive Generalist/Business partner experience (10+ years) preferably in Financial Services, recently acting as a Business Partner
- Business Partner experience supporting Technology a plus
- Management and development of junior team members
- Is treated as part of their client’s management team
- Instrumental in implementing strategic change initiatives
- Able to apply knowledge in a business context
- Builds relationships with colleagues locally and globally both within and outside of HR, sharing ideas and information
- Must have knowledge of MS Office. Knowledge of Workday is a plus
- Collaborates with all corporate teams to provide integrated, strategic and customer focused HR business solutions. Enhances and builds the capability of the business by incorporating the people component into strategic planning, development and assessment
- Partners with the leadership teams to create development and succession plans to support the overall business goals
- Leverages relationships to understand and drive business issues as they relate to HR; develops strategies to maximize employee/organizational performance and goal attainment. Provides training to management on performance management systems to ensure annual performance goals are established and annual reviews are conducted
- Coaches leadership in matters relating to people, HR processes, employment practices, HR programs and corresponding impact on the business
- Partners with corporate HR and division managers to drive the annual salary administration process for the business unit
- Works closely with the compensation team on preliminary compensation analysis for promotions and job leveling including job description writing
- Works with the HR team to deploy corporate programs and deliver training to business units
- Partners with management to address employee relations issues and ensures compliance with state/federal laws and company policies
- Generates management information reports (turnover, recruitment, headcount budget, salary budget, etc.) to share with division heads on a quarterly basis
- Supports finance on work force planning to ensure headcount budget information is communicated
- Provide human capital consultation to clients in order to effectively achieve business results in a dynamic, changing environment
- Provide feedback to Corporate HR on associate and line manager needs, and provide input into the design of corporate programs and policies
- Monitor adherence to all HR policies, practices and procedures. Interpret and communicates policies. Ensure accurate and timely HR data for assigned business units. As a steward of the company's values, advise and contribute to creating an inclusive, productive and high integrity work environment
- The successful candidate will have extensive demonstrable skills and experiences including the following
- Bachelor's degree in business, HR or related field; SPHR preferred
- Comprehensive understanding and experience in all facets of the Human Resources discipline
- Track record of sustained personal drive, energy, commitment & engagement
- Strong ability to collaborate within a diverse and networked organization
- Strong communication skills to develop appropriate strategies, facilitate the resolution of complex situations and position HR initiatives in the context of the business and corporate strategy
- Strong project management expertise and a track records of results-oriented achievement
- Minimum requirements of 12 years of related experience with a Bachelor’s degree; or 8 years and a Master’s degree
- Experience will have thrived in both enterprise organizations and in a small growing businesses
- Have expertise in multiple areas including: talent management, change management, organizational design and/or organizational effectiveness, executive coaching
- HR consultative talents to connect the dots between the business direction/needs and HR solutions that move the needle
- Program management/program design. Take something from issue/challenge into possible options/solutions into a tangible product/offering
- Mindset and energy to so what it takes to get the job done – meeting the business where they are and finding ways to up-level the role while not leaving the business behind
- Bachelor's degree in HR or related field (or equivalent working experience) required. Masters degree and SPHR certification preferred. A minimum of 10 years of progressive business leadership experience
- Relevant HR generalist experience working with senior leaders in a large, corporate environment is preferred. Financial Services experience preferred. Functional expertise in multiple disciplines within HR as well as general business acumen is required
- Experience operating in an environment that stresses both individual accountability and team-based performance is critical
- A sense of urgency and a continual drive for results coupled with an ability to partner effectively with senior management are key success factors
- The ability to be highly effective in a team-oriented environment and to build relationships based on added value, not title or authority is crucial
- Previous experience should include successfully introducing and implementing processes, best practices and operational change initiatives. Incumbent must have a proven track record of successfully collaborating with and influencing senior management and peers to support growth and financial results
- Problem resolution and analytical skills
- Ability to use all Microsoft Office software, including: Word, Excel, Power Point, and Access Database
- Advanced degree (MBA, Master’s) preferred
- 8+ years plus progressive Human Resources' Generalist experience, employee relations & employment law experience required
- Prior managerial/supervisory experience
- Periodic travel is required, including the potential for international travel
- Function as a strategic business partner to assigned business unit
- Manage complex employee relations issues in a fast paced environment
- Handle daily employee-relations issues to include: crisis management, employee/manager grievances, investigations, corrective action, mediation, and dispute resolution
- Act as an internal consultant to executives and management on all Human Resources strategies, initiatives, and issues
- Provide Leadership coaching to Managers and line level leaders on how to improve individual and/or organizational performance
- Provide coaching to Business Unit leaders at all levels on how to improve individual and/or organizational performance
- Partner with business unit to develop human capital initiatives to include: performance management, organizational effectiveness, bench strength assessments, career path development, team building , retention initiatives and process improvement
- Consult on internal reorganizations, compensation and structure changes to include: promotions, equity adjustments, demotions, and reductions in force
- Design and implement value-add programs including: Engagement Initiatives, Succession Planning, and Performance Management etc…
- Lead and partner in internal HR process improvement and key strategic initiative projects
- Work with business unit to ensure compliance with all HSN policies and best practices, as well as, federal and state employment laws and regulations
- Develop basic change management processes to assist business unit with organizational and business changes
- Provide metrics, analysis and feedback to management on organizational, managerial, and employee relation issues. Proactively make improvements to minimize future employee relation issues
- Perform basic administrative tasks associated with employee relations and process to include issue documentation, ADA requests, project work, etc
- Serve as senior HR contact in assigned facility acting as mentor to more junior members of the team and partnering with appropriate HR peers as needed
- Partner with executives, team members, and other HR functional staff to provide leadership and focused support in: talent acquisition, compensation, coaching and performance management, resolution of issues, identification of learning and development needs, retention strategies and career development
- Contribute to the business strategy by partnering with business leaders to identify, prioritize and build organizational capabilities
- Possess the ability of strategic thinking and the ability to create and analyze data in an effort to provide solutions that achieve business results
- Support and facilitate organization change initiatives and provide consultation and coaching to people leaders to increase sense of responsibility for capability in using identified HR learning and development tools and processes effectively
- Maintain knowledge of progressive HR processes and trends
- Must exhibit the following skills: excellent consulting and root-cause analysis, excellent written and verbal communication skills, strong conflict management and negotiation skills,
- Must exhibit the following attributes: flexible and a high tolerance for ambiguity, able to effectively prioritize multiple competing priorities and client needs, able to effectively operate in a fast-paced, rapidly changing environment, develop effective relationships at all levels of the organization
- Must have knowledge of US, PA, OH, and Washington state employment laws and have knowledge of HR compliance and process, but able to appropriately adapt and customize to business needs
- Bachelor’s degree in Business, Economics, Math, Human Resources or related field OR combination of education and equivalent work experience required
- PHR/SPHR or equivalent HR certification is strongly preferred
Senior HR Business Partner Fulfillment Center Resume Examples & Samples
- Possess the ability of strategic thinking and the ability to analyze data in an effort to provide solutions that achieve business results
- Facilitate resolution of team member relation issues. Identify and partner with internal and external resources to assist in addressing issues. Provide counsel that is consistent with zulily policies and practices, legal considerations, etc
- Mentor swing shift HR Rep
- 7+ years in generalist experience
- Knowledge of US state employment laws
- Knowledge of HR compliance and process, but able to adapt and customize to our environment
- Excellent consulting skills/ability to prioritize
- Private and public company combined is a plus
- Skilled in navigating a matrix organization, being able to build and connect with multiple stakeholders
- Experienced in advertising sales and/or adtech company is desirable
- Commercial acumen: understands the key financial drivers of a business and uses this to push back and support managers in resource and succession planning
- Provides generalist HR policy interpretation and advice to enhance Manager’s capability and to ensure adherence to Corporate HR policies, programs and standards
- Incorporates change management methodology into HR planning and integration practices (i.e. stakeholder and impact analysis, implementation and communication plan) to ensure smooth transition towards the desired end state
- Anticipates and plans for future human capability needs by analyzing and interpreting workforce information, reviewing results of employee surveys, and discussing top of mind issues and concerns with business and HR leaders
- Works with LOB leadership team to ensure their HR requirements are met and to help build a working environment conducive to high levels of employee commitment and engagement
- Develop Reward strategy in line with overall BBC business objectives
- Provide reward expertise to Divisional HR to resolve division specific challenges (attraction, retention, recognition)
- Lead the reward team to ensure that the department’s objectives are achieved and that a best in class service is provided to clients
- Proactively seek out opportunities to improve BBC total reward policies and develop solutions that balance value for money, market and employee engagement as well as legal compliance
- Manage BBC incentive plans ensuring that they enable delivery of business plans and are limited to roles with a direct impact on revenue
- Oversee pan-BBC job evaluation system and reward elements of career path framework, providing expertise and advice to maintain the integrity of the BBC structure
- Manage relevant external reward data benchmarking information to ensure that quality market information can be used when making remuneration decisions
- Accountable for programming and completing Reward reporting, including disclosure, FOI requests, the remuneration section of the Annual Report and Accounts; Equal Pay; etc
- Develop Reward compliance frameworks, policies and tools that enable the BBC to be a world class organisation and employer of choice
- Lead on delivery of specific reward activity e.g. Remuneration Committees, Pay Review cycles, Equal Pay Audits and Conditions of Service
- Ensure effective communication plans are in place so employees understand the value of their total reward package
- Undertake specific project work that enables the BBC to become a world class organisation and employer of choice
- Utilise HR and financial data and scenario planning to assist with strategic Reward decision making
- Work closely with other COE functions to ensure integration and alignment with one another, and with the wider BBC strategy
- Be a role model for our values and behaviours, and ensure the HR Operating Model is embedded successfully
- Deep knowledge of total reward practices and approaches developed across a range of job roles
- Strong understanding of external trends and insights
- Proven strong project management skills
- Highly numerate, with an ability to interrogate and analyse data to shape insight
- Ability to build strong, trusted relationships within HR and the business
- Substantial experience of developing, implementing and communicating total reward approaches (fixed and variable pay) to all levels and types of employee
- Track record of successful delivery ranging from business as usual to complex programmes
- Proactive well regarded contribution during large scale change programmes
- Ability to communicate and influence effectively, at all levels of the organisation
Senior HR Business Partner, Sydney Resume Examples & Samples
- Work in a high-performing and inclusive environment that offers you great opportunities to develop an interesting and fulfilling career
- Work closely with the Advisory leadership team and key stakeholders across Australia and New Zealand to develop and drive HR strategies that are aligned to the division's local and global commercial and operational strategies
- Coach, guide and challenge the leadership team with any HR initiatives and/or decisions as well as taking an integral part in the reward & recognition and performance review processes
- Be supported by HR generalists as well as L&D, resourcing and reward specialists and you will all work as a team to drive, develop and execute the people strategy for Advisory
- Have the opportunity to work with senior leaders in the firm and interact with all levels of staff as a trusted advisor. In joining EY, you will become part of a team recognised as an industry leader in best practice human resources
- The role will be ideally based in Sydney, however location is flexible
- Qualifications in Human Resources and/or Business
- Proven experience as a senior HR Business Partner
- Ability to work in an environment that is fast-paced with continual growth
- Excellent communication skills & stakeholder management
- Ability to lead a team and coach others
- Proven experience in change management, strategic planning, HR reporting & project management
- Provide a comprehensive operational and strategic HR partnership to the European Management Team
- Develop and execute the HR strategy in Europe ensuring alignment with Corporate HR Strategy and the business strategy of the European region
- Responsible for providing HR guidance and support to the European Management Team on competency development, succession planning, talent management, talent acquisition, employee relations, employment law compliance, employee engagement, change management and process improvement
- Coach and consult with management on issues affecting morale, employee engagement, performance, development and organisational effectiveness, helping to determine root causes and recommending appropriate next steps
- Partner and support organisational design, headcount planning and expansion into new territories
- Operate as an internal consultant to the business in the areas of communication, engagement, and organisational design and development. Key business interactions include coaching and consultation with in-house management and client site based leadership
- Engage Learning and Development strategies to ensure sufficient knowledge of programs, processes and systems to advise and support European Operations
- Utilise current HR metrics to focus HR activities. Analyse trends and metrics in partnership with Corporate HR to develop solutions, programs and policies
- Lead and/or support HR related cross functional projects
- Effectively manage/drive the annual salary/bonus review process ensuring that managers have a clear understanding of the compensation philosophy and strategy
- Work with Corporate HR in the development, updating and calibration of HR policies for the European Organisation and in the education and communication to employees
- Third level Psychology/ Business/ HR qualification
- Seven to ten years Human Resource experience ideally within pharmaceutical, technology and manufacturing industry
- Excellent communication, organisation and time management skills
- Strong analytical skills and the ability to translate business plans and goals into HR capabilities
- Successful change management and team development experience
- Excellent management and business literacy skills
- Business acumen - proven ability to diagnose problems and identify and drive appropriate solutions
- Ability to function and thrive in a fast paced, innovative environment
- Focus on Impact: Partner with functional leaders, Country Managers and our People@ partners throughout the EMEA region to drive our People strategy, and, deliver a first class HR service which is business led and enabled by people
- Move Fast: Take lead in key companywide programmes regionally e.g performance management, annual review cycles, employee engagement initiatives etc
- Build Social Value: Develop the culture of Facebook in EMEA as our organisation scales embracing what is fundamental to our employee value proposition with our organisational values at the core
- Be Bold: Influence and challenge our leaders and senior managers to develop themselves and their organisations to deliver exceptional business results. Use data insight to identify trends and themes, drive future focused analysis of people opportunities. Influence HR and business planning accordingly
- Be Open: Coach and develop out managers to maximise their personal and organisational performance and drive our talent management strategy throughout the EMEA business
- Ship Love: Partner with our people to deliver an amazing experience when implementing initiatives aimed at enhancing the employee lifecycle and in turn, our organisation effectiveness
- Contribute to the development of L&D plans to deliver on the capability needs of employees, managers and leaders within the organisations you partner with
Senior HR Business Partner, NY Resume Examples & Samples
- Utilize data driven metrics to make recommendations to improve organizational and business effectiveness, perform analysis aligned with business performance to produce actionable insights, and apply knowledge of data analysis techniques to interpret the data and provide meaningful analysis
- Counsel and advise employees, managers, and business leaders regarding people, policies, talent, organization and employee issues
- Mediate employee concerns/complaints. Lead/conduct investigations and manage/facilitate corrective actions
- Facilitate annual performance and merit review process. Coach managers on writing and conducting effective performance reviews and adapting/providing feedback on new approaches, policies and procedures for continual improvement of the performance management process for his/her client groups
- Leverage and adapt as needed the company HR programs and resources. Share knowledge and leverage best practices across the HR organization
- Bachelor’s degree with a concentration in Human Resources or equivalent. Master’s degree or HR certification is preferred
- A minimum of 7 years’ experience as an HR generalist required
- Work with the various People Leaders to make a meaningful contribution to the development and implementation of service line strategy which extends beyond the People professional discipline
- Anticipate issues and needs within the different countries and address these effectively
- Source the ‘best fit’ People solutions, ensuring the highest quality and best value for money for the business
- Act as a coach to the Leadership in relation to leadership and the business performance of the business
- Provide insight on People issues within the business, providing a robust point of view on business decisions and their impact upon people
- Ensure that the FSO strategic People imperatives are met within Assurance e.g. talent management, performance management, leadership development
- Act as an ‘agent for change’ within the SL, ensuring that organisational design/development solutions drive business transformation and change
- Manage the ADR process for identifying / developing our future partners
- Build a strategic mobility plan in liaison with our strategy to win new audits and develop FAAS
- Contribute to cross SL or firm wide projects to support FSO People agenda
- Making a significant contribution to business decision making, strategic planning discussions and operational planning events
- Proven ability to influence at senior levels in the organisation, preferably in a professional services environment – high quality client service skills a must
- Professionally qualified. A post graduate qualification in a Business or Human Resource discipline is desirable
- Ability to act as effective counsellor to L1 to L3 colleagues
- Utilize data-driven metrics to make recommendations to improve organizational and business effectiveness, perform analysis aligned with business performance to produce actionable insights, and apply knowledge of data analysis techniques to interpret the data and provide meaningful analysis
- Identify and implement retention strategies focused on key leaders and individuals with core competencies or skills critical to the organization
- Implement, lead, and facilitate HR initiatives and projects
- A minimum of 7 years’ experience as an HR generalist required and 2 years of HR management experience
- 1) Contribute to, and where accountable define policies and processes that support the BBC and Divisional / People strategy and objectives
- 2) Use and understand BBC People tools and policies, engaging with Divisional clients effectively to ensure their use across the organisation
- 3) Drive consistency of approach across the BBC in attracting, managing and developing talent to support current and future organisational needs
- 4) Work closely with all BBC People colleagues to ensure that tools and policies are aligned, enhance employee engagement and ultimately improve performance
- 5) Use data and analytics to measure the effectiveness of tools and policies and understand the landscape for further improvement
- 6) Provide expert input across a range of HR issues (generalist / specific expertise); Design and deliver high impact solutions that meet the needs of the business
- 7) Coach and build the capability of senior managers to anticipate and pre-empt organisational issues
- 8) Participate in relevant projects, leading and championing as appropriate (divisional and/or pan-BBC) the BBC’s reputation as a world class organisation and employer of choice
- 9) Keep up to date with external trends and best practice in the areas of expertise and HR more broadly
- 10) Continuously drive improvements in tools and policies through external market trends, insight and internal best practice
- 11) Proactively share best practice, intelligence and potential pan-BBC activities within HR function
- 12) Build relationships and form alliances with external counterparts, communities of practice and stakeholders to scan for innovations and opportunities to form partnerships
- 13) Understand and anticipate the need for change, diagnose the underlying issues and build the case for change with stakeholders. Build frameworks to plan and manage the continuous process of change including dependencies, risk, potential scenarios ad options to mitigate
- 14) Be an ambassador for the function and represent the BBC HR internally and externally (as appropriate)
- Extensive relevant HR experience (generalist or specialist) gained in large complex organisation(s) with multiple stakeholders (including matrix relationships)’
- Knowledge of current thinking in Human Resources issues and trends and evidence of Continuing Professional Development
- Is personally credible, can provide examples and referees at senior levels /multiple disciplines across the organisation that validate HR expertise and how strategic aims have been met
- Experience of managing large projects eg Large scale Restructures / Large TUPE's / Harmonising Terms and Conditions etc
- Able to engage across many Stakeholders including Senior Business managers / HR colleagues and Unions
- Flexible to work in any business area and location when required
- Provides coaching and counsel to Senior Management teams of designated business units in all areas of HR
- Provides consultation to local management on organizational changes, including team (re-)structure, role design and hiring
- Works with Talent Acquisition & local hiring managers on recruitment, by providing support in preparing & updating job descriptions as required. Works with TA colleagues to develop competitive compensation packages for candidates. Coordinates and monitors employee progress through employment process. Facilitates all in-country new hire process, including preparing on-boarding & orientation program for local new hire
- Represent the interests of designated business groups to the International & Global HR group. In collaboration with the global Rewards function, educates, influences and advocates reward and recognition philosophy &practice within the business to ensure fairness & consistency
- Contributes to a positive employer-employee relationship and promotes a high level of employee morale by providing employee relations support to managers & employees by providing effective conflict resolution advice and counseling. Monitors progress to ensure consistent application of corrective action programs and initiatives. Escalates issues as appropriate to International HRBP and/or internal employment counsel to ensure best practice resolution
- Evaluates HR policies & procedures, and revises and develops them as needed. Assures consistent application and adherence to standards of conduct & performance. Works closely with the central HR Operations team to ensure timely troubleshooting and issue resolution
- Successfully works as part of the HR model, in full partnership with CoEs and HRSS, responsible for providing a comprehensive HR service and delivery of local HR strategy
- Termination of employment (leavers) including resignations, compromise agreements, redundancy, dismissals
- Identifies development and learning needs for designated business groups and works with Talent & Org Development to implement solutions
- Collaborate on and support the implementation of our people strategy that supports the business needs/priorities for the organization in collaboration with VP of Global HR
- Manage relationship with an outsourced HR administration and payroll provider
- Assess organizational health and provide regular feedback to leaders to address trends (both positive and issues)
- Resolving employee relations issues and coaching managers
- Offer guidance and counseling to employees concerning work-related issues and work to resolve issues in a timely, proactive and positive manner
- Provide data & insights to facilitate holistic business decisions – i.e. turnover stats, employee survey results, compensation analysis, etc. – to guide business leaders decisions & actions resulting in high levels of engagement & productivity
- Provide thought leadership to functional business leaders and their teams on change management, organization assessment and how to leverage talent, tools and resources to build an effective team/function/organization
- Improve alignment of performance management, compensation, organizational development, and employee retention initiatives
- Support hiring managers in the recruitment process, ensuring an excellent candidate experience
- Support onboarding function of new employees including new hire orientation
- Progressive experience in Human Resources, Labor Relations, Organizational Management or other related discipline; Bachelor’s Degree, Master’s Degree preferred
- Thorough and current knowledge of UK and EU employment law
- 7+ years of Human Resources experience, including people management, preferably in high-growth media and/or technology companies
- Demonstrable knowledge and experience in developing and implementing progressive, industry leading HR processes
- Experienced in all prominent areas of the Employee life-cycle
- Versatility in working with analytical reports, financial data, and providing solid business recommendations
- Courteous, friendly and ability to maintain a high degree of integrity and confidentiality
- German language skills an advantage
- Role models BBC values and behaviours
- Contribute to, and where accountable define policies and processes that support the BBC and Divisional /People strategy and objectives
- Use and understand BBC People tools and policies, engaging with Divisional clients effectively to ensure their use across the organisation
- Drive consistency of approach across the BBC in attracting, managing and developing talent to support current and future organisational needs
- Work closely with all BBC People colleagues to ensure that tools and policies are aligned, enhance employee engagement and ultimately improve performance
- Use data and analytics to measure the effectiveness of tools and policies and understand the landscape for further improvement
- Provide expert input across a range of HR issues (generalist / specific expertise); Design and deliver high impact solutions that meet the needs of the business
- Coach and build the capability of senior managers to anticipate and pre-empt organisational issues
- Participate in relevant projects, leading and championing as appropriate (divisional and/or pan-BBC) the BBC’s reputation as a world class organisation and employer of choice
- Keep up to date with external trends and best practice in the areas of expertise and HR more broadly
- Continuously drive improvements in tools and policies through external market trends, insight and internal best practice
- Proactively share best practice, intelligence and potential pan-BBC activities within HR function
- Understand and anticipate the need for change, diagnose the underlying issues and build the case for change with stakeholders. Build frameworks to plan and manage the continuous process of change including dependencies, risk, potential scenarios ad options to mitigate
- Extensive relevant HR experience gained in large complex organisation(s) with multiple stakeholders
- Provide excellent front line HR BP support across the global business up to MD level
- Work closely and collaboratively with all business units to establish and implement the people agenda in line with both the business and HR strategies
- Financial Services experience, preferably Fintech
- Intermediate Excel skills - ability to perform Pivot Tables and V-Look-ups
- CIPD or equivalent experience & degree educated
- Action orientated, with a focus on continuous improvement in all areas of work. Known for high energy and productivity the right candidate will be able to deliver quality results with a challenging, positive, influential style
- 4 years’ experience as HR Advisor or HR Business Partner in an international environment would be great
- Very good knowledge of Polish labor law and practical approach to applying legal solutions to dynamic & demanding
- Previous experience in one of the following areas: recruitment, compensation & benefits, HR administration, HR analysis, learning & development
- Excellent communication skills and ability to build effective relationships with all levels of staff (employees, management, senior management)
- Strong personality, high level of energy and determination to ensure constructive partnership with business leaders and HR Team
- Ability to interpret HR data into visible outcome, which will help to navigate business decision
- Commitment to work actively towards continuous improvement, personal development
- ‘Can do’ attitude
- Facilitate resolution of team member relation issues
- Identify and partner with internal and external resources to assist in addressing issues. Provide counsel that is consistent with zulily policies and practices, legal considerations, etc
- Knowledge of US and Washington state employment law
- Ability to be flexible and possess a high tolerance for ambiguity
- Experience in a high speed, rapid change environment
- Ability to design and execute HR programs that meet business partner needs
- Prefer both small and large company experience
- Contribute to the business strategy by helping business leaders to identify, prioritize, and build organizational capabilities, behaviours, structures, and processes
- 10 - 12 years experience in Human Resources
- Substantial business acumen
- Clear, comprehensive understanding of the link between HR and business strategy
- At least 4 years’ experience as HR Advisor, HR Business Partner or Learning & Development Specialist in an international environment
- Ability to take initiative and lead projects with little direction
- Demonstrated excellence in communication, influencing, partnering, teamwork, negotiation, presentation, teaching, and proactive organizational skills
- Bachelor's Degree in Business, Human Resources Management or another related discipline
- Previous experience with Benefits Administration, Compensation, Employee Relations, Generalist, Performance Evaluations, and Recruiting
- Previous Supervisory / Leadership experience
- SPHR certification or MBA
- Set up and drive regular and structured HR engagement with Business units and respective teams present at the site
- Advise managers and employees regarding complex performance issues as well as interventions involving performance and change management
- Advise managers on HR programs, guidelines and processes
- Track and analyse HR indicators for business units and report out trends and possible HR interventions
- Provide compensation support (i.e., focal administration such as business specific compensation training, process management, data integrity, report generation, performance calibration)
- Ensure fair and equitable compensation and appropriate leveling within organizations
- Ability to develop effective relationships across all levels and with diverse client groups
- Exceptional analytical problem solving skills with passion for data integrity, process definition, and continuous learning
- Customer focused, responsive with a high sense of self perfection and creativity
- Comfortable with a fast paced environment, multiple and sometimes competing priorities and an ambiguous yet creative and collaborative work environment
- Drives results and is solution-oriented
- Flexible and able to adapt quickly to different organizational cultures and various styles of interaction to be influential in each situation
- Proactively assess the Technology business and recommend and drive action through a consultative, “influence without authority” approach that will help in achieving their strategic goals
- Assist in the day-to-day delivery of Human Resources services and support to assigned client groups, including identifying, designing and implementing appropriate solutions to enable business strategies
- Serve as a point of contact for assigned client group(s), providing information and guidance to employees and leadership on company policy and practices
- Partner with HR centers of excellence to implement HR initiatives and programs, including those in the areas of workforce planning, employee relations, diversity & inclusion, learning and development, change leadership and compensation/total rewards
- Partner with Technology leadership team on talent and succession planning, performance management and retention strategies to drive business results and promote employee engagement
- Consults with employees on individual development plans and career development opportunities
- Develop strategies to enhance team collaboration and change leadership at senior leadership level and partner with leadership to cascade through their teams
- Collaborate with talent acquisition, with a strong focus on acquiring top talent and on building pipeline
- Acts as a resource to leaders and employees, including providing coaching and employee relations support to facilitate and maintain a culture of respect and inclusion
- Analyzes client group data/metrics to identify and communicate insights
- Supports and facilitates communication strategies in support of HR, divisional and company programs, benefits and initiatives
- Identifies and analyzes trends related to recurring issues and recommends approaches to the resolution or amelioration of these issues
- Works on projects and initiatives with company-wide impact, including cross-segment initiatives of The Walt Disney Company
- A typical incumbent has 7+ years of general work experience with a concentration in Human Resources or related profession
- 2-3 years of experience working in a matrix organization
- HR Business Partner experience in technology divisions or technology companies
- Collaborates effectively in a team environment
- Ability to manage multiple projects/assignments and adjust as needed with appropriate prioritization
- Ability to thrive within ambiguity
- Strong interpersonal and facilitation skills applicable across formal and informal (presentation, coaching, mentoring) approaches
- Strong consulting and influencing skills; ability to think strategically
- Ability to navigate complex matrix environment/org savvy
- Credible partner, proactive (has a point of view, challenges assumptions, takes initiative); and a trusted thought-partner
- Demonstrated bias toward action, with a focus on getting things done
- Independent work style requiring minimal supervision
- Demonstrates an effective consultative approach to build awareness on key organizational issues and consensus for relevant solutions; able to guide stakeholders through a shared and collaborative decision making process
- Work with Service Line Leader and People Leader to make a meaningful contribution to the development and implementation of service line strategy which extends beyond the People professional discipline
- Evaluate requests and initiatives from the SL before deciding an appropriate response. Challenge and influence the business to ensure the most appropriate course of action
- Provide insight on People issues within the SL, providing a robust point of view on business decisions and their impact upon people
- Ensure that the SA strategic People imperatives are met within their service lines, e.g., talent management, performance management, leadership development
- Act as an ‘agent for change’ within the SLs, ensuring that organisational design/development solutions drive business transformation and change
- Manage the day to day workload of the HRBC manager ensuring the quality of their delivery and identifying opportunities and support for personal development
- Proven ability to influence at senior levels in the organisation, preferably in a professional services environment
- Partner with senior executives and management to develop and drive plans that optimize talent, structure, process and culture
- Develop strategic staffing plans and provide recruiting support to the client team
- Partner with managers to effectively address performance gaps
- Collaborate with management team to develop processes that engage and inspire employees at all levels
- Work with managers to effectively diagnose organizational issues and partner to solve them
- Partner closely with senior leaders on people agenda and priorities
- Drive projects and assignments that would be leveraged across the broader HR team
- Partner with Talent Acquisition on proactive recruitment strategies and diverse sourcing pipelines
- Collaborate with the Learning & Development organization to develop a diverse blend of leaders, managers and employees for the future
- Partner with Compensation to develop and deploy compensation strategies/plans to attract and reward employees based on overall performance
- Stay abreast of business and workplace trends. Analyze people processes, information and trends to make recommendations to leaders for continuous improvement
- Create / run reports and analyze data to be used by HR and management team and measure key people metrics, aligned with organizational goals to drive progress
- Undergraduate degree in Business or Human Resource Management or equivalent HR or Management experience. Advanced degree preferred
- Business partnering and performance management
- Also required to support Customer Services group with recruitment, L&D, employee relations, and other HR strategies
- Lead global/local projects for business growth, process improvement, and process simplification
- Support Employee Relations issues in accordance with Japan Labor Law, working closely with the legal department
- Work closely with HR leaders, operations managers, legal team, etc
- Domestic travel required
- 5+ years experience in HR, ideally as a HR BP (Business Partner) or HR Generalist
- Experience in two or more HR fields will also be considered, with preference for the following: recruitment, talent management, learning & development
- Peoplesoft, Oracle, or other ERP and HR IS experience
- Work experience in e-commerce, retail, consumer goods, or similar, ideally in a multinational organisation of 300+ employees
- MBA degree would be a plus
Senior HR Business Partner for UK & Russia Consumer Business Resume Examples & Samples
- Proven ability to use HR knowledge on engagement, performance management, and attraction at the business unit level to provide strategic solutions to human capital problems
- Ability to persuade line managers of the need for new or existing HR programmes by taking a leadership position
- Develop and use metrics to make the business case for HR programmes, to align HR strategy with corporate goals, and to assess and justify the performance of HR programmes
- Business capabilities: commercial awareness, business acumen, client focus, aligning business and people strategies
- Consulting capabilities: innovation and creativity, negotiation, facilitation and coaching, impact, influencing and persuasiveness, trusted advisor, leadership, project management/delivery
- Implement and drive forward HR initiatives
- Lead on organisational change and change management
- Act as a mentor to business leaders to support their development
- Business Partnering / HR Consulting
- Recruitment & Selection
- Line Management
- Strong HR Business Partnering background with full generalist experience
- Financial Services background strongly preferred
- Act as a strategic business partner with senior clients (e.g. business leaders and their directs) to understand organization’s business strategies and align human resource strategy and programs to achieve the business goals, including alignment of succession planning, leadership development, resource planning, talent acquisition, compensation and performance management
- Collaborate with other members of HR Team to implement the HR strategy, including representing client’s business strategy and expectations, representing Human Resources to the business leaders, and reconciling issues that create conflict between Human Resources and business unit strategy
- Ensure senior management team, as well as Head of HR, other relevant senior HR professionals, are kept abreast of evolving client and employee matters (market practices, compensation, ER and other HRM matters) on a timely, regular basis
- Work with Talent & Organizational Development HR colleagues and the Investment Management Talent Lead with the on-going integration of BNY Mellon's Performance Management and Succession Management processes
- Partner with the IM Talent Acquisition partners to manage all recruitment activities, at all levels of management and staff, including proactive gathering of intelligence relevant to BNY Mellon's ability to successfully attract and retain all levels of employees utilizing the internal on line tools
- Fully integrate performance management strategies to underpin effective retention and succession management activities
- Assist in the design, development, communication and implementation of local compensation, incentive plans, in line with corporate guidance, policy and local business requirements
- Actively champion BNY Mellon’s Employee Engagement and Diversity imperatives
- Implement corporate HR initiatives, tailored appropriately to local requirements
- Flawlessly execute fundamental competencies - ensure completed team work is accurate, timely, and displays well thought out reasoning and judgment
- Demonstrate mature, sensitive and timely management of local ER issues
- Exercise appropriate risk control while implementing HR processes that are cost effective, efficient and business focused
- Responsible for the effective management of HR matters in accordance with corporate direction and guidance, as well as local legal, regulatory and employee relations requirements
- Function as the Lead HR representative on LOB M&A activities
- Develop and implement HR Strategies in alignment with business objectives of client group(s). Plans, implement, and coordinate broad/complex programs and/or activities for the Company. Oversee the implementation of new HR programs and practices
- Serve as a trusted advisor and strategist to senior management regarding potential Human Resources implications, proactively addressing issues, proposing contingency plans and mitigating risks
- Develop, drive and implement the flawless execution of the business unit's talent agenda, focused on development initiatives, including workforce planning, performance management, selection and retention strategies, while continually upgrading the talent pool across all lines of the business segment
- Implement enterprise learning and development initiatives in partnership with business leaders and counterparts to address key skill gaps or to leverage key strengths within the Company
- Lead talent and succession planning and professional development plans, identify and assist management by recommending solutions to capability gaps within the Company and implement and follow through on action plans regarding matters related to cultural change, employee engagement, diversity, inclusion and talent management
- May directly or indirectly supervise HR staff. Lead and direct projects. Hire, train, conduct performance evaluations, and direct the workflow of others. Involved in regional/business unit level projects
- Ensure flawless execution and communication of a robust and flexible Human Resources strategy that is results-driven, addresses the business segment's developmental and effectiveness issues, and supports the Company's culture, values and on-going growth, while taking into account the global and matrixed nature of the Company, differing cultures and regulatory requirements
- Build and maintain productive working relationships with the cross-divisional Human Resources teams, shared service groups, and other business segments that will serve as strategic business partners to rollout integrated Human Resources programs and policies from a best practices perspective
- Provide strategic guidance regarding compensation actions
- Support and partner with business leaders to set specific actions, timetables, and metrics that monitor effectiveness and support the desired business outcomes. This includes leveraging HRIS reports and analytics to support decisions
- Provide sound counsel, leadership and influence to management with respect to employee relations matters, including EEO law and firm policies/practices. Investigate EEO concerns; make recommendations and implement solutions based on issues investigation process, prepare summary report of employee relations issues
- Lead Human Resources strategy discussions related to initiatives that support business objectives while addressing developmental and effectiveness issues, cultural sensitivities and regulatory requirements to remain consistent with Company objectives
- Provide leadership and direction in change management and Organizational effectiveness to optimize successful implementation of global change
- Execute implementation plans and provide leadership and direction (where appropriate) in change management for Organizational programs and initiatives to ensure successful implementation
- Bachelor's Degree (Business, HR, or related field) required
- Seven or more years of progressive experience providing HR Generalist support in a progressively complex organization with client groups in multiple locations and businesses
- Master's degree (Business, HR, or related field) preferred
- SPHR Certification and/or other HR related certifications preferred
- Experience supporting large complex organizations and/or multiple sites
- Ability to communicate in both written and oral formats to all organizational levels to perform the functions listed above, using standard human resources terms
- Ability to effectively communicate in both written and oral formats to outside legal counsel to ensure the organization complies with federal and state law
- Experience creating and implementing HR strategies
- Align business strategies with HR strategies and initiatives, diagnose business challenges, explore alternative solutions and recommend best-fit solutions. Drive alignment of HR processes with the goals of the Global Service, Support and Customer Service organization
- Partner with multi-level leaders to identify human capital needs and opportunities; develops programs, tools, and techniques to meet those needs and to strengthen organizational performance. Participate in business leadership meetings to identify HR implications relative to business strategy
- Conduct performance analyses to determine individual and organizational gaps. Analyze a broad spectrum of data, and identifies trends. Develop targeted interventions and development strategies to address gaps
- Manage the rollout of programs, policies, and initiatives in designated client group and works as a member of the HR Generalist team (both Corporate and Field) and as a key HR Business Partner to ensure consistent implementation and application of programs
- Analyze employee/operational data (turnover, staffing, talent management, employee survey, compensation-related, etc.) to proactively identify areas of concern. Create workforce plans to identify and address the talent acquisition, development, and retention objectives
- Coach managers on assessing and developing talent, and recommends actions to build organizational bench strength for management positions. Act as a resource to employees and managers on career development. Manage multiple employee processes including talent review, performance review and calibration processes
- A consummate learner, with an appetite for understanding trends and data and transforming those insights into compelling organizational solutions and then rolling up your sleeves to help drive implementation
- Superior collaboration skills and ability to drive results in a complex global organization during times of change, evolution, and transformation
- An adaptive and flexible work style shown to be effective working across varied types of clients, senior level leaders and front line team members that are geographically spread primarily across North & Latin America, and are adjacent in work and style to colleagues across the globe. An ability to primarily focus on North & Latin America clients, while also being adept at linking and working through global initiatives as needed
- Inclined favorably to helping others be their best self; self-less in contributions as a member of the HR team, with an understanding and an appreciation for our important role in the hands-on work involved in rolling out programs that support organizational growth (compensation, performance management, succession planning, talent development, etc.)
- Comfortable with Process Improvement approaches (Practical Process Improvement, Lean, Six Sigma) and a mindset inclined to use DMAIC processes and tools in problem solving
- Bachelor’s Degree in Human Resources, Business Administration, Industrial/Organizational Psychology or other related discipline or equivalent knowledge and experience required. Master’s degree or advanced education, training, and/or certification preferred
- A minimum of 8 years relevant professional level Human Resources experience
- Excellent verbal and written communication skills. Able to present information to senior level audiences in simple, logical business terms
- Thorough working knowledge of contemporary practices in the administration of HR policies, including (but not limited to): salary administration and performance review processes; performance management; proactive employee relations; issue investigation and resolution; recruiting; interactive leave processing
- Experience implementing robust talent management plans to attract, retain, develop, and engage talent in critical roles
- Demonstrated detail orientation with experience in using data and analytics in people related areas to understand root cause. Strong comfort and abilities in Microsoft Excel, with the ability to complete pivot tables
- Previous experience ensuring activities throughout the business area are common and consistent. Strong ability to look peripherally across the organization to understand adjacent impact across the organization
- Ability to facilitate organizational diagnosis and metrics to drive organizational effectiveness through talent and organizational capabilities and culture. Acts as a catalyst for change; guides and directs organizational design, development and change management solutions
- Previous experience coaching multi-level leaders on complex leadership and HR issues including development and talent performance and issues which could have the potential to create a competitive advantage for the business
- Specific and tangible successful experience in project management, able to manage short term deliverables concurrent with longer-term strategic milestones
- Provide coaching and counsel to the Product (Engineering), Customer Success and Technical Support leadership and organizations
- Lead change management activities in areas such as employee performance, talent review, development and workforce planning
- Develop retention and pro-active talent strategies for key roles
- Be a key player in developing and and managing broader organization programs and initiatives
- Bachelor’s degree with a minimum of 5+ years’ experience specifically as an HR Business Partner
- Experience as an HRBP in a high-growth environment and SaaS company required
- Fast-paced start-up experience strongly preferred; must work well in the gray, expect tons of change, but not lose sight of forest for the trees
- Competitive domain experience a plus
- Experience supporting Engineering, and/or Sales organizations
- Proven experience creating custom programs and implementing initiatives
- Strong Employee Relations skills and experience with conducting investigations
- Must have excellent judgment and conflict management skills
- Solid knowledge with managing global departments with remote teams
- Can build crisp, focused presentations, pitch an idea, and express the value quickly
- Knows how to be an effective project manager and is comfortable handling multiple priorities without too much hand-holding
- Ability to build trusted relationships across the company
- Capacity to proactively identify opportunities and develop effective solutions
- Ability to lead and drive implementation of large scale programs
- Applied knowledge of HR practices and principles along with the laws and regulations affecting HR
- Solid understanding of business models, financial metrics, etc. used in decision-making
- Strong quantitative aptitude
- Bachelor’s degree in Human Resources or related field, or an equivalent combination of education and experience necessary to successfully perform in the role
- 7+ years of experience working in a client facing, human resources role
- Minimum of 5 years of HR experience, BA/BS degree
- Experience in a software or other high tech company
- High level of energy with or without Red Bull and able to work at a really fast pace, we tend to move fast
- Project management skills and ability to drive programs independently are things that will help you be successfull
- Talk so people can understand what you are trying to say, some call this interpersonal and communication skills; use this to build relationships at all levels of the organization
- Work effectively with others in the pursuit of common goals by finding ways to help the team perform effectively, a good way to do this is by contributing ideas
- Pretty much everyone will be your customer, so you will need to pay careful attention to customer needs and take action in order to meet or exceed customer expectations. Treating customers with a high level of respect and appreciation is a given
- Take calculated risks and choose options that maximize the benefits and minimize the losses for the company. We’d rather you get a speeding ticket than a parking ticket. It’s okay to go over the speed limit for the right reasons
- Set the tone for the Las Vegas office by championing innovative programs to educate employees and managers on emerging human capitol trends
- Be on point to handle all HR related questions, interpreting and explaining human resources policies, and helping resolve employee relations issues while partnering with internal counsel, management and the HR Advisor
- Align with the Director of HR, Las Vegas managers and recruiting to help impact the attraction, motivation, development and retention of talent
- Automate and streamline the employee on-boarding processes as well as develop meaningful content partnering with IT, Recruiting, Office Experience and Viator leadership
- Manage compensation inquiries and provide recommendations when needed, aligning with recruiting and senior leadership
- Develop HR metrics and reports that help drive efficiencies and deliver meaningful data to leadership
- Work with the business to help scale the organizational structure to support a growing call center business
- Advise and consult with senior leadership on organizational structure and workforce planning
- Ensure all HR policies and procedures are practiced for the business and are legally compliant
- Share feedback and highlight trends with Viator management regarding employee exit interviews
- Administer the Wellness claims process for Viator
- Bachelor’s Degree in Human Resources, Psychology or a related field
- 5+ years of direct HR experience with Call Center expertise
- A strong background in Employee Relations in regards to an exempt and non exempt employee base
- Experience with Workday and Greenhouse systems
- Proven experience partnering with a variety of teams and personalities
- Ability to work later hours and/or weekends when needed
- Knowledge of applicable employment laws and human resource practices including compensation, payroll, performance management, recruiting and selection, employee relations and HRIS
- Strong analytical skills be able understand and utilize relevant employee metrics
- Self-starting personality
Senior HR Business Partner, Sremska Mitrovica Resume Examples & Samples
- Partnering with line managers and senior managers on a daily basis, influencing them and providing solutions
- Organising and conducting training and development programmes, from identifying training and development needs, preparing materials to organising follow-up plans
- Conducting induction programme for new employees
- Coordinating internal communications on a range of issues
- Organising annual employee satisfaction surveys, following them up and creating action plans
- Organising recruitment and selection process and working with internal and external stakeholders
- Conducting exit interviews
- Providing support and guidance to employees
- Managing the plant metrics and compiling relevant reports for managers
- Working closely with Health and Safety Manager on a range or relevant health and safety issues from the HR perspective
- Engaging with the local community
- A bachelor's degree
- Previous experience in a business partner role within a large organisation
- Capability to work with people at all levels
- Highly organised
- Capable of initiating and leading change and managing processes
- Strong IT skills
- Fluent in both Serbian and English
Senior HR Business Partner DC Resume Examples & Samples
- Utilize the Association’s business goals and objectives to provide client-centric HR consulting on people related strategies to ensure alignment with the company’s mission and goals. Assist with the development, implementation and refinement of a support structure for management. Lead the development of a roll-out strategy for key people processes. Lead and participate on project teams formed to research, develop and implement HR systems, tools and policies
- Drive a consistent performance management process and support the development of manager capability to set clear performance goals, assesses performance and effectively and professionally give feedback to motivate high performance
- Provide ongoing support and communication to ensure execution of key HR processes and policies including compensation, talent acquisition, workforce planning and organizational design. Partner with Employee Relations Professionals as needed
- Strong analytical and leadership skills
- Ability to act as an effective change agent for the business
- Demonstrated sound judgment and decision making
- Ability to effectively collaborate with the business and supporting HR functions
- Provide change management consulting within the team to support the continual evolution of the business and increase the success of efforts to enhance/shift culture and performance. Leverage engagement data to assist in the execution of action plans and strategies to support business objectives
- Provide talent management consulting through the identification of critical roles, development of success profiles, talent assessment and succession planning. Partnering with Management, develop and ensure the execution of leadership development plans
- Analyzing the organization’s strategic business objectives for both short-term and long-term timeframes
- Segmenting the workforce into groups
- Conducting a workforce analysis: examining the external factors affecting the organization now, or likely to impact it in the future
- Provide HR support to develop workforce plans
- Measure and track progress
- BA degree in Business, Human Relations or related field or equivalent work experience
- Minimum of 10 years of progressive human resources responsibilities and in-depth working knowledge and experience of human resource disciplines including: those listed for HRBP and Organizational effectiveness & development, workforce management, and business & HR strategy
- Ability to develop successful business partnering relationship with senior level management
- Self-directed, self-starter with the ability to manage with limited on-site supervision
- Ability to relate to all levels of employees and support a geographically dispersed employee population
- Influential and effective communication skills, both verbal and written
- Strong business acumen and ability to relate financials to human capital planning
- Acts as business partner to client groups, and provides full support in the areas of HR and strategic planning
- Provides analysis and recommendations in such areas as talent acquisition and management, organizational assessment, performance management, organizational structure, work force planning and change management
- Coaches/advises People Managers, in liaison with OD, Training, Compensation and Benefits specialists, as required, in all areas of Human Resources management and planning, particularly in the areas of talent acquisition, succession planning, employee training and development, employee relations, performance management, workforce planning, and compensation in the assigned business units/departments
- Leads and manages all human resources activities to ensure the right people are in place and prepared to meet the challenges of the business. Acquires the best talent required in the business units/departments
- Supports the implementation (incl. launches) of all HR programs, activities and annual processes, such as Performance Management and Compensation annual processes, the Talent Review Process (TRP), EVP, the Recruitment Process, EOS, LSAT, etc
- Counsels and coaches the client group management team on governance of effective and efficient HR policies, annual programs and processes within the assigned Business unit
- Bachelor’s degree in Business, human resources, psychology, or other related discipline required
- Minimum 10 years of progressive experience in all aspects of Human Resources, including experience partnering directly with and influencing senior business leaders
- Experience working in a matrix environment
- Demonstrated experience /capability in the development of business partnerships to drive change within a business
- Talent Management and Organization Development Strategies and Initiatives
- Performance Management and Talent Upgrading
- Liaise with Corporate HR COEs to ensure full leverage of expert resources
- Provide Coaching and Counsel to Senior Site Leaders as Advisor/Consultant
- Ensure HR Process Effectiveness and Compliance Co-lead Site Labor Strategy
- Lead/participate in select regional and/or global initiatives
- Drive Diversity & Inclusion Strategy and Agenda
- Manage Communications Strategy/Activities for Site
- Energetic, confident yet flexible HR leader who exudes passion and excitement for Hologic’s mission
- Builds trust-based relationships, and influences and coaches senior leaders, managers, and employees
- Computer skills (Word, Excel, Powerpoint) and proficiency with spreadsheets, presentations, etc. Familiarity with Oracle preferred
- 10+ years HR related experience required with strong Generalist background
- Life Sciences industry background preferred
- Specific expertise in areas of Employee Relations, Workforce Planning, Talent Management/Retention, Compensation & Benefits, OD/Training, Team Building
Senior HR Business Partner, SEA & Asia Resume Examples & Samples
- Strategy and Planning: Support the further development of the SEA Organisation and People plan to F19 through orchestrating multi year talent planning across SEA and translating the overall plan to execution
- Organisation Effectiveness: Work to ensure that the F19 Multi Year Organisation and People plan is translated into action and execution
- Culture and Engagement: Develop a deep understanding of our F19 destination in terms of organisational culture and identify the drivers and leadership required to systematically strengthen our organisational performance
- Talent: Translate our Multi Year Organisation and People plan into talent pipelines and talent forecast outcomes to F19
- Performance Enablement: Maximise impact of our performance enablement mechanisms to create a clear and simple performance culture
- Be authentic: Build great relationships with those you work with
- Find solutions: Generate ideas and move them to action
- Consistently deliver great performance:Demonstrate brilliant execution, be thorough and apply high standards in everything you do. Identify clear priorities and focus on them at all times
- Grow yourself:Develop and apply self awareness, grow your capability and experience, look for and respond to feedback
- 15+ years HR business partnering experience both as an in market HRBP and as a BP focused on creating specific interventions across multiple markets
- Has deep understanding of Organisational Effectiveness, Talent, Culture and Engagement and Change leadership
- Has experience of working in a multinational organisation
- Has experience of supporting Commercial and Functional groups
- Demonstrated coaching ability and experience with leaders is essential
- Is comfortable working in a rapidly developing and changing environment which balances long term vision with action
- Act as HR strategist as well as implementation advisor in helping management team to translate strategy and business structure into practice
- Actively involve/support line functions to continuous improvement and developing employee morale
- Understands business structure and helps line management to build up the human capability to meet the mid-to-long term business needs
- Identify, develop, motivate, retain key position holders and key talents with support of business managers
- Interpret and monitor adherence to company HR policies, procedures and control throughout the company
- Provides support for employee relation issues in the company
- Manage labor relations and co-ordination with labor union
- Manage the Administration function of the company
- Guide, develop and motivate HR & Admin team
- Experience with employee relations
- Proven experience coaching and counseling staff on a wide variety of issues, and a thorough understanding of performance management systems and employment law
- Analytical and problem solving skills including the ability to diagnose root causes
- Ability to work in a time sensitive and confidential environment
- Bachelor's degree required; or equivalent years of experience. Master’s degree a welcome plus
- Requires a minimum of 10 years’ experience in Human Resources, with a minimum of seven years’ Business Partner experience
- At least 8 years overall working experience, 5 years HRBP position or comparable working experience
- Experience in different areas of HR preferred such as COE or HR Shared Services
- Strong educational background with Bachelor or Master´s degree or comparable experience
- Ensure achievement of the company’s strategic and growth plan
- Responsible for key talent and management development including consulting with the organization’s leaders regarding team development and personal/professional development of associates. Provide leadership in the development of a sustainable high performance/high commitment workforce
- Direct recruiting and employment activities to ensure the timely placement of qualified associates
- Develop programs, policies, procedures and controls regarding key HR metrics (recruiting, associate satisfaction, on-time performance appraisals, turnover, etc.)
- Conduct research into HR programs, policies and employment law and recommend strategies, changes or innovations where appropriate
- Ensure compliance with employment-related laws and company policy. Represent, or aid in the representation of, the Company on related litigation
- Properly execute corporate policies and HR programs ensuring superior quality, deliver and cost
- Day-to-day associate relations including problem solving, counselling, coaching, fact-finding, etc
- Five or more years of progressive HR experience with a multi-national company in a Generalist role required
- Specialist knowledge in one of several HR competencies such as Compensation & Benefits, Learning & Development, Employee Relations, HRIS or Talent Acquisition would be beneficial
- Have a clear understanding of China labor law
- Partner with senior executives and management to develop and drive plans that optimize talent, structure and culture
- Partner with assigned accounts to develop a solid understanding of the business, culture, and people, remaining cognizant of how to best support a "deal-oriented” culture
- Participate in HR programs that enhance a culture of inclusiveness and diversity, linking development and leadership initiatives to business strategy and measurable results
- Develop strategic staffing plans and provide recruiting support to the account teams as needed
- Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention
- Proactively anticipate opportunities or issues in the market and recommend innovative solutions
- Partner with HR Manager to resolve employee relations issues and conduct effective, thorough and objective investigations
- Streamline and automate reports, where possible, for distribution on an ongoing basis
- Providing proactive HR support, guidance, counsel and strategic input to maximize the effectiveness of the businesses within Broadridge
- Ensures a high level of organizational effectiveness through ongoing performance management, organizational design, change management, talent assessments, leadership development and succession planning
- Advises management on the interpretation and application of HR policies, procedures, programs, and employment law requirements as they pertain to associate selection, hiring, training, development, discipline, and termination
- Responsible for communication and interpretation of HR policies and procedures to business partners and units
- Ensures that employee relations strategies are in place to deliver an Employer of Choice working environment for all associates. Deals with employee relations issues in a pre-emptive and sensitive manner
- Develops and analyzes appropriate HR statistics, metrics, data and trends to meet management information needs
- Assists in determining the training needs of the organization. Coordinates and secures appropriate resources to deliver training and/or delivers the training personally
- Execution of the HR agenda for a designated client group
- Works closely with HR and business teams to implement a people strategy and priorities that directly supports the business priorities
- Leads talent management and succession planning process for assigned client groups and provides counsel to leaders on talent strategies that ensure we have a competitive workforce now and into the future
- Ensures fairness and diversity in all practices and is an employee advocate
- Personally assesses, develops and coaches leadership
- Works with leaders to drive organizational performance and promote valued behaviors
- Develops, communicates and implements pro-active employee relations strategies
- Implements programs which fosters engagement and sound employee relations
- Partners with internal resources to execute companywide HR initiatives and client specific programs
- Supports, maintains and improves HR systems to maximize the use of data needed to support business operations
- Investigates and resolves employee relations issues and complaints, including investigations
- Executes employee engagement activities and union avoidance initiatives
- Provides training and development solutions, focusing on enabling key capabilities
- Implements performance management and compensation strategies for the business that supports strategy and incentivizes performance
- Assures adherence to legal compliance, AAP & promotes diversity
- Bachelor’s Degree in Business Administration, Human Resources, or related field. Master’s Degree a plus
- Minimum 10 years’ progressive HR experience, including HR generalist and business partner responsibilities
- Prior HR experience working in a manufacturing, electronics technology or engineering environment
- Demonstrated ability to make independent decisions, evaluate people, manage conflicting priorities in a fast-paced environment
- Working knowledge of federal and state HR related regulations and compliance procedures. Experience with Affirmative Action Planning or OFCCP is preferred
- Advanced level of proficiency with Microsoft Excel (Pivot Tables, VLOOKUP)
- Prior experience with SAP, SuccessFactors or HALOGEN is a plus
- Excellent oral and written communications skills and outstanding interpersonal skills are required. This person must demonstrate their ability to build strong relationships with employees and leaders at all levels of the organization
- Minimal travel is required, <10%
- In the partnership, craft workforce strategies based on customer knowledge and exploration of how resources can be aligned to those demands
- Help formulate winning strategies by having an informed opinion about what the business needs to do, and at the same time being attuned to the human dimensions of our company
- Be a change agent that identify and facilitate needed organizational or cultural changes, helps set an agenda for the future, and creates plans for how to make change happen and stick
- Coach executives on their people and business leadership in order to help them develop their leadership capabilities and act as a role model; in doing so offer the leaders feedback on progress
- Help develop high performing teams with focus on power, authority and team dynamics
- Be involved in the distribution of learning and sharing of knowledge across our organization by generating and generalizing ideas with impact
- Be a Talent Manager & Organization Developer by mastering theory, research and practice in both talent management and organizational development
- Take a position as a respected and credible partner who is capable of challenging the business
- Relevant Master’s degree and have at least 5-10 years of experience from a similar position as HR Partner or HR Manager
- Preferably a broad experience within several of the areas: Recruitment, HRD and leadership development, compensation & benefit, HR legislation/labour law
- Relevant HR experience and/or consultancy experience from manufacturing is preferred
- A trusted advisor – trustworthy & strong on relations, good influencer
- A strategic thinker with deep business understanding
- An excellent communicator
- A skilled stakeholder manager with a consultative approach
- Self-driven & motivated
- Goal-oriented & pragmatic
- Maintaining focus on our core values: accountability, collaboration & simplicity
- Advises leaders on the implications of short and long-term decisions, strategies, and large-scale change efforts that will yield sustainable business results
- Designs discovery process to capture business needs and required capabilities. Partner with senior leaders to design organizational models to reach
- Monitors and leverages performance results and recommends improvement opportunities
- Assist in rolling out performance management to all managers, employees to ensure that feedback and evaluations are completed on-time, by guidelines for every employee
- Develops and implements HR plans, policies, programs, and tools in partnership with business leaders, Centers of Excellence (COEs) to build and enhance organizational capability and add value to the business
- Initiates and sustains continuous dialogue with function leaders on both internal and external change issues and opportunities. Facilitates development of change plans and implementation of business transformational initiatives
- Analyzes how change can be supported and sustained through redesigned HR strategies, programs, practices, policies, and processes
- Plans and promotes the understanding, application, and improvement of strategies to address talent gaps and needs
- Works with Talent Management and Talent Acquisition to design and leverage integrated people strategies; enabling the attraction, development, and retention of top talent
- Anticipates and facilitates the identification of key business changes and the implementation of those changes to achieve the desired end state as a business
- 6+ years human resource business partner experience
- Experience supporting both hourly and salaried employees client groups
- Analytical capabilities and the ability to influence business leaders with data-driven recommendations in areas such as leadership development, performance management, employee relations, compensation and career development
- Experience in supporting an e-commerce or corporate subsidiary business
- Take-charge attitude and willingness to wear multiple hats in a fast paced startup environment
- A passion for comics and/or the creative space
- Ability to deliver results with little supervision in a dynamic and often ambiguous environment
- Demonstrated ability to coach managers and supervisors
- Experience managing projects across small and large organizations
- Bachelor’s Degree or equivalent post-secondary degree required in Human Resources Management or related field
- 7+ years of experience in HR role
- Ensure outstanding customer focus by delivering strategic, best in class HR support to internal customer groups
- Understand key business goals and business priorities, able to apply to core areas of HR responsibilities in order to prioritize work and set goals
- Provide management coaching to build leadership capabilities and support managers to address all kind of employee relations challenges
- Ensure alignment of HR related programs, processes and projects with strategic business objectives
- Facilitate Annual Performance Review process, identify key talents in the organization and drive strategic initiatives to increase talent pipeline as well as forward looking promotions for Managers
- Act as a consultant to the client groups and provide input on the HR implications of strategic and operational decisions and plans
- Be an expert in industry best practices around functional areas of new trends and opportunities to constantly raise the bar on HR deliverables
- Create appropriate concepts and deliver training & development programs as well as succession plans
- Advise the clients on organizational design and act as a “change agent” in managing organizational changes including communication plan
- Implement components of strategy and action plans that addresses workplace environment, employee engagement or retention issues
- Support rollout of compliance initiatives; independently counsel the business regarding local employment law and legislation changes Partner with Recruiting to coach managers around recruiting process, interpret hiring data and provide recommendations for sourcing strategies, participate interview loops and briefings
- Identify gaps in policy and services, may draft/maintain policies for the site, and ensure consistency with our policies and procedures
- Ensure 100% data accuracy, track and analyze statistical data to determine effectiveness of relevant HR activities
- Significant experience as HR Business Partner in a multi-national company with demonstrated success in meeting exceptionally high standards in a high volume, fast-paced, hands-on environment
- University degree in Business Administration, Human Resources or related field
- Excellent analytical skills and ability to identify problems as well as to drive appropriate solutions
- Excellent communication skills and capability to interface at all levels of the organization
- Excellent team player, good organizational and interpersonal skills
- Solid knowledge of German Labor Law
- Excellent knowledge of German and English (verbal and written) is required
- Own and manage the relationships with client group business leaders, including Directors and potentially VPs
- Develop and own the delivery of the strategic HR plan for each business supported, ensuring consistency with UK, EU and global HR goals
- Support and develop line managers in driving a performance culture through coaching, facilitating talent assessments and succession planning meetings
- Provide expert input to your client groups as well as the HR team in terms of UK employment legislation, policies and practices
- Deliver on business-critical HR related projects including the acquisition of new companies
- Experience of operating as a strategic Business Partner with demonstrated success in meeting exceptionally high standards in a high volume, fast-paced, hands-on environment
- MBA or equivalent in HR related field
- Expert knowledge of Peoplesoft and HRBI, and a proven track record using data and analytics to drive decisions
- Must have experience at a large corporate, high growth, high tech company supporting Retail Teams
- A true hands-on approach as well as the ability to successfully monitor the "pulse" of the employee and corporate group to ensure a high level of employee engagement
- Proven knowledge and practical application of UK HR practices and employment laws
- 5+ years of experience in an HR Business Partner role
- Proven ability to diagnose problems using strategic thinking skills as well as identify and drive appropriate solutions
- Ability to relate to, influence and coach employees at all levels in the organization
- A Bachelor's Degree is required with a minimum of 6-8 years of experience in an HR or People leadership role
- You must have broad knowledge and experience in human resource management, especially in performance management, employee relations, and coaching
- You will have demonstrated experience supporting employee populations in large enterprise environments
- Experience partnering with business leaders in highly complex and dynamic business setting is required
- You must have a proven ability to diagnose problems with strategic thinking skills, as well as drive appropriate solutions with self-initiative
- You must have global experience including working in a matrixed environment requiring influencing skills
- Additional qualifications required includes: strong business acumen and ability to work well across different functions in order to integrate HR and business strategies; excellent written and verbal communication; high quality document and report preparation; exceptional listening skills and ability to relate to, influence, and coach employees of all levels in the organization. You must be able to work independently, as well as an active member of both business and HR teams. Knowledge of US employment laws such as ERISA, COBRA, ADA, and other federal and state laws covering discrimination and equal opportunity employment as well as International labor laws is required. To be successful, you will need to be resilient and able to thrive in a fast paced, entrepreneurial environment with a high level of energy and sense of humor
- Align with HR leaders on the development, implementation and evolution of the organizational strategy
- Investigate employee issues as they arise
- Partner with corporate teams to continuously improve programs such as performance management, employee relations, compensation, career development and leadership development
- Minimum 5 years of combined experience in an HR business partner role and a related HR role such as talent management, leadership development, program management, talent acquisition or compensation
- Demonstrated ability to translate business strategy and goals into HR processes and programs that are scalable, simple, employee-friendly and adaptable to unique and changing business needs
- Ability to work collaboratively on teams and consult effectively and independently with all levels and functional areas of an organization
- Provide management coaching to front line managers and senior leaders on a variety of people issues
- 7+ years work experience in an HR Generalist/Business Partner/HR Project role including, performance management, change management, and employee communications
- Bachelor’s degree in related discipline
- Experience working with: Microsoft Office, project management software, SharePoint
- 2-3 years HR experience in a high tech environment
- Experience in the development and administration of HR programs
- Coaching and mentoring at the management and senior management level
- Excellent organizational and interpersonal skills
- 7+ years' experience in an HR generalist, management or business partner role
- Employee relations, change management and team development experience
- Ability to travel globally
- Influencing skills and interfacing with senior members of the business
Senior HR Business Partner, Consumer Resume Examples & Samples
- Work with managers and employees to address all types of employee relations issues, fairly representing all interests
- Working with hiring managers and recruiters, support recruiting activities and involve decision making process of hiring
- Drive HR projects and key initiatives with global / local HR team, design and deliver management training, review job families, design and create policies, process Kaizen project and other key initiatives
- Broad knowledge and experiences in human resource management
- Ability to deal with ambiguous situations and multi tasks
- Ensure up to date and accurate statistics are maintained and that PeopleSoft is kept up to date at all times
- Participate in national and international HR projects
- Coach and counsel employees and managers in HR and business issues
- Labor Management support for peak seasonal temporary recruitment - including moving to dedicated Labor Manager role during this period if required
- Demonstrate problem solving and analytical capability
- Demonstrate ability to motivate others and influence work behaviors
- Master degree in Human Resources or a related field
- 7+ years of experience in an HR Business Partner role
- High judgment
- Proven ability to problem solve and drive appropriate solutions
- Ability to work independently, as well as part of a business and HR team
- Proven ability to thrive in fast-paced environments
- Flexibility and a sense of humor
- Experience working in a corporate environment
- Experience in leadership and organizational development
- A Bachelor's Degree is required with a minimum of 6 years of experience in a HR professional role
- Demonstrated experience supporting employee populations in large enterprise environments
- Strong business acumen and ability to work well across different functions in order to integrate HR and business strategies; excellent written and verbal communication; high quality document and report preparation; exceptional listening skills and ability to relate to, influence, and coach employees of all levels in the organization
- Able to work independently, as well as an active member of both business and HR teams
- Knowledge of US employment laws such as ERISA, COBRA, ADA, and other federal and state laws covering discrimination and equal opportunity employment as well as International labor laws is required
- To be successful, the individual will need to be resilient and able to thrive in a fast paced, entrepreneurial environment with a high level of energy and sense of humor
- Able to manage workflow, with minimal oversight, in a fast-paced, frugal environment with multiple and sometimes changing priorities
- Ensure outstanding customer focus by delivering value-add, best in class HR support to internal customer groups
- Provide management coaching to build leadership capabilities
- Support managers to address and resolve all kind of employee relations challenges
- Create appropriate concepts and deliver training & development programs as well as succession plans for your client groups
- Enforce consistency with our policies and procedures
- Ensure 100% data accuracy of our databases, track and analyze statistical data to determine effectiveness of relevant HR activities
- Minimum 7 plus years’ experience as HR Business Partner with demonstrated success in meeting exceptionally high standards in a high volume, fast-paced, hands-on environment
- Strong business acumen and ability to work well across different functions in order to integrate HR and business strategies
- Excellent written and verbal communication; high quality document and report preparation
- Experience working with global teams, driving organizational change initiatives and developing talent management plans for a global organization
- Thorough process and project management skills
- Strong ability to develop solid working relations
- Talent to manage multiple priorities simultaneously - results-oriented - while retaining all information
- Good knowledge of employment laws
- 10+ years work experience in an HR Generalist/Business Partner role
- Superior analytical skills. Experience using and presenting data to make decisions
- Strong employee relations and influencing skills
- Ability to develop and implement operational processes and procedures
- Exceptional analytical skills, comfortable working with large amounts of data and communicating data findings, including experience establishing and tracking program metrics
- Master’s degree or MBA
Senior HR Business Partner With German Resume Examples & Samples
- Lead on HR initiatives in the business
- Take responsibility for Employee Relations issues
- Drive the performance management agenda in a consistent and effective manner
- Ensure that HR practices are aligned with and supportive of business performance
- Build effective relationship with HR in Germany to ensure alignment of processes between the two countries where suitable
- Lead and contribute to HR projects as they arise
- Oversee the effective management and implementation of disciplinary,grievance and dignity at work cases as they arise
- Ensure all HR matters are dealt with consistently and in line with relevant employment law and Company policy
- Supporting the business top team in developing and implementing their people strategy
- Provide coaching support to members of the management team advising on a wide-range of people-management issues
- Longmont site HR Lead. Represents HR on the local SMT. Engages in discussion and decision making at the site level
- Interface with all organizations, including Security and EHS to provide a productive and engaging work environment
- Interface with HR product centers to bring HR solutions to the business clients, and implement HR programs and processes at the location
- Provide voice of the customer feedback to HR Product Centers of client and employee needs, and local implementation requirements
- Provide leadership for strategic projects and programs to address the business initiatives
- Takes responsibility for appropriate projects for the department to drive/deliver
- Contribute to manager and employee communication meetings preparation, and may include presenting at meetings
- Ensures compliance with internal and external policies, regulations and legislation
- Audit preparation and participation within the location
- Approves HRDM actions at the site level
- Participates in emergency response plans, QSR, planning, etc
- A minimum of 10 years of generalist HR experience and 5+ years as an HR Business Partner
- Strong leadership, mentoring, facilitation and coaching skills
- Ability to maintain strict confidentiality, establish trust and credibility, act with complete integrity
- Excellent interpersonal, written and oral communication skills and people management skills
- Best candidates must also demonstrate a proven expertise in collaboration across all HR functions and organizational and geographical boundaries. Additionally, an ability to increase the competencies of individuals and the organization must be demonstrated
- M.A in relevant fields: An advantage
- Proven HRBP experience supporting the Sales functions: Must
- HRBP experience in other functions: Products, Corporate units, services, delivery, etc.: An Advantage
- Experience supporting 500 employees (and above), matrix organization: a must
- Partner with multiple internal teams to implement objectives and initiatives and company-wide changes
- Exposure to organizational transformation efforts: an advantage
- Project Management experience: an advantage
- Provide guidance and input on business talent calibration, workforce planning, and succession planning
- Identifies trends and action plans to resolve issues
- Meets frequently with staff to ensure strategic initiatives are being met
- Provides appropriate HR metrics regarding strategic goals to the Director of Human Resources and Administration
- Attracts and retains top talent for the human resources roles
- Provides mentoring, education and guidance to staff
- Evaluates the performance of assigned staff and identifies strengths and opportunities for improvement
- May be responsible for special HR related assignments or projects
- May be required to drive to other locations on occasion
- Attends and actively participates in conferences, educational programs/workshops; applies acquired knowledge in practice
- Assists with new staff orientation as assigned
- May participate in system wide task forces/committees that further the goals of the organization
- Minimum of 5 years’ experience in human resources required. Experience can be obtained in the following
Senior HR Business Partner DE Resume Examples & Samples
- Advising of and attending to the management and the employees of a defined Line of Business in all HR related matters
- Cooperation and coordination with the dedicated EMEA HR business partners
- Labor-law and procedural advising of the management and the employees
- Strategic advising and support regarding the conception and putting into practice of organizational changes and all measures connected therewith such as the introduction of the measures to the committee of the works council
- Advising and putting into practice of individual HR measures
- Active cooperation in merger & acquisition projects
- Putting into practice of reorganizational measures
- Project management and/or actively participation in global and regional HR projects
- Cooperation and negotiations with the works council in all HR-relevant issues such as works council agreements, balancing of interests and social plans
- Advising regarding measures directed at staff development
- Bachelor's degree in a related field of study and/or business training with additional training as a specialized HR businessman / businesswoman (Personalfachkauffrau/-mann)
- Minimum 5 years of experience with the advising of and attending to managers
- Very good knowledge of Word/Excel and the dealing with HR information systems
- Excellent German & English language skills (oral and in writing)
- Very good capability of networking
- Strong team player with commitment and a positive attitude
- 7+ years of experience in an HR Business Partner/Generalist role
- Bachelor's/Master's degree in HR studies (including Labour Relations/Industrial Psychology) or MBA preferred
- Generalist HR experience including policy writing, solid exposure in /to Industrial Relations / Labour Relation including mitigating and resolving Labour disputes
- Develop effective working relationships and influence, challenge and advise senior and middle management on development and delivery of people plans to drive business needs
- Be the point of contact and sounding board for all HR issues on the ground for managers and leaders
- Consult, engage and advise line managers on various people and organization-related aspects including employee relations, compensation, mobility, people development, performance management, retention and organization re-restructure
- Understand and evaluate the resourcing needs and provide effective advice and support on workforce planning
- Partner with respective RHR Centre of Expertise teams (L&D, C&B, Talent Management) to implement key people processes and initiatives in AARO. Work closely with colleagues in the AARO HR team to ensure a consistent implementation of projects/ processes in AARO e.g. training, year-end process, performance management, organization talent reviews, salary benchmarking, manpower planning, mobility etc
- Support and partner with the respective line managers in the execution of key people processes. Contribute to ensure line managers and employees understand the intent and spirit of the relevant policies / practices; flag issues or suggestions for review as appropriate
- Collate and use HR data and analytics to support and improve decisions on people and organization
- Manage and coach the junior HR Business Partner and also improve the tools and process of the HR professional family
- Facilitate the implementation of Regional initiatives/programs such as business integration with other units and engaging with the leadership team to manage change across the teams and support with interventions as appropriate
- Participate in and drive ad-hoc projects that facilitate the achievement of organization objectives in the People area
- University graduate with 10 years of relevant experience, preferably HR experience in a supervisory capacity gained in multinational companies
- Broad business or HR generalist experience and solid knowledge of HR fundamentals in different functional areas: such as C&B management, resourcing, talent management, learning & development, HR operations etc
- Effective interpersonal and influencing skills
- Strong team player and ability to collaborate with different stakeholders
- Result oriented, with strong sense of Customer Focus; ability to build creditability with stakeholders and disciplined to deliver results
- Review and analyze business unit data to identify trends and recommend innovative solutions to improve performance, retention, and employee experience
- Ensure compliance with all applicable federal, state and local regulations
- Superior coaching and influencing skills
- Strong business and HR acumen
- Demonstrated ability to coach managers to use company best practices for maximum effectiveness
- Proven ability to successfully work as a team member and to build and maintain a positive work environment
- Experience with MS Office Suite, HRIS system experience (i.e. PeopleSoft)
- 8+ years work experience in an HR Generalist/Business Partner role including, performance management, change management, and employee communications
- Experience in assessing management and executive talent
- Experience with assessing executive talent and technology positions
- Experience with business and technology teams and a track record of influencing through data-driven recommendations
- Partner with Senior Management on all human capital needs including Organizational design and development, employee and management development, and talent review and identification
- Responsible for Performance Management process and systems, including providing guidance to management on appropriate disciplinary actions
- Responsible for employee relations at the Site
- Knowledge of Federal, state and local laws pertaining to personnel administration and various compensation and benefit plans and practices
- BA or BS Degree or equivalent
- Min. 5 years of experience
- Strong communication skills. Mandarin Chinese a plus
- Act as single point of contact for HR-related processes, issues/questions for assigned client groups
- Partner with our internal teams to resolve employee relations issues and conduct effective, thorough and objective investigations
- Collaborate with recruiting team in the recruiting process and in finalization of the offer processes
- Partner with assigned global HR partners and regional leads to develop a solid understanding of the business, culture, and people, remaining cognizant of how to best support a "deal-oriented” culture
- Highly effective and inclusive communicator, bridging HR vision/priorities with business line specific needs
- Bachelor’s degree required; advanced degree preferred
- Professional HR Certification (PHR or SPHR) is preferred
- 8 - 10 years of HR experience in a client-focused HR Generalist role
- Previous real estate or service provider organization experience preferred
- Ability to balance urgency and client response with methodology and discipline
- Ability to proactively communicate and build partnerships at all levels
- Professional and polished at all times, ability to perform as a trusted advisor
- Computer proficiency with advanced skills in Excel, Power Point, and other Office suite applications
- Working knowledge of Applicant Tracking Systems (ATS) and HRIS systems, preferably PeopleSoft
- Facilitate comprehensive HR support and advice to MacCap through strong business relationships, a high level of personal credibility and knowledge, and the ability to leverage internal and external specialist resources
- Consult with all levels of management in the region on matters relating to Employee Relations, Resourcing/Recruitment, Learning and Development, Talent Management, Performance Management, Diversity and Compensation and Benefits
- Provide regional input into the development of Group-wide strategies and programs, tailored regional implementation of the Group's people strategy and diagnosis of issues and the introduction of relevant HR specialists/expertise
- Deliver on the MacCap people plan – develop and/or implement HR processes for the region
- Contribute to broader HR projects, including global initiatives as required
- The successful candidate must have a strong work ethic, be self-motivated and able to demonstrate prior effectiveness in a highly-matrixed, international environment. He/she will be a team player with the ability to multi-task and will have
- A successful track record in a broad senior HR role, ideally in investment banking or an entrepreneurial, high growth, international business
- Pragmatic, delivery focused style with excellent judgment
- Strong verbal and written communication skills with the ability and personal credibility to influence senior management across the business and the desire to act as a business enabler
- 7+ years of relevant generalist HR experience, ideally to include prior Investment Banking experience
- This role will suit those seeking to take accountability for a diverse range of strategic HR activities while maintaining the day-to-day delivery of HR services to the business. Occasional travel may be required
- Bachelor's Degree is required with a minimum of 7 years of experience in an HR leadership role
- Experience partnering with strong business leaders in highly complex and dynamic business setting
- Strong business acumen and ability to work well with colleagues in order to integrate HR and business strategies
- Advise department leaders on HR and organizational issues including but not limited to talent acquisition, performance management, talent and culture development, employee relations, change management, and employee engagement to promote and maintain a high-performance culture
- Collaborate with business leaders to identify and execute key opportunities to impact business priorities, and show the impact and value that Human Resources’ involvement produces
- Collaborate with business partners and managers within Human Resources and Partners Healthcare System to leverage HR programs and practices to execute major workforce initiatives to deliver integrated HR solutions to the business
- Engage, leverage, and develop the capabilities of other business partners within the strategic HR team in support of successful execution of business strategies
- Collaborate with talent partners to deliver talent acquisition strategies to maintain the performance and culture standards of each department
- Encourage diverse thought and creative solutions that challenge the status quo and move the organization toward its vision to transform the future of healthcare
- Masters degree and PHR/SPHR certification preferred
- Minimum of 5 years of HR Business Partner experience
Manager / Senior HR Business Partner Resume Examples & Samples
- Lead the delivery of HR programs and activities for the Marlborough, MA worksite
- Align with engineering leadership on strategic HR matters
- Implement appropriate HR solutions aligned with overall business direction
- Integrate HR strategy with business strategy to drive change, innovation and growth for the organization
- Counsel, coach and support managers and employees through all people programs and activities (on-boarding, hiring, employee engagement and recognition, talent development, performance, organizational design, interpret and apply HR policies and processes)
- Lead the Performance Management process for the Marlborough, MA worksite including annual reviews, competency models, career roadmaps/plans, performance development/improvement plans and performance counseling
- Manage and resolve complex employee relations issues and conduct effective, thorough, and objective investigations including developing employment investigation framework, procedures and templates
- Develop and provide training and guidance to managers
- Participate in recruiting and supervision/direction of junior and/or administrative staff in the MA HR department
- Prepare desktop procedures, communications and training materials for assigned programs and activities
- Stay current on key employment laws and employee relations related policy/legislative changes
- Proactively identify, recommend and implement changes to operating practices
- Excellent interpersonal and written/verbal communication skills
- Experience influencing, collaborating and supporting engineering leaders and employees
- Must be professional, and detail oriented with high attention to accuracy
- Ability to handle confidential employee information with discretion & good judgment
- A well-organized and self-driven individual
- A decisive individual who possesses a strategic focus as well as an operational and detail oriented perspective
- Partner with leaders on organizational design, succession planning, and talent assessment
- Review and analyze data to identify trends and recommend solutions to improve performance, retention, and the employee experience
- Provide management coaching to build leadership capabilities and address employee issues
- Work with line managers and employees to address all types of employee relations issues ensuring a balanced perspective
- Assess your business units’ human resources training needs and conduct 1:1 and/or group sessions as appropriate
- Provide compensation support to address internal equity concerns, promotions, transfers, etc
- Experience with MS Office Suite
- Experience with assessing talent and managing performance
- Bachelor’s Degree required
- Masters Degree or MBA in HRM preferred
- Resume that shows steady progression in HR Management for the last 2+ years
- Responsible for a client group of approximately 650 employees
- Influential partner in driving best solutions for employee lifecycle
- Conduct frequent meetings with respective business unit’s clients
- Consult with senior management providing HR consultation when appropriate
- Analyze trends and metrics in partnership with specialist teams to develop solutions, programs and policies as appropriate
- Provides talent management guidance to senior management (coaching, counseling, career development, disciplinary actions)
- Works closely with senior management and employees to improve overall work environment, build morale, increase productivity and retention
- Provide guidance and input on business unit realignment, workforce planning, succession planning and talent acquisition
- Actively identifies gaps, needs analysis and implements change
- Minimum of 10 years of high level HR consultation with business leaders
- Bachelor’s Degree required (graduate degree in HR Management preferred)
- Working knowledge of progressive human resource principles in the areas of engagement, talent attraction, talent management, EVP and diversity and inclusion
- Experience leveraging HR metrics to drive solutions
- Proficiency in federal and state respective employment laws
- Stellar consultative skills
- Effective communicator both written and verbal
- Experience in leading a company through transformation
- Manage multiple client groups with competing priorities
- Strong collaboration skills
- Ability to interact with executive level clients
- Be self-directed and motivated
- Solid experience in HR management and development
- Strong employee relations experience and a full understanding of current employment legislation
- Strong communication skills, interpersonal skills and emotional resilience along with the ability to work in complex, sometimes ambiguous environments serving multiple stakeholders
- Intermediate negotiation skills
- Sound analytical skills; ability to work with data to provide meaningful management information
- Provide direct HR support to specific functions of the business to ensure that operational HR is delivered effectively. Proactively support the delivery of HR Processes at the site
- Develop and deploy the BU resource plans, working with the Cobham Resourcing Team to meet relevant requirements and personal involvement in appointments
- Actively engage in the Cobham early career and high potential pipeline programmes, e.g. apprentice and graduate programmes
- Deploys talent and reward strategies by pulling upon the specialists within Cobham Group
- Work with the leadership team and talent specialists to support talent management processes within the Business Unit, e,g. Succession Planning, Career Planning (aligned to functional councils) and the Cobham Development Programmes
- Proactively provide HR advice and support to site management, supervisors and employees on a wide range of tactical and operational employee related issues
- Advise managers and employees on issues of employment legislation
- Responsibility for dealing with any tribunal claims that arise in close coordination with the VP HR
- Provide accurate HR data to the VP HR
- Act as a deputy to the VP HR and provide cover in there absence
- Working with relevant stakeholders, support Strategic Workforce Planning within the BU. Ensure qualitative and quantative data is input into the process and that identified gaps are addressed
- Manage day-to-day interactions with employees and relations with relevant groups. Facilitate management of any employee issues and escalate where required
- Act as a change agent to support and facilitate desired change
- Ensure Continuous improvement methodology is applied to HR process and operational deliverables
- HR programs (e.g., performance management, compensation planning, promotions, etc.). Educate clients various HR initiatives including compensation practices, performance review/management process, reorganizations and various management issues
- Address and manage a broad spectrum of employee relations matters. Resolve employee relations issues through a systematic approach adhering to company policies and best practices
- Drive people initiatives with strong communication skills, coaching, and influencing and offer thought-leadership regarding organizational/people related strategy and execution
- Provide relevant data and recommendations to guide decision-making related to compensation, organization structure, attrition, promotions and other activities
- 5+ years of relevant work experience as HRBP, Generalist, or Employee Relations Specialist
- MBA or MS degree in relevant field
- Strong functional HR knowledge well versed in various HR disciplines and current in emerging practices and developments
- Ability to listen and to persuasively convey ideas and recommendations; keen awareness of and sensitivity to maintaining confidentiality across all levels of the organization
- Liaise with Business partners ensuring consistent roll out of HR policies & communications
- Provide information for HR monthly reports
- Support HR Business Planning and Headcount Process
- Manage monitoring & reporting of Absence, Lates, etc
- Manage and support Payroll activity on behalf of HR Department
- Management the Performance Review Process
- Attend Informal Discussion Forums and Breakfast meetings
- Minimum of 5 years' experience within a HR Business Partner Role
- Experience from a manufacturing or medical devices company is an advantage
- Excellent communication and Interpersonal skills
- HR Systems experience
- HR/Business Degree or other related qualification
- Employee relations experience
- Coach and consult managers and front-line leaders on associate facing concerns (performance, policy, etc.)
- Engage and influence stakeholders that interact with the business at a local and regional level
- Enable Growth: Hire and develop wicked-smart
- Master’s degree in a related field
- Responsible for using established business acumen while serving as primary HR contact/consultant and advisor to assigned business unit(s). Responds to questions posed by managers or associates and addresses needs or concerns related to the employment experience
- Develop trust and partnership with leaders, managers and associates while maintaining highest level of confidentiality and professionalism. Educate leaders regarding human resource management best practices and influence appropriate decision making
- Assist managers and provide consultation in the planning, creation and implementation of organization design, performance management, employee relations, talent assessment, workforce/succession planning, staffing models, unit restructures and reductions
- Manage and resolve complex employee relations issues. Conduct objective and thorough investigations and provide recommendations for effective resolution
- Maintain knowledge of legal requirements related to HR management and banking, reducing legal risks and ensuring regulatory compliance
- Contribute to creating solutions for best practices initiatives in such areas as talent management, employee communication, career development, employee relations, compensation, and other HR related functions
- Responsible for leading or participating in project management to create, revise or improve policies, procedures and HR practices to facilitate greater efficiency and customer service
- Facilitate training and workshops regarding a variety of employment, effective communication and human resource topics
- Eight (8) to twelve (12) years’ experience in HR with emphasis in employment law, leading investigations and resolution of complex employee relations issues
- Experience planning, influencing and delivering complex human capital strategies and initiatives that are clearly tied to business objectives
- Very strong credentials as an organizational thought leader with deep business acumen
- Ability to handle sensitive and confidential information with discretion and professionalism
- Demonstrate excellent interpersonal skills to effectively communicate, empathize and reason with associates in situations that is often sensitive and stressful
- Ability to effectively communicate with people of diverse backgrounds and employment levels within and outside of the organization. Ability to engage in crucial conversations when delivery or receipt of message content is difficult and challenging
- Possess excellent written communication, data analysis, project management, time management, organization and multi-tasking skills with the flexibility to manage multiple conflicting priorities and frequent change
- Demonstrate initiative to identify and anticipate client needs and make sound recommendations for implementation
- Proficient in the use of Human Resource Information Systems (HRIS), Microsoft Office suite and project management tools
- Bachelor’s degree, preferred
- PHR or SPHR, preferred
- Identifies training needs for functional group as well as individual coaching and development needs; partners with Talent Management to provide solutions
- Participates in the evaluation and monitoring of training programs; follows-up to ensure training objectives are met
- Works with managers and employees to build individual development plans to ensure career development objectives are met
- Ensures organization applies compensation practices consistently throughout employee lifecycle -- hiring, promoting, and during other organizational changes potentially impacting compensation
- Minimum of 5-7 years of experience resolving complex talent management and performance optimization issues
- PHR/SPHR or SHRM-CP/SHRM-SCP certification preferred
- Excellent consulting and interpersonal skills
- Must be able to manage multiple conflicting priorities
- You co-create and co-own the zLabels people strategy and the implementation of all components together with executive leaders to ensure the achievement of business and people objectives
- You own the zLabels vision, perspective and needs towards P&O and are responsible for making sure that central initiatives, products and services designed and delivered by P&O are fit-for-purpose and relevant to zLabels’s reality and needs
- You own and champion P&O initiatives on behalf of Zalando and are responsible for making sure they create value for zLabels by challenging their relevance, making suggestions for adaptations and influencing decisions relating to their implementation
- You act as a sparring partner and coach for zLabels’s VPs and their respective Leadership Teams on all people-related topics
- You think “people-first” and proactively contribute to both the Business Strategy and the People & Organisation Agenda
- You consult and accompany your Leaders on issues relating to organisational structures, workforce planning, leadership development and people engagement
- You identify zLabels’s needs and develop holistic people concepts in collaboration with our P&O Competence Centers
- You develop and implement change management initiatives within zLabels to drive organisational effectiveness and growth
- You own and drive all of Zalando’s P&O processes for zLabels and enable your Leadership Team to build high-performing teams
- You ensure effective communication and help employees and line manager to establish trust and a work relationship with mutual benefits
- You contribute to making our P&O Team a world-class People Team, helping us to become the Most Magnetic Employer in Berlin
- English, Professional working proficiency
- Boredom doesn't get a look in here! Zalando is a working environment where something new happens every day
- A corporate culture where your skills are judged only by your results – our motto: Every Day is a Casual Friday
- A dynamic and highly motivated international team of experts to inspire and support you
- Also a feel-good team: We don't just work well together, we also like to get together after work
- Training and further development opportunities to expand your skills and help you on your way
- The security of an expanding company with more than 11,000 employees and a company pension scheme
- Everything your retail-loving heart could desire thanks to our attractive employee discounts in our online shop
- An easily accessible workplace right on the main arteries of the hottest Berlin districts
- Ability to influence and partner with all levels of the organization to achieve results
- Demonstrated ability to coach managers and leaders
- Excellent presentation skills and knowledge of employment laws such as ERISA, COBRA, ADA, and other federal and state laws covering discrimination and equal opportunity employment
- Experience working in an entrepreneurial, fast-paced environment, where the ability to be "scrappy" is critical
- Proven ability to influence cross-functional partners and work effectively in a highly matrixed organization
- Demonstrated organizational skills, with a keen focus on delivering business results
- Ability to deliver results in a dynamic and oftentimes ambiguous environment
- Proven effective consulting skills with an ability to drive results within the business
- Excellent management of employee relations and proven effectiveness in helping leaders proactively manage positive employee relations
- 7+ years of experience in HR business partner or related role
- Experience managing performance and assessing talent, including executive talent
- Able to travel (up to 40%)
- Experience managing frequent and complex employee relations issues
- Kraft Heinz Company is seeking a Human Resource Business Partner in our Warrendale Innovation Center to provide both tactical and strategic Human Resource (HR) management leadership for the Global Business Services (GBS) Team. GBS is a foundational operating model change that drives greater efficiency and effectiveness while creating new capabilities. In this role, you will utilize experience or expertise to solve problems, develop and execute objectives for self and others, and have the ability to affect short-term and some long-term business goals and partner/participate in Kraft Heinz wide HR projects
- Demonstrate leadership in communicating business goals, programs, and processes for the GBS team
- Provide advice and counsel to leaders and employees to ensure consistent application and integration of policies, procedures, and practices. Investigate and advise leaders regarding internal and external employee relations/concerns working with corporate team on responses
- Partner with client and lead on human resource processes, including the following: workforce planning, annual reviews (performance/succession planning), compensation administration, organizational change/effectiveness, implementation of process improvement initiatives, planning, and facilitation; staffing and pipeline development
- Work with corporate compliance and law department to ensure regulatory compliance in all aspects of HR including ensuring that the affirmative action program is kept current and that all employees at the location adhere to guidelines of this program
- Be responsible for managing the HR budget for GBS team
Senior HR Business Partner, AWS HKT Resume Examples & Samples
- Implement/administer/interpret corporate policies/programs/procedures
- Provide compensation support including salary planning, salary actions, promotions and job re-leveling
- Experience working in an entrepreneurial environment is preferred
- Partner closely with Headquarters (China), Finance and other functional organizations on a variety of business activities including staffing levels and other activities as required
- Partner with US HR partners and Business Unit teams
- Program management in areas including employee performance, annual compensation review, manager and employee development and succession planning
- Provide individual and group training on a variety of HR tools, policies and procedures, management training and topics as required
- Counsel employees and managers on performance management issues
- Contributes to the support and implementation of corporate-wide policies, procedures, systems and initiatives
- Maintains current knowledge base of legal and regulatory trends, in order to effectively counsel organization leaders and reduce potential business liabilities
- Bachelor’s degree with a minimum of 4+ years of experience as an HR business partner
- Mandarin language skills are a plus
- PHR/SPHR designation or advanced degree preferred
- Proven track record of successful experience working across a complex, global organization and with other business partners
- Excellent ability to communicate, both in writing and verbally
- Strong analytical and software skills – must be well versed in MS Office, with strong Excel capabilities, Workday experience a plus
- Strong organization and project management skills, comprehensive tact and discretion
- Provide expertise on employment relations and employment law issue for Spain
- Coordinate with EU Payroll & US HR Admin as appropriate
- First point of contact for all day to day HR queries ensuring all queries are dealt with in line with relevant legislation and internal policies
- Manage the daily HR administrative activities
- Oversee the new hires & leavers administration is carried out
- A minimum of 5 years HR experience gained within a similar environment
- Strong generalist HR experience is essential for this role, preferably from a retail or multi-discipline multi-site management environment
- Previous team leadership would be beneficial
- Good working knowledge of European employment law and HR best practice
- Experience and in depth knowledge of Spanish labor laws
- HR degree or relevant other qualifications or in a preference or equivalent experience
- Excellent communication skills, both written and spoken and able to develop positive working relationships across all levels and functions
- Fluency in Spanish and English is required for the role.Any additional European language, such as Portuguese would be advantageous
- Proven experience as a Senior HR Business Partner to a global and highly matrixed business
- A minimum of 2 medium-scale (50-100 employees) change programmes that demonstrate your proven ability to define, lead and implement change Initiatives in a business unit
- Previous experience of organisational change including TUPE (in and out), due diligence within mergers and acquisitions, post-acquisition integration
- Previous experience in working across multiple geographies
- Excellent analytical skills including experience of workforce planning, business reporting and fact based decision making
- Business and commercial orientated HR professional who is keenly interested in the customer and commercial aspects of the business
- Passion for performance coaching and management at all levels
- Strong communication and influencing skills
- Able to operate as part of a larger global HR team
- Self-motivated and results orientated
- Analytical and curious
- Comfortable with change and ambiguity
- Able to work as part of a team; collaborative
- Ability to build relationships at all levels in the organization
Senior HR Business Partner Desert Resume Examples & Samples
- Lead, plan, align, design and own the development of critical talent management solutions to complex business situations for assigned business groups that drive performance and integration. Using knowledge of competitive strategies and tactics developing culture, business organizational structure, vision, and governance, developing strategic workforce planning models, succession planning, building capability of teams to meet strategic initiatives and other business scorecard metrics, analytics and solutions, retention and engagement, leadership development planning, change management, process redesign
- Leads, plans and aligns an interactive ongoing process with leaders in the development and implementation of innovative strategies leading to positive business outcomes around the four perspectives and actively transferring best practices from/to different functions within the organization. Leads using a strategic mindset thinking about the collective organization, our big picture and avoiding a silo mentality acting as an analyst, gathering data as needed and making key decisions that drive results within assigned business units
- Strong and influential role model for expected Banner behaviors, particularly for those in leadership of Optimizing Organizational Talent, Shape the Future, Executive Presence, collaboration for integration across the continuum and modeling a consumer oriented culture. Provides current, direct, complete, and actionable positive and constructive feedback to others, facing people problems quickly and directly-regardless of who is involved and what the situation may be not being afraid to take negative action when necessary
- Builds effective high perfoming teams acting as the lead responsible for creating appropriate solutions while building strong business relationships, continuously but collaboratively representing the proactive business perspective in the design, two way communication, and implementation of all HR programs with other segments of the HR team. Effectively assesses organizational talent helping others to do the same in an aim to ultimately drive positive outcomes for the organization
- Leads, plans and aligns HR strategies for merger and acquisition activity within assigned business units and communities that promotes cultural integration for Banner
- May serve as Executive leader for areas outside of HR as organizational needs dictate leading, planning and aligning outcomes and results in accordance with overall strategic intent
- Proactively supports the delivery of HR Processes within their area of responsibility
- Supports recruitment and selection activities through the Cobham Resourcing Team
- Deploys talent and reward strategies by pulling upon the respective specialists
- Act as change agent in managing organizational change where it relates to HR-related activities e.g. restructures, lay-offs and voluntary severance schemes, etc
- Proactively provides HR advice and support on a wide range of tactical and operational employee related issues
- Advises on issues of employment legislation
- Responsible for dealing with any claims that arise in close coordination with the BU Vice President of HR
- Provides accurate HR data to the site function and the BU Vice President of HR
- Works across the business disciplines to lead and influence change at a tactical level
- Acts as an advocate for equality and diversity ensuring equal access to training and equality of outcomes
- Demonstrated experience of passion in developing and helping employees
- PHR, SPHR, GPHR, SHRM-CP OR SHRM-SCP certification strongly preferred
- Ability to serve as a strategic partner for the extended leadership team and contribute to the general management of the local HR function
- Strong analytical skills; ability to work with data to provide meaningful management information
- Anticipates, identifies and facilitates resolution of employee relations issues; conducts thorough investigations to gather all facts and make appropriate recommendations; seeks guidance from Director of HR and legal counsel as appropriate; maintains detailed documentation to protect the interests of the company and mitigate risk
- Partners with shared service center and centers of excellence (e.g., Compensation, Benefits, Talent Development) to implement corporate HR programs and initiatives; reviews corporate HR programs for fit with the business unit’s objectives in a timely manner; shares data and makes recommendations to improve programs or implementation of plans
- Generates and analyzes HR metrics and reports to assess and communicate the effectiveness of people management practices including performance management, recruiting, employee relations, retention, turnover, talent management, etc
- Conducts exit interviews with employees who voluntarily resign from the organization; follows up on feedback as appropriate, tracks results, analyzes data, and prepares reports
- Ensures compliance with HR-related federal, state, local and company rules and regulations by staying abreast of general and common HR regulations and legal resources; follows standard corporate and business unit-specific HR protocol for addressing human resource issues; contributes to the development of compliance components of policies and programs; regularly reviews business and human resource activities and reports for compliance issues; and takes corrective action to address and prevent future non-compliance
- Represents Wolters Kluwer and the HR function by developing and maintaining comprehensive knowledge of Wolters Kluwer products, industry trends and general business knowledge/acumen through various sources and initiative; behaves in a way that demonstrate corporate core values and culture; communicates in a professional and compelling manner in writing, speech and formal presentation; develops professional and positive relationships with customers and colleagues; and maintains a reputation of competence, integrity and professionalism
- Solid exposure to several HR functions (e.g., talent management, compensation, benefits, training and development, performance management)
- Experience with recruiting and hiring best practices (e.g., behavioral interviewing)
- Experience rolling out general HR programs (e.g. talent management, employee engagement)
- Working within a distributed Shared Service HR model
- Organizational Capability and Workforce Planning--- Assesses business needs, identifies organizational implications and collaborates with leaders on developing strategies to meet those needs
- Staffing and Recruitment ---Consults with hiring leaders on the appropriate staffing strategies; leads recruiting, screening, referral, selection and employment activities
- Total Rewards--- Facilitates a clear understanding of Woodward’s Total Rewards Philosophy that emphasizes pay for performance, market based pay and an engaging employment value proposition. Administers compensation programs (i.e. salary and equity reviews); participates in market salary survey analysis to review competitiveness; designs and develops salary structures that meet the needs of the business
- Compensation & Role Management--- Ensures consistent and equitable administration of salary structures, job codes and titles. Supports the global job code standardization process by participating in and leading JCS initiatives. Ensures members are properly classified. Participates in period review of market pay salary structures. Works with leaders in the progression process to ensure members are fairly assessed and the process guidelines are followed
- Performance Management--- Provides guidance and support to leaders and members on the Leading Performance Management Process (LPMP) that includes the Written Reflection, goal setting, Annual Conversation and development planning as well as other performance tools such as Performance Improvement Planning
- Compliance and Risk Management--- Ensures fair treatment of members and compliance with local and national employment laws while consulting with leaders on business related risks; supports the administration of the FAA program where required
- Member Relations--- Understand and resolve HR issues at the local level and interpret company policies. This includes assigned ethics investigations
- Labor and Employment Relations--- Drives positive labor climate by equitably administering and managing local employment agreements including dispute resolution and contract interpretation. Participates in contract negotiations as appropriate. For non-represented workforce groups; works to maintain their status through positive workforce climate
- Inclusion--- Understands workforce diversity and creates an environment where members feel valued for their unique contributions to Woodward
- Affirmative Action/Equal Employment Opportunity--- Where applicable consults with leaders on AA goals and responsibilities; conducts targeted outreach with community-based organizations and recruiting sources; participates in preparations for the annual Affirmative Action Program; supports OFCCP audits as needed. Investigates and resolves EEO issues/complaints
- Work Force Management--- Manages the decision making process and collaborates with leaders in executing the workforce management process
- Learning and Development--- Provides consultation and support to leaders and members in the areas of member development and training. Supports the Global Training program
- Talent Management--- Assists leaders in the global talent assessment, succession planning, and development planning process designed to build current and future leaders
- Project Management--- Executes components of the Global Human Resources strategic plan that apply to assigned client groups and leads global project teams as needed
- May provide direction for HR Administrative support personnel
- May provide internal communication support
- In smaller facilities, the Human Resources Business Partner may also be responsible for the following
- Proficient in all of the Human Resources competencies including: Staffing and Recruiting; Compensation; Performance Management; Member Relations; Labor Relations; Organization Development
- Strong client focus, communication, influencing skills; ability to collaborate and influence within client group
- Proven ability to work in a team-based environment
- Strong ability to plan, organize and manage a heavy workload
- Demonstrated ability to resolve complex issues with limited instruction or procedural guidance
- Strong understanding of applicable laws and regulations, Woodward policies and practices
- Solid written and verbal communication skills. Strong presentation skills
- Solid business understanding and the ability to understand the potential impact of HR related issues on operating performance
- Ability to drive and influence results
- Practical and results-oriented; ability to be effective within a matrix structure
- A person of unquestionable honesty and integrity; demonstrates an outstanding work ethic
- 3-5 years progressively responsible professional HR Generalist experience
- Understand Brand Expedia business model and objectives and contribute to the development/implementation of both business and HR strategies that align with those objectives
- Seek, provide and drive data to identify trends, determine root causes of issues, and develop effective solutions
- Support the rhythms of the business such as the annual Performance Management process, Passport to Performance (P2P) cycle
- Work closely with peers and other members of the regional and/or global HR teams to effectively partner with the business and successfully drive company-wide programs and initiatives including performance management, salary administration, recruiting, workforce planning, organizational and talent reviews, and change management
- Support the implementation of effective strategies to enable the organization to thrive through periods of change and provide group and 1-on-1 coaching with managers and employees to support leadership development, business decision-making, human resources management, problem solving and performance management
- Assist with employee communication initiatives within BEX and provide advice on performance and other employee related issues
- Partner in implementing certain succession planning, career management, performance management and recruiting; ensuring that the reward structures truly reward and recognize high performance as well as innovation and creativity; and ensuring implementation of key processes and capabilities to support learning and growth for the organization
- Support the implementation of human resources programs and processes to identify and address competency, knowledge, and talent gaps through needs analysis as well as identifying trends
- Support the talent management process through proper succession planning programs for leadership positions
- The role will require infrequent travel across the USA and Canada and may involve intercontinental travel 1-2 times a year
- Proven HR experience (preferably generalist or business partner experience)
- Demonstrated competence in coaching, compensation, and employee relations
- Understanding of Employment laws
- Experience in working in multicultural, international business and working with cross-border teams in multiple time zones
- Able to work independently, with multiple priorities and within a team to achieve results
Senior HR Business Partner, Alexa Resume Examples & Samples
- 5+ years of experience in an HR generalist leadership role, preferably in a high tech environment
- Experience working with fast growing, large, global teams
- Organizational design and change management experience
- Coaching, consulting and mentoring entry-level employees up to senior level managers
- Being an enthusiastic team player with a strong drive to create a positive, fun, strength-based work environment
- Must be able to interface at all levels of the organization and create partnerships with the HR Centers of Excellence a Global HR Partners
- For us, key strengths are recognized as: flexibility, organization, partnership, business acumen, fantastic communication skills, sense of humor, and huge amounts of drive
- Previous experience with Payroll Systems, HRIS
- 5+ years’ exposure to the human resources functions
- Training and experience in multiple Human Resources disciplines desired, indexing in one or more of the following areas of expertise: Organizational Effectiveness, Strategic Workforce Planning, Change Management and Employee Relations
- HR Business Partner experience with senior level leaders in a global organization is a huge plus
Senior HR Business Partner Manager Resume Examples & Samples
- Counsels and advises employees, staff, supervisors and managers on application, interpretation and fair administration of personnel policies, practices, procedures, and programs. Observes and analyzes the execution of practices, identifies problem areas, and recommends changes
- Provides effective advice and counseling to front line managers on all matters involving employee relations; Conducts and effectively closes out thorough investigations to resolve employee relations issues
- Works closely with management and employees to improve work relationships, build morale, increase productivity and retention, and ensure alignment with Neustar’s cultural attributes
- Provides day to day performance management guidance to line management (coaching, counseling, career development, performance improvement)
- Establishes differentiated requirements within each organizational position to articulate responsibilities, skills and experiences needed at each level
- Minimum of 10 plus years of experience resolving complex talent management and performance optimization issues
- Working knowledge of multiple human resource disciplines including organizational diagnosis and design, performance management, and succession planning
- Be flexible, self-directed and motivated
- Develop business plans as required for specific HR interventions
- Manage HR activity ensuring costs are within budget
- Influence the professional management of indirect HR costs (e.g. turnover, leave liability)
- Minimise high cost of risks eg: off-shoring, exits, etc
- Partner with the business through the provision and leadership of strategic, business-focussed HR consulting support including coaching, leadership and team development, and change management
- Ensure internal customer satisfaction with the delivery of the entire HR service proposition
- Strengthen operational HR performance to include business productivity
- Represent HR at Steering Committees and deliver HR aspects of top priority projects
- Develop and implement HR interventions aligned to business and HR strategy, designed to drive long-term performance, including effective organisational design, talent and succession management, transformation, engagement, change management, reward and recognition, and leadership coaching and development
- Manage employee relations, health and safety and Work effectively with HR Professional, Divisional learning /remuneration specialist to implement tailored solutions that will deliver capability growth to the business
- Implement Group/Divisional people initiatives across the ‘hire to retire’ lifecycle
- Ensure core HR policies, processes and practices are clearly communicated and consistently applied throughout the business
- Drive a culture of out performance across the business, focussed around the ANZ values
- Coach and develop senior business leaders
- Support the organisational diversity and succession planning agenda
- Build leadership capability
- Alignment and adherence with ANZ Group governance policies, processes and standards and with external regulatory requirements
- Manage risks through HR processes
- Bachelors degree in HR Management, Organizational Psychology or related discipline required
- Masters degree preferred
- A minimum 6-8 years of experience in a progressive Human Resources function, with proven ability to support a growing work at home population across multiple functions. That includes supporting multiple levels of management in a fast-paced work environment
- Experience supporting HR programs, managing associate relations, and leading strategic associate engagement initiatives specific to work at home associates
- Working knowledge of recruiting processes, procedures and laws
- Excellent organization and prioritization skills
- Ability to display a professional presence when speaking to associates and potential candidates on an individual or group basis
- Ability to facilitate presentations/discussions/meetings
- Ability to build credibility and strong relationships with leaders
- Flexibility to adapt to changing needs of the business and proactively alter human resources strategies to meet those needs
- Decisive and objectively make decisions and recommendations in a timely fashion
- Use technical knowledge to research and analyze data for reporting purposes
- Exercise initiative and sound judgment
- Manage multiple tasks, projects, and issues simultaneously
- Cross-functional HR knowledge and HR process knowledge
- Detailed company knowledge (knowing the business – i.e. organizational strategy, competitive strengths, industry dynamics, profit levers, customers, and competitors of the company)
- Diagnostic and advisory/consulting skills
- Results focus
- Change and transition management skills
- Negotiation and conflict resolution skills
- Organizational development and design skills
- Marketing/branding knowledge
- Ability to customize or implement HR solutions to human capital problems in creative ways or to craft new HR solutions
- Ability to persuade line managers of the need for new or existing HR programs by taking a leadership position
- Ability to develop and use metrics to make the business case for HR programs, to align HR strategy with corporate goals, and to assess and justify the performance of HR programs
- Workforce Management Knowledge - use HR knowledge on engagement, performance management, and attraction at the business unit level to provide strategic solutions to human capital problems
- Ability to use insight of the organization’s internal and the external business environment to improve the human capital outcomes that affect business unit performance
- Acts as key partner in talent development and organizational succession planning. With leaders, develops and administers the business unit and/or organizational Talent Review
- Acts as key partner in culture change initiatives to drive Empowerment, Engagement, Execution and Innovation
- Consults business leaders in all areas of Human Resources
- Partners with leaders and union committee members in unionized production environment
- Administers compensation processes to support competitive pay and retention practices by collecting data, researching and making salary recommendations where appropriate and within guidelines. May partner with COE on the recommendation of alternatives to meet business needs
- In collaboration with the respective functional personnel, coordinates staffing forecast to project employment/deployment needs using the Strategic Workforce Planning tool
- Where appropriate, coordinates hiring activities with the Talent Acquisition Center. Maintains a human resources requisition system that meets management information needs
- Initiates, coordinates, and enforces project, operational, and personnel policies and procedures
- Acts as primary contact for employee relations’ issues/resolutions
- Contributes to team efforts to accomplish team objectives
- Prior direct HR experience supporting a workforce covered by a Collective Bargaining Agreement
- At least 10 years experience in an HR generalist role to include resolving HR issues,
- Employee and executive coaching and counseling, implementing and interpreting HR policies and procedures, improving HR processes, organizational development, recruitment/selection and legal/ethical compliance
- Matrixed organization
- Priorities and operating mechanisms to implement change
- And draw conclusions
- Creative in a highly dynamic environment
- Must have a minimum of 6 years of experience as an HR generalist/Business Partner for an organization, large department, or business unit developing people strategies
- Must have a Bachelor’s Degree in Business Administration, Human Resource Management, Organizational Development or related field
- Master’s Degree in Human Resource Management, Organizational Development or other related field, preferred
- Certificate and/or Licenses: SPHR Certificate, Project Management Certificate
- Providing thought leadership, strategic thinking, and influencing clients regarding people strategies, resource management, processes and solutions
- Consulting on Human Resources issues, including identifying client needs and expectations, collaborating with clients and HR business partners to identify deliverables, analyze information, and provide strategic recommendations
- Typically possesses five years of experience managing cross-functional project teams and driving projects, including identifying timeline, scope, resources, project implementation, communicating project status, and evaluation
- Demonstrated experience interfacing and collaborating with personnel across all levels of an organization (e.g., staff, management, executives) to develop creative solutions and meet business objectives while maintaining employee engagement and driving cultural change
- Demonstrated ability to develop and execute business plans, accurately analyze information, and integrate people processes, systems, and technologies
- Demonstrated ability to follow safety protocols and safe work practices
- Must demonstrate the ability to integrate work across relevant areas, develop the business and services to enhance customer satisfaction and productivity, manage risks appropriately, develop and execute business plans, manage information, and provide exceptional service to internal and external customers
- Must demonstrate strong ethics, influence and negotiation, leadership, interpersonal skills, communication, and the ability to effectively manage stress and engage in continuous learning
- Ensures Talent – Where and When We Need It – Works with Talent Management and Talent Acquisition to design and leverage integrated people strategies based on a holistic understanding of our diverse workforce; enabling the attraction, development, and retention of top talent
- Facilitates Change to Fulfill Vision - Anticipates and facilitates the identification of key business changes and the implementation of those changes to achieve the desired end state as a business
- Applies Business Acumen - Applies an understanding of the business by providing counsel around key people and business strategies that drive sustainable growth
- Drives Operational Excellence – Identifies and creates standardized policies, processes, and technology for service delivery to increase operational effectiveness and efficiency
- Positive Employee Relations - Establishes trust with constituents through proactive solution development. Manages complex employee relations issues and conducts effective, thorough and objective investigations. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance
- Work with management and the HR Tech team to develop and implement HR plans and solutions
- Provide management coaching to front line managers and the site leader on a variety of people issues
- Partner with the business to lead annual and mid-year review processes which focus on performance management and talent development
- Ability to work independently in a matrixed environment
Operations Senior HR Business Partner Resume Examples & Samples
- Manage core HR processes with regular people cycle plan activities through the global systems and processes
- Contribute to the HR and Business agenda and drive the implementation of them in the factory
- Deliver and provide guidance to departments on all people decisions, to enhance team performance, motivation, productivity, culture and diversity by HR Analytics
- Active Support to Collective Labor Agreement process and Daily Union relations
- Manage Headcount and budget
- Contribute building the culture of a winning organization and high-performance working teams
- Liaise and collaborate with other internal and external stakeholders
- Actively communicate with employees to understand their needs and provide HR consultation on employee relations
- Build functional HR capability through coaching, support, performance management and other development activities
- Min 5-7 years’ experience in a HR in a unionized organization with big and complex production facility
- Fluent written and spoken English
- Solid rounded generalist with proven technical skills and experience in factory HR
- Ability to think and act both strategically and operationally
- Proven ability to learn quickly and is committed to self-development
- Solid and mature to be in the position to interact and influence range of stakeholders
Senior HR Business Partner / Generalist Resume Examples & Samples
- Partner with the business in all people matters and gain a deep understanding of the business
- Consult with senior leaders to drive change, improve organizational effectiveness, identify areas of development and implement people strategies
- Proactively address employee relations issues with leaders and provide guidance on how to handle, ensuring consistency in approach and mitigating risk for the firm
- Partner with leaders on the performance management process to
Senior HR Business Partner Lengnau Site Resume Examples & Samples
- 5-8 years’ experience in progressive HR Business Partner or HR Business Consultant roles working in a matrix international company. We strongly prefer candidates who have start-up experience !
- Demonstrated experience in HR leadership roles is preferred
- Deep and broad knowledge of HR processes gained in a dynamic global organization
- Minimum of 10 years' experience in Human Resources Generalist role and 3 to 5 years in Compensation Development, strong skills in Performance Management, Resolving Conflict, Employment Law, Project Management, Reporting Skills, Strong Verbal and written Communications skills, Excellent Presentation Skills
- A minimum of a Bachelor's degree in Human Resources, Business or Behavioral Sciences
- SPHR, Master's Degree, and a Compensation Certification preferred
- The people plan and strategy of several businesses
- Coach and guide business leaders on Performance and Talent management, Succession Planning as well as the development of our staff members
- Enable efficient workforce planning by working closely together with Recruitment and Talent Management
- Facilitate or lead change programs
- Being a sparring partner for senior management and their management teams on above subjects
- Provide expert input to your client groups as well as the HR team in terms of employment legislation, policies and practices
- Ensure alignment of HR related programs by partnering with peers and colleagues in Seattle and other EU locations and also across both the Operations and Corporate business units
- Proven knowledge and practical application of EU HR practices and employment laws
Global Senior HR Business Partner Resume Examples & Samples
- Strategize, communicate and market forward-thinking HR solutions and programs to help businesses attract, retain and develop a diverse workforce
- Counsel managers and staff on development opportunities, career mobility and advancement, as well as organizational development, training, compensation, and programs to support corporate initiatives
- Partner with other HR Business Partners to ensure cross-utilization of information and projects
- Participate in the development and implementation of human resources processes and programs, including but not limited to: assimilation of new employees, performance management, organizational development, employee recognition, learning and development and the annual talent and compensation review process
- Manage special projects as assigned
- May sit on oversight bodies for local benefit plans and/or work with local offices and MMC global benefits in plan modification
- 10-12 years of related HR experience with at least 3 years serving global client groups. Preference for candidates with some experience with non-US benefit plan design and or global compensation
- Establish and maintain relationships with regional and local HR partners in serving global business groups
- A client-focused, proactive team player
- Strong interpersonal skills, including the ability to handle difficult situations with tact and diplomacy
- Experience with "hands-on" delivery of performance management, compensation planning, management coaching, and process improvement
- Demonstrated situational flexibility
- Effective at building credibility quickly and maintaining relationships with clients, employees and human resources partners; ability to accomplish objectives through influence and persuasion
- Articulate, with excellent communication skills and the ability to frame problems and solutions quickly and concisely
- Familiarity with HR systems, preferably Peoplesoft; strong PC proficiency, especially Excel
- Partner with client executive business leaders and leadership staff to develop and execute both long-term and short-term HR strategies that directly support and enable business objectives
- Partner with client managers to develop and embed a contemporary organizational culture; leveraging change acceleration techniques to assist in driving broad change
- Act as an organizational and simplification champion, who builds organizational capabilities, reduces complexity and partners with clients to maximize team performance
- Strategically partner with client managers to design and implement the most effective global organizational structures and manage transitions using change acceleration techniques
- Provide coaching to executive level employees as related to succession planning, career path development, and performance management
- Lead talent assessment in the organization for executive level employees, focusing on talent development and leadership effectiveness
- Lead succession planning and talent development strategies for the organization, identifying critical roles and preparing potential talent and pipelines mentoring, training, etc
- Develop and drive strategies to attract, develop, engage and retain strong and diverse executive level talent
- Partner with local HRMs and CoEs to ensure the implementation of all HR activities related to the business strategy
- Strategic mindset with strong business acumen resulting in the ability to connect dots and drive HR agenda with proactive thought leadership
- Demonstrated experience in making sound strategic HR decisions & assessing executive leadership talent
- Strong presence, seen as influential & respected by leadership
- Strong ‘storytelling’ ability, crafts a clear and engaging message
- Confidence to voice opinions & ideas and willingness to deliver tough feedback/coaching to leadership
- Strong analytical and problem solving skills; ability to assess situations make judgments based on practice or previous experience
- Excellent collaboration, project management, organizational and change agent skills
- Ability to energize and lead in complex, matrix, goal-driven organizations
- Trusts & empowers E/HRMs to do their jobs; embraces the segmented HR model
- Partner effectively with business leaders on organizational design, workforce planning, succession planning, and talent management to support high growth businesses
- Be the HR lead for Community Shopping and Mobile Shopping on employee empowerment and openness initiatives
- Coach leaders on a variety of topics that impact business results
- Proactively review and analyze business data to identify trends and recommend improvements to business efficiency and performance
- Continuously improve employee engagement, performance, retention, and experience
- Assess and address leadership and employee training needs
- Partner with clients and HR colleagues on manager training efforts
- Engage with the recruiting organization to support business growth
- Handle employee relations issues as necessary
- Be heavily data oriented and analytical
- Excel in written communication and drive, drive, drive Project 10
- Work with senior management and the global Support HRBP team to develop and implement HR plans and solutions
- Assess site and regional HR training needs and conduct 1:1 and group training sessions as appropriate
- Partner with the business to lead annual review, talent development and performance management processes that drive a highly customer-focused culture
- Work with front-line managers and employees to address various employee relations issues, fairly representing all interests
- Able to travel, as required
- Experience in the development and administration of HR compensation plans, including sales plans
- 3-4 years HR experience in a high tech environment
- Build a strong and trusted relationship with your heads of business unit in RDD
- Ensure the people dimension is fully integrated into the business strategies and plans. Highlight to the leadership the people implications of their business objectives and ensure strategies are in place to tackle key people risks and challenges over the short and longer term
- Work closely with your business Director to spot opportunities for organisational change or transformation which will improve business performance. Take joint responsibility with the business head to plan and deliver the change. Drive delivery of an effective organisation that is fit for purpose
- Coach, challenge and influence senior leadership to develop the organisational capability required to enable delivery of business strategy; anticipate the changing needs of the business and drive the active management and development of talent
- Lead the talent agenda for your business, understanding the key talent, their strengths and development needs and actively participate in talent management discussions with the business teams working in partnership with the talent teams. Facilitate the flow of talent through the business
- Champion and manage core processes including performance, annual salary reviews and personal development planning and ensure that leaders have the skills and capability to maximise the value of the process
- Have a deep understanding of business resourcing plans. Work closely with the local recruitment team, hiring managers and leaders to ensure Dyson recruits the best and hits it’s headcount targets
- Take an active role in the budget planning to develop rationale for future years headcount, taking into consideration Organisational Design and future business plans
- Understand and provide insight into local reward and benefits requirements, working with the SEA Reward Manager to ensure that the reward philosophy is clear and appropriate in ensuring our ability to recruit and retain
- Ensure management information is up to date and accessible as appropriate including Talent Management information and Succession plans. Contribute to relevant HR KPIs and reports for your business areas
- Provide advice, consultancy and counsel on HR policy and practice. Apply relevant and pragmatic judgement to deliver sensible business outcomes leveraging local and group legal advice where necessary. Support the development of junior business partners and team members in their growth
- Be an active contributor to wider HR strategy for SEA and for global RDD & Operations, understanding the objectives of other HR teams, collaborating with country HR Leaders to ensure consistency with regional requirements and in brokering support for operational issues locally. Share knowledge and best practice. Ensure that everything you do is in line with the overall Dyson HR philosophy. Sit as a member of the SEA HR Leadership team
- Act as a creative problem solver. Challenge practices if you believe there are better ways of doing things and inspire others to do the same, fixing things that need fixing, identifying solutions
- Extensive generalist HR experience
- Degree caliber
- Experience of working as a strategic business partner
- Has worked within matrix organisations and structures and within a global organisation
- Experience of working with or within entrepreneurial, engineering or technology organisations would be desirable
- High level of communication skills both verbal and written
- Commercial awareness
- Strong relationship building and influencing skills
- Strong OD skills
- Serve as a trusted advisor and coach to leaders throughout BSWH to
- Represent HR on a variety of teams, committees, or task teams as designated by the VP HR Strategic Business Services
- Respond to HR issues in a flexible manner and demonstrate the ability to define and implement creative solutions to complex issues
- Identify, design and facilitate employee/management training on HR related topics that support operations objectives
- Actively participate in Affirmative Action Plan program design, policies and procedures including but not limited to: employment, compensation, benefits, and performance management, to achieve continual improvements in meeting established goals
- Serve as a resource to BSWH facilities in the North division to supplement staffing needs due to shortages
- Conduct advanced analysis of exit, engagement, ethics line, and other employee data to build programs, processes, policies, and training to affect organizational change
- Lead specific initiatives such as merger, acquisition, joint venture, and outsourcing activities to ensure people issues are effectively handled and coordinated
- May lead system-wide HR projects under the direct supervision of the VP HR Strategic Business Services
- 7 Plus Years Experience
- Participate in the definition of the HR strategy by providing input on business priorities
- Provide expertise, advice and coach leaders on organizational development: succession-planning, organizational structure, talent management & reward
- Coach & advise line managers across the range of HR processes, embedding them to the right quality level, and ensuring full understanding and optimal use
- Advise line managers on sensitive issues and conflict management
- Manage specific and strategic HR projects as well as participate in cross-functional initiatives
- Ensure further deployment of the talent brand
- Ensure efficient and effective ways of working within Swiss HR team
- Develop effective working relationships with various internal stakeholder including the leadership team as well the regional HR team and peers from other markets
- Be responsible to deliver the pay roll cycles together with the payroll team
- Coach, develop and lead the payroll team as well as the junior HR Business Partner
- A university degree with at least 6-8 years of experience in HR management, preferably in a multinational environment. Master and/or Post Graduate degree in HR considered as an asset
- High level of interpersonal skills allowing to interact with internal and external stakeholders of all levels
- Resilience, driven by results, able to energise and influence
- Commercial acumen and understanding of business strategy
- Experience in working with remote and virtual teams
- Fluent in English, French and/or German
- An experienced HR professional who has the ability to relate to, influence and coach leaders at a strategic level while having the breadth of knowledge and confidence to dive into tactical and operational issues when required
- Proven experience in diagnosing issues and influencing their solution/outcome
- Proven ability to contribute to business strategy by driving the HR agenda that supports its effective execution
- Delivery of timely, relevant, and efficient HR processes in partnership with other HR stakeholders and resources
- Proven experience acting as an employee advocate whilst shaping and embedding culture initiatives
- A HR Business Partner with 10+ year experience
- Demonstrated experience in relationship building and collaboration with senior leaders, ability to operate effectively in a highly matrix environment
- Comprehensive understanding of all aspects of Human Resource Management from recruitment and throughout the employee lifecycle
- The ability to multi-task and manage projects as well as supporting Business As Usual activities
- Experience with Talent Management and succession planning to include talent assessment, supporting and driving strategies for future organizational growth
- Excellent communication, influencing and problem solving skills
- Experience with employment law issues and demonstrated experience in conflict resolution
- Main responsibilities
- Proactively supports the delivery of HR processes at the respective location
- Manages HR projects cross-functionally
- Builds a strong business relationship with the internal clients
- Supports the recruitment of key talents for the organization
- Work together with the management team to bring the best solutions to complete the business targets
- Support succession plan process for key talents and key job positions
- Participate in preparation of HR policies and processes and promotes their usage challenging appropriately as necessary
- Manages exit processes for staff, carrying out exit interviews
- Participates in annual budget preparation
- Supports Performance review process
- Works closely with management and employees to improve work relationships, corporate culture and increase retention
- Provide valuable input and expertise to your client groups in terms of employment legislation, policies and practices
- Ensure consistency of application of our HR policies and procedures
- Expertise in Spain employment / labor law
- Fluency in Spanish and English, all verbally and written communication, including report writing skills
- Negotiation and influencing skills - able to listen to and persuade others based on sound logic
- High dependability; be there to support the business
- Master in Human Resources
- Lead and participate in special and cross-functional project teams and assignments as necessary, often partnering with Compensation & Benefits, Talent Development, Talent Acquisition, Corporate Real Estate, and Corporate Communications
- Provide creative and innovative solutions to the business on complex problems
- Identifying and acting on key metrics for decision making
- Prepare and maintain materials to support initiatives with the client
- 8+ years professional level experience in Human Resources with a minimum of 2 years working with senior leaders
- Experience working with sales organizations or financial services industry strongly preferred
Senior HR Business Partner for Product Division Resume Examples & Samples
- Drive and support the business in implementing strategic HR initiatives and projects
- Act as a business partner to line managers, by coaching, supporting, and challenging these managers when advising and guiding on HR matters
- Support managers in change management efforts and coach line managers in leadership matters
- Advise on employee relations (Employment contracts, compensation, benefits, legal matters, working conditions, international assignments, etc.)
- Facilitate processes, workshops, and team development, e.g. within MBTI
- Leverage a strong performance culture by supporting performance management processes
- Drive and support the yearly employee satisfaction survey and advise line managers on action plans and follow-up
- A Master's Degree (MSc), e.g. in HR, economy, psychology, business administration or similar
- 5-7 years' experience in working as an HR Business partner, preferably in a knowledge company/software company
- Solid business acumen, preferably from an international organization
- A structured and yet flexible approach, with the ability to work with and prioritize between several topics at the same time
- An analytical and logical mindset
- The role holder must have seasoned knowledge of human resources practices, recruitment and employment legislation
- Ability and willingness to travel for work, as required
- The incumbent requires significant communication skills, good judgment and the ability to influence management
- Supports the development and implementation of strategic human resources plans that facilitate their client group’s business objectives
- Develop and maintain human resources communication plans
- Listen to and resolve employee concerns and feedback
- Development of talent acquisition and performance management skills throughout the Bank via branch visits and the presentation of training programs
- Assist in the review of status change requests and support the analysis process to ensure equity is maintained
- Special projects are undertaken, managed and implemented in a professional and timely manner. Projects could be cross-company or cross-HR in nature and this role can be as lead or participant
- Maintain proactive liaison with external agencies that support the talent acquisition process
- The role holder is expected to have a firm understanding of policies and procedures in order to make informed decisions and coach their client group
- This role will work independently and consult their manager on major issues
- The incumbent is expected to support budget projections for the department
- Serves as a senior business partner for assigned functions at Singapore Manufacturing site with focus on Global Operations focusing on Manufacturing, Supply Chain, Product Development, Research & Development and related functions
- Works closely with assigned Departments’ People Managers in providing HR consultation to optimize people, structure, process and culture, with the goal of achieving business results
- Participates in planning meetings with management and employees to gain and offer HR insight on business and operational challenges
- Develop a thorough understanding of the organization's needs and future direction in order to ensure business decisions take into account the people implications and minimize company exposure
- Partners with Compensation & Benefits to evaluate competitiveness of HR programs and practices and recommends changes to attract and maintain talent
- Partners with Learning & Professional Development to assess training needs and develop learning and development programs for the operations
- Partners Talent Acquisition to develop recruitment and employment branding strategies for the Operations
- Provides coaching and feedback on how to improve individual and organizational performance to meet strategic and tactical goals and objectives
- Facilitates organizational design as well as employee and leadership development
- Counsels management on progressive discipline ensuring consistency and adherence to policies
- Ensures effective employee communication and build community within Singapore Operations site
- Works closely with Global and Asia Pacific HR teams on ongoing administration and support of key HR programs and initiatives
- Minimum 10 years of HR experience with at least 3 years HRBP experience preferably in a manufacturing or operations environment
- Demonstrated ability to develop and manage relationships and consult at managerial level
- Demonstrated strategic thinking with ability to operate independently and prepared to roll up one's sleeves to perform hands-on job
- Dedicated, fast worker who is able to withstand the high demands of a fast paced environment
- Pleasant personality with great energy and initiative
- Excellent written and superior verbal communication and presentation skills
- Excellent organizational and time-management skills
- Strong team facilitation skills
- Proficiency in Word, Excel and PowerPoint skills
- Establish and implement the HR agenda in support of the achievement of our business unit strategy and operating plan. Will serve as a key member of the Group executive team in aligning HR programs to support business success
- Partner with the BU Executives and their teams to develop and implement talent plans to address organizational needs for today and in the future appropriately developing internal bench-strength while partnering with Talent Acquisition to ensure talent gaps are filled appropriately with external talent
- Achieving a deep understanding of the business strategy, goals and objectives and supporting organizational changes by developing and implementing appropriate change management plans
- Work with Business leaders to establish and drive employee engagement actions
- Coach and develop key leaders in the business to build a strong BU team
- Ensuring the most appropriate advice and counsel is provided to client in a timely manager to ensure policies and practices are followed working in partnership with Legal, Audit and others as appropriate
- Driving performance management and succession planning process within client group to develop key talent and bench strength for future needs to ensure the best talent is retained
- Key member of the HR leadership team in establishing HR policy, programs, and systems in building a high impact HR function
- Ability to setup and implement employee or labor relations activities in a manufacturing environment
- Ability to perform event management
- Account/client Management
- Coaching and employee counseling
- Effective communication
- Be able to communicate to senior management level and rank and file
- Dispute and grievance Handling
- Familiar with local labor laws
- Ability to interface with government agencies related to labour
- Minimum of 3 - 5 years Human Resources Generalist experience required
- HR experience within a Manufacturing/CPG organization preferred
- Experience with working with technical functions, HPO, Six Sigma or Lean Manufacturing a plus
- Proven understanding of being a strategic business partner
- Capable of working independently, with ambiguity, to meet deadlines
- Competent with prioritizing, multi-tasking and following up when responses are needed
- Able to maintain confidential information and follow up on commitments
- Adept at making sound decisions based on relevant data
- Excellent knowledge and command of MS Office (Word, Excel, Power Point)
- High level of organizational skills
- Open to receive and provide feedback to enhance performance
- Flexibility with work hours may be required from time-to-time
- Travel: throughout Bohemia area daily
- Bachelor’s degree in Business or Human Resources required; MBA or Masters in Human Resources, Industrial Relations, Organizational Development or related field preferred
- 7+ years’ experience in HR, including 3+ years’ experience in an HR business partner role
- Knowledge of many HR functions due to the broad range of potential HR issues that may arise with customers
- Effectively drive leadership development, management/employee coaching, and performance management
- Resolve employee relations issues through a systematic approach with clear documentation and follow through
- Partner with Compensation on making recommendations for assigned groups on job creation/leveling for roles, review of relevant market data and subsequent communications/recommendations
- Partner with Staffing to provide strategic staffing and recruitment consultation. May assist in identifying, interviewing and selecting qualified candidates for senior/critical positions
- Consult on proposed promotions and help drive the annual focal review process
- Actively identify areas for improvement (culturally, organizationally, process) and implement appropriate changes
- Bachelor's Degree in Human Resources, Organizational Development, Industrial Psychology, or Business Administration required. Or, equivalent combination of education and experience to perform at this level
- PHR/SPHR/SHRM-CP highly desired
- A minimum of 8+ years of experience in a HR Business Partner role, with broad experience in management coaching, employee relations, recruiting, compensation, training, HR project management and program implementation
- Knowledge of federal, state and local laws, statutes, etc., which govern employment policies and practices
- Thorough understanding and application of internal and external HR principles, concepts, practices and standards
- Degree in Human Resource Management / Business Administration
- 4-6 years’ relevant experience in manufacturing environment
- Strong communication skills with the ability to interact in a multi-cultural work environment
- Be customer focused and service oriented with a pleasant and assertive personality
- Good understanding of HR practices and labour laws
- Proven experience in an international, matrix driven Business Partnering role
- Proven experience in coaching business leaders
- Proven track record of delivery in a complex and international matrix environment
- Good understanding and application of local. employment laws, procedures and policies
- Consultancy and project management skills
- Experience with managing works councils and employee representation bodies
- Experience in the Financial Industry preferred but not a pre-requisite
- Experience in a broad range of HR areas; Business Partnering, Compensation, Employee Relations, Resourcing, Talent
- Ability to build strong relationships as a trusted partner at senior levels
- Business Acumen - ability to recognize HR/people opportunities to drive business results
- Strong influencing and ability to work in a complex matrix environment in a remote role
- ‘Process improvement’ mind-set to increase the effectiveness and efficiency of the services offered
- English and French
- Building an efficient, effective and proactive partnership with the line managers and employees in Spain and Portugal
- Providing support and first class counselling on all Human Resources topics
- Be involved in all people management related issues including on-boarding, change management, internal communication, employee relations, training of employees and managers
- Ensure that there is compliance with rules and regulations in HR processes in the country
- Work with managers on employee issues, and assist in compensation, performance management, talent management, recruitment and retention management
- You shall cooperate with the Corporate HR teams to address the BU issues and concerns as well as to implement policies according to local country laws
- We are business first, not HR, partner closely with leaders to identify gaps and strengths in organization and execute on initiatives
- Be the people's champion by providing solutions to challenges with people and culture in mind
- Make day to day business processes interesting and fun
- Don’t be afraid to roll up your sleeves as you will work side by side with our people to get things done on a variety of people related areas. You will be rolling out programs to support internal friends like benefits, compensation, recruiting, and much more!
- Offer thought leadership regarding organizational and people related strategy and execution. Provide insights to guide decision making and offer proactive solutions
- We move fast so be the change agent and keep up the ever changing needs
- Excel at helping the leadership team develop and hone their people-management capabilities. Some say this is one of your super-powers!
- Partner with senior executives and management to develop and drive plans that optimize talent, structure, process and culture across multiple large accounts
- Supervise 1 HRBP and 1 HR Associate
- Outstanding execution and delivery of value-added HR services, including but not limited to: talent acquisition, performance management, talent reviews, compensation planning and project management
- Develop, Implement and Share best practices across the account and platform
- Lead project teams to develop new and innovative solutions and processes for the vertical
- Lead and support change initiatives across the designated business area in order to further improve profitability and revenue growth
- Provide strategic direction to the business in the development and execution of the HR plan and in line with the overall business strategy
- Function as partner and confidante to your client group in all areas of Human Resources; work to address any issues identified
- Provide guidance and expertise in organisation structure and design to ensure support of the short and long term goals of the organisation
- Support leaders on change management initiatives and lead HR work streams as required
- Champion talent management to ensure improved attraction, retention and development of staff which drives the performance of the business and builds the longer term bench strength of the management team
- Coach and develop the leadership team to work cohesively and effectively ensuring the improvement in the performance of the organisation
- Communicate and reinforce the Company’s values and beliefs about people to develop a high performing organisation
- Drive effective implementation of the performance management processes to accomplish strategic initiatives and build a culture of effective coaching between managers and employees
- Ensure equitable and consistent management of the company's compensation programs working with Compensation and senior management in reviewing business needs and market data to ensure competitiveness within market and ensure retention of key talent
- Identify and manage key metrics and analytics to support decisions driving the people agenda for the organisation
- Support and/or lead business projects e.g. Employee Opinion Survey, Diversity & Inclusion, Recognition etc… as required
- Work with managers on specific legal issues as required
- Manages and supports more junior HR team members to ensure they are meeting their required deliverables as well as developing their longer term careers
- Previous experience of organisational change including mergers and acquisitions
- Post-graduate preferred
- Experience working across multiple industries & supporting a fully global P&L business
- Experience of working in the high-tech industry preferred
- Experience of leading a large, global business unit through a technical and cultural transformation
- Create and maintain relationships with business leaders, and their organizations, to challenge and drive the people, cultural and organizational topics which support Logitech’s strategy. This involves patience, influencing, disagreeing and pivoting on a daily basis but is rewarded by making an impact and working with the best groups of people you could ever wish for
- Creating and translating business strategies into effective and progressive HR initiatives for your client groups to help them drive innovation, effectiveness and capability building
- Demonstrated understanding of general business and business strategy concepts mixed with an excitement about what Logitech is doing now and in the future
- A track record of making a significant impact on client organizations by partnering effectively with leaders and employees to develop a small company culture that aligns with the business strategies and values
- Interpersonal and communication skills that instantly establish rapport, collaboration, trust, confidence and credibility with leaders and employees
- Demonstrated proficiency in organizational development and effectiveness along with competence in all the normal areas: performance management, compensation, talent acquisition and development, management coaching
- Ability to contribute ideas and provide solutions to the design and implementation of HR strategies/programs/processes – and the staying power to see it through
- 8-10+ years of progressive HRBP experience in fast paced, high tech environment with responsibility for driving and implementing HR strategies and business solutions
- Global HR experience with cross functional teams preferred
- BA/Masters or equivalent
- Minimum of 10 years’ experience in Human Resources, with a minimum of seven years’ Business Partner or business focused HR generalist experience
- Either Technology or Life Science Industry experience is plus
- Coordination of special projects for HR (e.g., organizational restructuring and M&A activities etc.). Primary project integrator for M&A to allow HRBP's to maintain their core responsibilities. Participate as a member of core M&A teams
- Management of HR Business planning, prioritization and risk analysis process. Development of metrics to track on-track/off-track projects, and various project effectiveness indicators. Periodic business plan updates for HR leadership team and key client groups
- Organization and coordination of all HR meetings and communications
- Conduct weekly meetings/calls with respective business units
- Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with legal counsel as needed/required
- Provide day to day performance management guidance to line management (coaching, counseling, career development, disciplinary actions)
- Guide decisions for new hires, promotions, transfers
- Completes, passes and maintains an up to date status for all positional and company required compliance and regulatory courses by assigned due date(s)
- Participates in special projects and assignments and performs other duties as assigned
- High School diploma or GED required; Bachelor's degree in Business or Human Resource Management with 5 to 10 years of relevant HR Experience with PHR or SPHR certification preferred or an equivalent combination of education and experience
- Relevant HR experience within the financial services industry is preferred
- Strong ability to resolve of complex employee relation issues
- Working knowledge of multiple human resource disciplines including compensation practices, organizational diagnosis, employee relations, diversity, performance management, federal and state respective employment laws
- Strong knowledge of Microsoft Windows operating system & Microsoft Word, Power Point, and Outlook and expertise in Microsoft Excel
- Strong ability to read and listen, understand and communicate information and ideas in a clear and understandable manner, both orally and in writing with senior executives, business unit management and staff, state and federal regulators and officials and significant business partners
- Strong ability to read, analyze and interpret financial reports and legal documents; effectively researches, analyzes and evaluates information to make decisions, solve problems and achieve goals; strong project management skills desired
- Certifications and Licenses: PHR/SHRM-CP or SPHR/SHRM-SCP preferred
- Build a strong and trusted relationship with your RDD Director partners
- Work closely with your business Director to spot opportunities for organisational change or transformation which will improve business performance. Take joint responsibility with the business to plan and deliver the change. Drive delivery of an effective organisation that is fit for purpose
- Have a deep understanding of business resourcing plans. Work closely with the local recruitment team, hiring managers and leaders to ensure Dyson recruits the best and hits its headcount targets
- Understand and provide insight into local reward and benefits requirements, working with the Reward Centre of Excellence to ensure that the reward philosophy is clear and appropriate in ensuring our ability to recruit and retain
- Ensure management information is up to date and accessible as appropriate including Talent Management information and Succession plans
- Be an active contributor to wider HR strategy for global RDD & Operations, understanding the objectives of other HR teams, collaborating with country HR Leaders to ensure consistency with regional requirements and in brokering support issues locally. Share knowledge and best practice
- Significant experience in a senior HR role partnering at senior / executive level
- Understanding of a mature HR model
- Proven in 2+ companies
- Experience within a smaller / entrepreneurial / innovative/ high-growth environment
- Experience of technology / product / engineering environment
- Worked within a complex, matrix and global organization
Senior HR Business Partner Latam Resume Examples & Samples
- Advise/coach managers and within the business unit on employee relations, performance management, and employee development
- Proactively support the delivery of HR LATAM Processes within the business unit
- Build a strong business relationship with the internal client to understand their business challenges and opportunitie
- Facilitate the design of succession plans for key talent and key positions
- Identify and challenge the organizational structures with a focus on high performance and challenge the organizational structures with a focus on high performance and efficiency
- Excellent time management skills with the ability to manage priorities in a fast-paced environment-Execute with a sense of urgency
- Desire to make a positive difference
- Collaborate with senior management and the HR specialist teams to develop and implement HR plans and solutions
- Partner with the business on organizational design, workforce planning, succession planning, skills assessment and employee development
- Work with managers and employees to address various employee relations issues, fairly representing all interests
- Bachelors Degree required in Human Resources Management or related field, or comparable work experience and track record of proven success as a senior level HRBP. Master's Degree in Human Resources Management or related field is preferred
- Candidate should have at least 8 years of experience in an HR leadership role with broad knowledge and experience in human resources management
- Verbal and written communication skills with ability to interact at all levels of the organization
- Partner with the ISC Leaders to ensure quality execution of human capital initiatives, to provide performance and development coaching, and to help establish a strong team environment
- Active participation in both the HR Team and the ISC leadership team
- Provide overall leadership, guidance, and counsel to the ISC leaders on matters related to talent, performance management, business strategy, workforce planning, organizational change, and human capital
- Develop and lead the execution of people strategies including talent development, talent acquisition, succession planning, HR policy/process management, and performance management. Assure a positive and constructive employee relations environment and maintain a focus on employee and organizational training and development. All of this in collaboration with Talent Management, Talent Acquisition, Compensation and HR Operating Services
- Develop and lead employee engagement strategies to create a highly motivated work force and align employee actions to company goals
- Promote teamwork through involvement and communication
- Advise and counsel managers on various matters to optimize employee engagement, team development and organizational effectiveness
- Advise on legal and organizational implications of company issues and challenges and present solutions. Assure equitable and effective development, communication, and administration of organizational policies and procedures
- Partner with regional compensation leaders to ensure competitive wage structures are in place and administered accordingly
- 7+ years’ experience of progressive responsibility in human resources roles in a multinational organization
- Strong business acumen. The successful candidate must be able to gain confidence of the business leadership team and HR colleagues. Exceptional interpersonal, coaching, influencing and communication skills are a must
- Self-motivated and able to produce results with little or no direction
- Deep experience with business partnering, talent management, recruiting, compensation and organizational and business partnering
- Strong academic background supported by a Bachelor’s Degree in Business, Human Resources or related field. An MBA or Master’s Degree is preferred
- Proficient with PeopleSoft
- Green Belt certification and/or formal Change Management experience is preferred
- Very limited travel required
- Consults with business leaders to provide input on business and HR strategies
- Appropriately engages HR colleagues including Compensation, Talent Acquisition, Employment Standards, Talent Management and Organization Design to implement HR programs for the business
- Provides coaching and/or mentoring to mostly management levels and high potential associates
- Partners with business leaders to champion, lead and implement change management initiatives across their organization
- Collaborates with recruiting on staffing strategies/methodologies to source and hire high caliber diverse talent to the organization
- Partners with business leaders to identify and develop potential successors for roles within their organization at various different levels typically focused on key roles and those director level and above
- Addresses and resolves employee relations issues including both immediate fixes and long term strategies
- Proactively identifies a gap in skills within the organization they support and partners with Talent Management to develop learning programs to address gaps and upskill talent
- Develops and maintains a high level of knowledge in all areas of TD Ameritrade HR policies and practices
- Provides appropriate guidance and solutions on how to effectively set up sustainable organization structures within business units including appropriate spans of control and recommendations on job leveling consistent with the TDA job model
- Analyzes trend and metrics to develop targeted communications, solutions, programs and policies
- Partner closely with leaders. Assess and anticipate HR-related needs, proactively communicating within the department and to company leadership. Develop and deliver solutions aligned with business goals
- Coach leaders to identify and implement strategies to build team capability and engagement
- Serve as a trusted advisor to assigned business units regarding management practices, performance management, organizational effectiveness, compensation, team member development and retention, employee relations and compliance
- Perform analysis to provide the information managers need to reach quick, informed decisions
- Take initiative to always ask (and seek to answer) the question, "how can we do better?” to identify, create and deliver guidance and programs that contribute to the company's business strategy
- Maintain an open door where employees and managers are comfortable dropping by any time
- Quickly gain rapport with leadership and employees, to establish professional trust
- Model and champion our unique corporate culture
- Bachelor’s degree or equivalent education/experience and 8+ years supporting a large employee base across multiple sites
- Have a “work hard, play hard” attitude, sense of humor and the ability to joke around at work. Measured sarcasm is always appreciated at Cirrus Logic, but you must also consistently exceed customer expectations while handling a large volume workload with diverse tasks, where assignments and priorities can change from one moment to the next
- Track record of proactively analyzing situations, identifying customer needs, creatively soving problems, troubleshooting, and recommending appropriate solutions through to completion
- Demonstrated history of delivering high quality solutions that go above and beyond your clients’ expectations
- Ability to handle multiple strategic priorities while simultaneously managing day-to-day tactical details
- Naturally influence change – know when and how to introduce meaningful change, in such a way that it is quickly adopted
- Be excited about direct interface with customers and business groups – this means you have physical symptoms of withdrawal if denied face-to-face customer contact for long periods of time
- Outstanding MS Excel and Office skills for data analysis, reporting and presentations
- Experience in SAP or other similar ERP system
- Possess strong decision making skills – be able to work independently with little supervision while taking complete ownership of assigned projects, and have experience proactively defining, developing and implementing programs and delivering quality results that exceed customer’s expectations
- Have a proven passion for eliminating inefficient processes and a knack for performing analysis to provide the information managers need to reach quick, informed decisions using the information that you provide
- Possess a general disdain for rules just for “rules sake,” but rather have dedication to doing the “right thing” for both the employee and the business
- Our business partners also have functional centers of excellence responsibilities – you must be attentive to competing demands on your time
- This should go without saying, but you’re applying for a job in HR…you must be highly ethical and maintain confidentiality
- Experience in semiconductor or other high-tech space and understands the unique demands of the technology space
- Experience in a position requiring regular direct interface with executive staff members
- Flexibility partnering with offices across multiple continents
- Lead and support the execution of HR Programs, Tools (HRIS and systems), Metrics and Analytics within sub-groups of the Product Development organization
- Strong Project Management Skills and ability to manage complex projects with multiple stake holders in a fast paced environment
- Excellent verbal and written communication skills; and, effective problem solving ability
- Experience working in large global corporation, “High Tech” Industry will be a plus
- *All Qualifications are preferred****
- MBA Degree or equivalent Masters level degree
- 4+ years of industry or military experience in the operations, finance, engineering, people analytics, or similar analytic fields
- Analytical and organization skills and ability to influence senior leaders based on findings
- Experience working with data mining and reporting tools (i.e. SQL, MSAccess, Essbase, Cognos)
- Ability to understand business goals, system platforms & processes, recommend new approaches to effect standardization in an ambiguous, results-drive environment
- Work in team environment to discuss trends and develop and drive the implementation of new solutions
- Six Sigma Certification
- Strong project management and analytical skills; ability to lead projects at a network level to influence and obtain buy-in, and then drive execution, analysis and achievement of the right results
- Drive continuous improvement, defect reduction, standard work and culture change through best practice sharing, vocal advocacy, and visible hands-on leadership
- Bias for action and passion for rolling up sleeves and doing what it takes to “get it done”
- Working with business groups assess, create and implement innovative solutions for a variety of employee engagement initiatives within client group
- Proven ability to successfully work as a team member and to build and maintain a positive work environment across the network
- Proven ability to use initiative in carrying out tasks
- Partner with managers on a variety of employee relations issues
- Act as a knowledge and policy expert for associates on all HR/policy questions
- Acts as coach and advisor to technology leadership team
- Drive the annual performance and incentive planning and review process
- Partner with hiring managers to assess recruitment needs
- Provide support to management on requests of data analysis and ad-hoc reporting
- Support engagement and retention initiatives
- Maintain a consistent pulse for organizational/reporting structure changes and be sure the most recent updates are reflected in SAP/HRIS and the organization charts
- 5-10 years of HR generalist experience
- Experience working with large client groups and teams that are global in nature
- Experience managing teams, preferably virtual teams
- Excellent oral and written communication skills; leadership presence
- Technology Savvy
- Proficiency in Excel and Powerpoint
- Strong knowledge US labor laws and applicable financial, legal, and operational rules and regulations
- Leadership of a team of HR Business Partners and HR Administrators providing a responsive operational HR service for c1500 employees across 3 key business areas
- Lead for key Trade Union relations and negotiations relating to projects, change initiatives or policy and process changes
- Key role acting as point of escalation as local expert on managing employee relations matters to include cases of capability, absence management and conduct matters up to and including dismissals where necessary
- Work closely with Head of HR, as part of the senior leadership team, to establish an annual set of HR objectives, which are then planned and delivered to meet the customers’ expectations
- Continuously promote and develop a customer oriented approach with clear standards for the delivery of services (including the development of SLAs where appropriate) and clear accountability and monitoring arrangements for the delivery of those services
- Focus on continuous improvement to improve practices thereby improving efficiency and enhancing customers’ expectations
- Drive the HR Strategy across reward, talent, succession planning, development, employee engagement, organisational change and resourcing
- Lead for all senior leadership recruitment to include the design and management of Executive Assessment centres
- Review, recommend and implement employment policies so that they meet the legislative requirements and support the business goals
- Identify and implement strategies to cover all aspects of recruitment, retention, staff development and training
- Lead on key HR projects
- Set and proactively review key HR performance indicators, in order to communicate performance to stakeholders and identify areas for improvement
- Work in collaboration with colleagues to build organisational capability, contributing to cultural change and driving performance improvement across the organisation
- Ensure that the HR strategy is delivered through the management team, Communicate HR concepts to non HR professionals through a principle of guiding and coaching the management teams across the organisation
- Deputise for Head of Human Resources as required but to include monthly PCI checks and weekly safety review
- Professional and flexible in approach
- Clear communication skills, delivering accurate, timely and commercial advice
- Excellent attention to detail and organisation skills
- Must possess a solid understanding of UK employment law, must be proactive, a strong communicator and be confidential
- Demonstrated experienced of leading a busy customer focused, resulted orientated team
- Proven ability to prioritise with experience of delivering large scale change management initiatives
- Provide strategic HR partnership and counsel to Dropboxers in the Americas, with a focus on the Sales organization
- Define talent priorities based on organizational themes; create repeatable, scalable solutions; cultivate relationships with clients to act as proactive (vs. reactive) partners
- Drive problem solving by balancing expertise/experience with cultural sensitivity and flex, ask “what is the right answer” vs. “what is the historical answer”, approach all problems with objectivity and business acumen
- Design and execute a data and analytics strategy to tell the story and inform decisions; partner with multiple teams in order to gather data, create process, and scale solutions for the future
- Provide expertise in the following areas: career planning, performance management, coaching, data analysis, compensation and rewards, employee relations, learning and development, recognition programs and strategic development
AVP, Senior HR Business Partner Resume Examples & Samples
- Develops HR strategies and provides strong influence to ensure action plans that are aligned to and drive achievement of business objectives for large/complex business or corporate staff areas. This will be accomplished by leveraging and integrating the key organizational levers; performance management, compensation, staffing & selection, rewards & recognition, employee development & learning, talent management, including leadership development & succession planning, and employee relations information
- Assumes a leadership role in enabling the organization to identify the need for change and effectively implementing change management strategies. This would include stakeholder analysis, communication strategy, visible change advocacy and developing measurements of success
- Ensure Enterprise-wide HR strategies and programs are aligned with the needs of the business by ensuring that business needs are understood in HR and that the business understands enterprise-wide HR strategies
- Proactively uses metrics to assess and monitor organizational effectiveness as a key lever in building and implementing plans
- Work across the organization to ensure strategies and solutions for a particular business area are aligned with broad business and corporate priorities and approaches
- Bachelor’s degree required; Master’s preferred
- 8-10 years experience in the field of HR, with a strong knowledge of all HR functions as key business levers
- Demonstrated success as an internal consultant
- Strong organizational, presentation and data analysis skills
- Strong ability to think strategically and successfully implement solutions
- Skilled as a facilitator and in solution development
- Demonstrated success in working with senior management, relationship development/management and executive coaching
- Demonstrated change management expertise
- Strong collaboration skills and ability to deliver results through others
- Ability to maintain appropriate balance between business demands and priorities of the HR organization
- Collaborate with teams and other HR Business Partners to drive a coherent global culture based on a shared set of values and company mission
- Ensure robust Succession Plan, backfill plans, and pipeline in place for future talent within organization
- Have the ability to influence business leaders with out having direct authority over the situation
- Influence and provide context on HR policies and the development of effective programs and procedures in response to business and staff needs
- Leverage HR reporting to ensure business is properly supported via headcount/staffing numbers, attrition trends, etc
- Oversee HR processes including performance, compensation, employee engagement initiatives, and organization design work
- Coach managers on performance management discussions, employee relations issues, discipline matters, and promotion / transfer / termination discussions
- Identify, analyze, create and facilitate (rhyme intended) training to employees at all levels on professional & personal development
- Oversee and mentor direct reports
Senior HR Business Partner, Melbourne Resume Examples & Samples
- Build and maintain strong, credible relationships with customer groups and line leaders
- Challenge leaders to stretch thinking and capture maximum value in their people strategies, plans and initiatives
- Lead successful development and implementation of projects in the execution of HR initiatives
- Identify obstacles and key people issues, and coach leaders to work through and solve for alternative options
- Coaching and mentoring at all management levels
- The ability to think big but also not be afraid to "roll up your sleeves."
- The ability to manage multiple priorities simultaneously, have a bias for action - orientated on results
- Master's Degree in Human Resources Management or related field is preferred
- Able to travel, as needed
- Experience working with a global team
- Project management skills; ability to lead projects, gain buy-in and drive to execution and achievement of the right results
- Solutions focused, comfortable working in an environment which demands strong deliverables including the ability to identify problems and drive appropriate solutions
- Comfortable with high volume workload and not afraid to “roll up your sleeves”
- Ability to successfully manage multiple priorities simultaneously – focused on results
- Strong internal and external customer focus
- Completed Bachelor’s Degree from an accredited university required
- 7+ years HR experience demonstrating steady progression in HR
- Experience leading, coaching and mentoring direct reports
- Experience supporting non-exempt (hourly) employee client groups
- Experience in a distribution, call center or manufacturing environment
- Ability to work in a fast-paced environment is essential
- Knowledge of employment laws such as ERISA, COBRA, ADA, and other federal and state laws covering discrimination and equal opportunity employment
- Master’s Degree or MBA in Human Resource Management or related field
- Professional certification in Human Resources
- Experience assessing management and leadership talent
- Experience in a warehousing or manufacturing environment
- Experience in union avoidance practices
- Ensure outstanding customer focus by delivering value-add, best in class HR support to internal customer groups in Barcelona
- Act as HR Support to associated and client groups and provide input on the HR implications of strategic and operational decisions and plans
- Maintain a strong focus on hiring and developing the team, maximizing employee experience, talent management, engagement, employee relations and acting as a strong business partner to the leadership team
- Provide valuable input and expertise to your client groups as well as the HR Team in terms of Spanish Labour Law, policies and practices
- Support the delivery of appropriate HR training and development programs
- Ensure alignment of HR related programs by partnering with peers and colleagues across the globe
- Co-ordinate HR administration
- Experience of operating at a Sr. HR Business Partner level with demonstrated success in meeting exceptionally high standards in a high volume, fast-paced, hands-on environment
- Bachelor’s degree in business administration, Human Resources or related field is required
- The ability to understand and input into business goals and provide HR solutions
- Coaching and mentoring experience at leadership level
- Proven capability of implementing Succession Planning, Employee growth plans and a positive impact on HR metrics
- Proven knowledge and practical application of Spanish HR practices and employment laws
- Experience within a rapid and complex changing work environment
- Desired skill-sets include MS Office Application Excel and Internet Explorer / Mozilla Firefox
- The applicant should be fluent in Spanish and English. Italian or French as additional languages will advantageous
- BA degree in Human Resources, Business or related studies. Master’s degree preferred
- 10+ years of progressive HR experience
- Ability to communicate and influence, orally and in writing, with colleagues at all levels
- Agile thinker and creative problem-solver
- Possess expert knowledge in Employee Relations and Legal matters
- Lead cultural change through programs in collaboration with the business with a strong emphasis on performance development
- Oversee and implement human resources policies, programs and practices that foster growth, innovation, and organizational effectiveness that align with business strategies in areas including talent acquisition, compensation, learning and development, and performance management. Partners with specialists in these areas
- Communicate and inform business of HR initiatives and project manages these efforts
- Provide developmental coaching to all levels, and offer creative solutions to business needs
- Manage and resolve Employee Relations issues through effective and objective investigation processes, ensuring adherence to appropriate employment laws and Turner/Bleacher Report policies. Will collaborate with our legal team on high level ER issues
- Build and maintain strong internal business partnerships. Gain an understanding of business knowledge by participating in client meetings and staying up to date on the industry
- Manage & develop HR Coordinator
- Responsible, together with the IBSS management team and the local Heads of HR, for development and implementation of HR strategies (aligned to ING Group strategy) to meet business requirements
- Provide HR support and advice to multiple business lines in the IBSS entity
- Develop and execute a robust talent pipeline strategy to fulfill the requirements of the IBSS organization in its various stages of growth. This comprises effective marketing and branding, efficient and effective channels and processes supported by a clear internal mobility framework that is suited for each growth phase
- Establish a unique retention strategy building upon ING’s Orange Code culture into the employee life cycle with the bank - onboarding, performance management, managerial/leadership development, staff engagement activities, CSR etc
- Responsible for human resources policies and procedures. E.g. recruitment and transfers including cross border moves, development, performance management, grievance handling, compensation and benefits, HR BCP
- Provide HR services – maintain HR information system, payroll and benefits administration, regulatory and tax reporting, management reports (KRI, staff movement)
- Manage total personnel costs in line with approved annual budget and approve HR-related expenses within authorized limits
- Maintain a close working relationship with internal (management, staff) and external stakeholders (regulators and vendors). Also ensure compliance with control standards according to local regulatory requirements and ING Group guidelines
- Act as a functional manager of the local HR teams of IBSS Branches in order to carry out the above responsibilities
- Knowledgeable on organization and management principles, HR functional areas, industrial relations, labor laws and market practices
- Track record in the field of starting up and managing BPO’s
- Demonstrated experience in operational excellence, effective and efficient processes e.g. operationalizing recruitment activities
- Experience with data analytics
- Experience within an international, matrix led organization
- Ability to work with the business to implement HR initiatives and having the courage to take a stand as a control function when necessary
- Demonstrated ability to drive and execute change in terms of work deliverables and culture
- Ability to think on strategic level and execute at tactical level
- Self-aware and a leadership style with a strong focus on people development
- Strong communication and stakeholder management skills
Deloitte, Senior HR Business Partner Resume Examples & Samples
- Building trusted advisor relationships with senior leaders in the business
- Providing strategic and day to day HR leadership to drive the delivery of the business’ talent plan
- Using extensive skills, knowledge and business acumen to make an impact in key areas such as change management, organisational design, employee engagement and strategic workforce planning, talent analytics and management, ensuring fairness and consistency runs throughout
- Securing and building a strong, diverse talent pipeline
- Sharing knowledge and insights with the wider HR community to help shape best practise and ensure business goals are in line with firm-wide strategy
- Nurturing, coaching and mentoring team members and the wider HR community
- Partner with the ESBP team to work closely with client executives, managers and employees to understand business needs and objectives, develop strategies and implement solutions to address needs
- Partner with ESBP team on high impact initiatives: examples include talent assessment, high-potential development, succession planning, manager development, and employee engagement and retention
- Ongoing analysis of the client group. Monitor and interpret trends and metrics around employee satisfaction, attrition and turnover, etc. Partner with ESBP team to establish recommendations for improvement or enhancements based on analysis
- Team player first: must come with the appetite of being part of a successful group and help the others grow in their roles
- Work closely with client executives, managers and employees to handle a variety of issues and tasks, including organization design and change, transfers, promotions, performance issues and terminations
- Ability to partner with COEs to design, build, and implement programs and processes to support business needs
- Knowledge of French employment law workers representatives (CE.CHSCT)
- 7+ years HR experience preferably within a high-growth technology organization
- Experience providing HR business partner support to organizations of 500+ employees
- Exceptional customer service skills, including the desire to make others successful
- Exceptional problem solving skills with passion for data integrity, process definition, and continuous learning
- Fluency in French and English language
Senior HR Business Partner, Field Resume Examples & Samples
- Assists the HR Concept Lead to develop, define and execute the talent strategy as part of the overall business plan
- Provides coaching on talent and performance management, and compensation matters
- Participates in the execution of organizational workforce planning
- Follows up on employee relations issues and serves as the liaison to the legal department
- Partners with stakeholders to develop and deliver legal, diversity and employment related training
- Supports overall organizational efforts to ensure all practices and policies meet legal and regulatory standards
- 5-8 years of progressively responsible HR experience, required
- Experience in a restaurant environment, multi unit or retail environment, preferred
- To lead the operational service desks in the HR Service Centre, delivering outstanding customer service and performance levels
- To deliver HR services with a high degree of accuracy, ensuring any legislative, regulatory or internal audit commitments are met
- To provide inspirational leadership to the service desk teams and act as an ambassador for the Service Centre with key stakeholders
- To ensure services continue to meet the needs of the BBC by developing relationships and seeking to understand future needs
- To always ensure that colleagues are confident and capable required for their role
- To assess, predict and manage future service volumes and provide thought leadership on capacity and workforce planning strategies so that services can be delivered within Service Level Agreements
- To create a high-performance culture where colleagues feel engaged, valued and informed
- Analyse service data and implement changes to service delivery as appropriate
- Accountable for managing the payroll budget of the service desks
- Line leadership and coaching to direct reports
- Experience of leading multiple operational teams in a HR function
- Outstanding people leader with a proven track record in engaging and inspiring high performance in others
- Experience of delivering results and improved service levels in an operational HR or contact centre environment
- Good understanding and knowledge of best practice operations management and service leadership
- Passion and track record in delivering a customer service culture in HR teams
- Knowledge and experience of HR policies and legislative / regulatory factors in HR service models
- Emotionally intelligent senior leader with track record of positive feedback from stakeholders
- Work with designated business units/local management to deliver a full range of HR support and advise on all HR related subject matter
- Provide comprehensive HR guidance, support and advice to enable the business to meet their strategic objectives
- Support the business units by providing a fast and efficient HR service that minimizes risk and enables the business to maximize resource output
- Identify opportunities to provide a value added service by developing an excellent understanding of the business units and their HR requirements
- To liaise with other HR teams to provide a seamless, effective and agile HR service to the business
- Interface to HQ with regard to recruitment, expatriates, training/development etc
- If applicable: support one or more branches by managing a full range of HR activities
- Use different languages and different HR advisory models for client advisory
- Act as an effective HR leader in partnership with the business units leaders from various business units in providing broad range of the HR solutions and strategic plans to support the business in delivering the best HR practices that align with the business needs and achieve the business goals
- Responsible for planning, executing and managing the day-to-day human resources initiatives and operations matters
- Scope of HR Business Partner
- Act as a strategic HR focal role to the leadership team of each business units to ensure prompt HR solutions are delivered in line with the business needs and fully comply with the related standard & legislation
- Manage and provide the prompt support in the day-to-day HR matters, to ensure no outstanding HR issue that affect the daily operations and business
- Spearhead all the HR policies, procedures and strategic HR initiatives from conceptualization to implementation
- Ensure all the necessary standards and processes are in compliance and alignment of the HR practices across different business units
- Build and sustain an optimal engagement level through effective HR programmes and initiatives in line with business expectation
- Implement HR programmes and initiatives for the purpose of enhancing employees’ productivity, morale and stakeholders satisfaction within HR policies & systems parameters
- Collaborate with the leaders in the business to design job descriptions and targets (KPI) in driving the high performance culture through performance management
- Review, initiate, plan and drive appropriate intervention programmes that will promote mindset and behavioral change with regards to any new implementation and practices across the organization
- Handle & coordinate HR related issues such as onboarding, benefits, employment terms compliance, disciplinary issues and exit procedures
- Analyse variances in operations and initiate cost reduction as appropriate for continual development and improvement of HR processes & systems in support of key business requirements
- Manage requirement and cost of HR by optimising effective and appropriate human-job fit at the respective business unit
- Establish strong working relationship with internal and external partners to enhance the effectiveness of the HR deliveries. i.e. leaders of business unit, local authorities, professional bodies and others
- Prepare management reports on activity, budget and other ad hoc projects to the management
- Degree in Human Resources, Economics, Business Administration or equivalent
- Minimum 8 years experience in HR generalist, preferable with solid track records of successful implementation of the HR programmes and initiatives
- Experienced in dealing with diversified business and managing various levels of stakeholders in a MNC environment
- Familiar with the latest update in Employment Act, ISO9001 or relevant shared service standard
- Knowledge in using computer/MS Office is a prerequisite and exposure to HRIS (particularly in Talent2 & Taleo) is an added advantage
- Knowledge in competency-based hiring or use of psychometrics profiling is an added advantage
- Applicants must based in Damansara Heights and willing to travel nationwide occasionally
Senior HR Business Partner Medsurg, Europe Resume Examples & Samples
- HR Business Partner Support
- Provide business partner support to Finance, Marketing and Education teams including talent acquisition, on-boarding, talent development and employee relations
- Establish a winning culture within client group through management of our engagement survey process and ensure appropriate performance management
- Drive a high performance culture by supporting the business in addressing any performance concerns promptly, assisting in the development of performance improvement plans and appropriate management of consistent under performers
- Build strong Talent Bench & Strength in client group through hiring and on-boarding talent, execution of Talent Reviews and ensuring creation of individual development plans
- Actively recruits as needed to support the efforts of the recruitment team. Support COE with recruitment and entering requisitions
- Serve as coach and advisor to managers and employees
- Plan and execute divisional European wide HR initiatives
- Plan and execute divisional European wide HR projects in partnership with local HR such as Graduate Program, On-boarding process, Marketing Career ladder development. Will require close collaboration with peers and leadership across Europe to ensure consistency and adherence to policies and processes
- Partner with the business in managing the Executive Sales Rep Council meetings
- Execute divisional HR processes
- Ensure solid on-boarding process of European wide roles
- Manage in collaboration with our Global Mobility team international relocations
- Solid experience as HR Business Partner or Talent Management function with expertise in HR practices around talent selection, engagement, performance management, talent development, succession planning and employee relations ideally in a multinational company
- Demonstrated success in building a strong talent bench, driving engagement, execution of HR projects
- Organizational Capabilities
- Talent Management and Transform Leaders into Talent Champions
- Labour / Employee Relations
- 8+ years of relevant experience, with record of achievements and with 4 years minimum in industry
- The optimum candidate should possess an understanding of technology teams and how to grow and develop CS leaders
- Ability to analyze organization and individual needs and create the most cost-effective package to meet them
- Experience with assessing executive talent and filling technology positions
- Bachelor’s degree with major concentration in HR or business-related field
- Advanced degree, preferred
- 8 – 10 years of experience in a client-focused HR Generalist role, including experience as a specialist in one of the following core HR disciplines: Performance Management, Employee Relations, Learning, or Compensation
- Ideal candidate will have prior experience in the Real Estate and/or Financial Services industry
- Experience working in a metrics-driven organization, preferred
- Ability to build partnerships at all levels
- Ability to coach and influence senior management
- Professional and polished
- Able to effectively deliver presentations
- Act as a corporate business partner to associates, HR Representatives, and various managers on staffing, coaching, performance & disciplinary actions. Manage various associate programs other associate related issues
- Ensure compliance of programs such as job posting, employee assistance, affirmative action & fair hiring practices, employee relations, grievance procedures, and salary administration. Write, interpret, and recommend policies and procedures applicable company-wide
- Manage and provide guidance to the Human Resources Representatives in the Community Banks as well as Staffing Consultants in the corporate office
- Manage performance appraisal process, maintenance of personnel files, as well as conduct exit interviews
- Act in role of back-up to the Employee Services Manager when the Manager is out
- Thorough knowledge of federal regulations to include EEOC, OFCCP, Wage and Hour, FLSA and others
- Advanced knowledge of salary administration
- Well rounded knowledge of HR’s core functions such as Benefits, Compensation, Payroll, Recruitment, Employee Relations, and HRIS
- Working knowledge of Trustmark’s policies, procedures, and standard practices
- Excellent interpersonal skills in order to create a strong working relationship with department managers and all other Trustmark associates
- Excellent oral and written communication skills; recruitment/negotiation skills
- Proficient in spreadsheet and word processing software
- Strong organizational skills; attention to details
- Ability to train, lead and direct the work of others
- Ability to adapt to changing situations as appropriate
- Leadership ability that can develop and energize work teams in order to learn and apply skills/techniques to various business needs
- Advance Customer Service Skills
- Ability to meet deadlines and produce quality results under pressure
- Able to advise high level Executives on sensitive subject matter
- Ability to deliver negative information in a positive manner
- Ability to handle recruitment and employee relations for executives including the Chief Executive Officer
- Four Year college degree or equivalent business related experience
- 10+ years in a HR Business Unit Manager type role which would include recruitment and employee relations
- 5+ years of management experience required
- Preferred Human Resources certification
- Preferred Banking school graduate
- Acts as a trusted advisor and coach to business leaders, working with them to develop HR solutions to people related business challenges, leveraging other partners in HR where needed
- Ensures service delivery of fundamental HR processes through meaningful metrics, reports and dashboards, and is a highly visible member of leadership teams
- Manages EMEA HR Associates and Payroll, overseeing all general HR programs, including the following: performance and talent management, workforce planning, employee engagement and retention, training and development and employee relations
- The ability to understand business goals and recommend new approaches, policies and procedures to effect continual improvements in business objectives
- Recommends innovative HR Best Practices to increase efficiency and lead various HR department initiatives as needed to enhance organizational culture
- Understands and leverages a broad range of HR and client organizational knowledge for action planning, issue prevention and strategic initiative implementation
- Work with management team and the HR team to develop and implement HR plans and solutions with special focus on driving and maintaining employee engagement
- Partner with business on workforce planning, succession planning, and skills development
- Partner with the business to lead both annual and mid-year review processes which focus on talent development and performance management
- Provide management coaching to front line managers and senior leaders (local and international), and help drive leader onboarding in line with Amazon’s Leadership Principles
- Assess businesses’ people training needs and conduct 1:1 and facilitate group training sessions as appropriate
- Degree or certification in a Human Resources Management or related field
- Candidate should have experience in an HR leadership role with broad knowledge and experience in human resource management
- Experience partnering with multiple business leaders in complex and fast paced business setting which has a high rate of growth
- Strong business and HR acumen, including strong problem solving skills, critical thinking, analysis and multi-tasking given the pace
- Broad experience and specific knowledge of employee development and performance appraisal systems
- Knowledge of Australian employment law
- Excellent communication and presentation skills, along with some project management
- Able to travel, as appropriate. This is not extensive
- Experience working in a high-tech, entrepreneurial environment
- Delivering and facilitating training
- Bachelor's Degree in Human Resources, Business, or related degree
- Experience in a multi-site, multi-state and country business. Previous experience supporting a large client base (300+) employees geographically dispersed in multiple countries
- Demonstrated change management experience
- Demonstrated complex project management
- Demonstrated experience developing relationships
- Ability and willingness to travel up to 25% of the time
- Being the point of contact for Line Management and employees to resolve day to day and complex HR issues and ensure proper follow through
- Collaborate with managers and supervisors to address HR, HR development or organizational development related challenges or improvements
- Develop and execute HR related initiatives and programs in a pro-active and positive manner
- Support HR strategic planning and execution to align with Organization objectives
- Ensure effective and efficient execution and delivery of HR policies, procedures and services according to regulatory and corporate requirements
- Take the lead role for one or more specialized HR function in recruitment, engagement and talent management
- Any other jobs as and when assigned
- Supporting the delivery of the strategic plans for the future; including 2018 renewal
- Driving the strategic Talent agenda
- Coaching the leadership team in handling sensitive or complex HR issues
- Manage commercial implications of new business activity
- Lead, develop and manage HR Business Partner to ensure identification and delivery of HR priorities in line with the business plan
- Generalist HR knowledge with experience working with: talent development (including international assignments) and organisation design, employee relations, change and performance management and workforce planning / succession management
- The ability to establish credibility and be able to influence at senior levels
- Developed networking skills, stakeholder engagement skills and negotiation skills
- CIPD or equivalent qualification or relevant HR experience at an appropriate level in a diverse organisation
- Excellent consultation and facilitation skills
- Excellent planning, project and change management skills
Senior HR Business Partner for M&A Integration Resume Examples & Samples
- A Bachelor's degree is required. MBA or Masters in HR is desired
- Significant experience in a HR Generalist or strategic HR Business Partner role is required
- Experience with M&A due diligence and integration is essential
- You will be an excellent communicator with the ability to influence others
- You will have the ability to quickly establish credibility and rapport with key stakeholders and work well in a highly collaborative environment
- We need a high degree of personal resilience and ability to work under pressure given the intense and fast-paced M&A environment
- ARM requires a high levels of drive and energy, with a genuine passion for problem solving and delivering success
- You will need strong project management experience and skills and the ability to deliver to a high standard across a range of people related topics (OD, reward, talent management, culture, etc.)
- This role requires excellent attention to detail, the ability to deal with change and ambiguity and a willingness to challenge the status quo
- We need you to have (and offer you) the ability to work flexible hours due to global M&A integrations. You may occasionally work extended hours during critical project times
- Levels of travel (domestic and international) may vary dependent on deal location, timelines and stakeholder requirements
Group Senior HR Business Partner Resume Examples & Samples
- Accountable for the coordination of the annual HR processes in the HRBP Team, responsible for knowledge transfer to HRBPs and Junior HRBPs via providing on the job training and mentoring
- Consultation role for senior business management including HQ L1, L2 and L3, also OpCo MDs, proactively providing HR solutions for their business needs
- Provide consultancy and guidance to senior managers regarding employment terms and conditions according to Hungarian legislations, act as liaison with legal department and other relevant units and ensure coordination of updates in case of legal cases
- Provide professional support in implementing key HR processes and actions, in a consistent, timely and high quality manner, including EES, APC, OPEX&HC planning, development and Reward related initiatives etc
- Coordinate and participate in Group HR projects to support business initiatives related to talent acquisition, capability development including technical career ladders, succession planning and specific talent development programs for the different units, leadership development, etc
- Provide feedback and propose improvements to HR systems, processes and tools following post implementation reviews on practical application of the existing ones. Propose actions/programs within Group and MOL Hu HR teams, to achieve further HR processes’ efficiency and effectiveness
- Coordinate preparation and implementation of organization developments and organization changes end-to-end, with special focus on change management
- Review and oversee preparation of management reports, collection and consolidation of data as requested by the business units or Group HR, e.g. FTE numbers, training, HR budget analyses, etc
- College/University degree in Economics, HR or Psychology
- Minimum 6 years of relevant experience (including Project Management and Change Management)
- Good communication/interpersonal skills, strong time management skills
- Excellent organizational skills, good problem solving & presentation skills
- Advanced use of MS Office
- Knowledge of SAP HR module
- Be a resource to business leaders on all aspects of organizational effectiveness, including
- 6+ years HR generalist experience. Knowledge of HR practices including organizational development, leadership development, change management, compensation, strong knowledge of federal, state and local labor laws, performance management, coaching and employee relations. Demonstrated ability to assess organizational trends and develop HR solutions
- Ability to manage customer relationships, provide strong customer service skills and work in a large, team environment
- Demonstrated ability to collaborate and influence in complex and matrixed environments as well as within the Human Resources team and key business partners
- Able to communicate at all levels in a clear and concise manner executive presence
- Demonstrated excellent communication/presentation skills to all audience levels
- Prior experience with facilitation and team effectiveness
- Proven organization skills ability to prioritize effectively and manage multiple tasks in an environment with competing demands
- Strong computer skills - MS Office products (Word, Excel, Powerpoint, Outlook a plus), Experience with PeopleSoft and SuccessFactors a plus!
Senior HR Business Partner Marketing & Sales Resume Examples & Samples
- Provide consultancy to employees and line managers on managing people issues/opportunities
- Serve as an employee champion to drive a modern, fair and ethical company culture
- Provide coaching on people leadership to functional managers
- Drive and advise the marketing functions on the key business HR processes/initiatives consistently and to the required quality in line with the Group’s way of working and best practices, including
- 7-8 years' experience in a HR Department preferably in a multinational company
- Well-developed influencing, communication and presentation skills enabling positive interaction with people of different levels and different status
- Ability to make administrative and procedural decisions and exercise judgment with sensitive/ confidential issues
- Ability to engage and motivate colleagues and managers
- Ability to develop strategy, plan, organize, project manage and prioritize professional activities
- Capability to bring expert advice and problem solving skills to the business functions
- Ability to deliver results on time to the requisite quality
- Familiar with business performance and results
- Strong knowledge of the Turkish Labor Law
- You’ll be able to understand and apply the principles of job design and job evaluation
- Customizes and delivers specific Business Unit HR initiatives such as coaching senior leaders on strategy, driving performance, employee development and succession management
- Leads HR projects for the business unit
- Displays a willingness to collaborate with a variety of stakeholders to drive functional and business strategies
- Seeks ways to continuously improve with each program deployment
- Performs other support functions as needed
- History of supporting a sales organization including experience formulating sales incentive plans
- Exposure to change management, HR technical processes and organizational design
- Experience in a variety of HR organizations, and how they are structured is helpful
- Good project management, organizational planning, and time management skills are required
- Well organized with attention to detail and ability to manage change within a complex organization
- Flawless execution and delivery of value-added HR services, including but not limited to: talent acquisition, performance management, talent reviews, compensation planning, and project management
- Bachelor’s degree with major concentration in HR or business-related field; advanced degree preferred
- 5 – 7 years of experience in a client-focused HR Generalist role, including experience as a specialist in one of the following core HR disciplines: performance management, employee relations, learning, or compensation
- Six Sigma background, or experience working in a metrics-driven organization, preferred
- Bachelor’s degree in Human Resources or relevant field
- National Diploma in Human Resources and/or Certified Human Resources Professional qualification
- Thorough knowledge of Kenyan Labor legislation
- Member of Institute of Human Resources Management, Kenya
- Microsoft Word – Intermediate level
- Microsoft Excel – Intermediate level (Advance level will be advantageous)
- Microsoft PowerPoint – Basic level
- ERP system(s)/HRIS
- Google suite of products
- Understanding the organizational environment
- Understanding the organization’s goals and objectives
- Dealing with changing circumstances
- Dealing with complexity
- Acting professionally
- Deliver great customer service
- Sharing and co-operating
- Financial knowledge
- Organizational Design
- HR expertise
- Influential Skills
- Operational effectiveness
- Relationship building and People skills
- Teaching and training skills
Senior HR Business Partner / Director Resume Examples & Samples
- BA/BS in Human Resources or related area required with 10+ years’ experience as HR Generalist across roles in manufacturing and corporate environments
- Industry/manufacturing knowledge is required
- Knowledge of applicable state, federal, local employment/labor laws and regulations
- Excel and Financial capability is highly desirable
- 5 years of experience working in an HR role
- 3 years of HR Generalist experience
- Experience in Retail preferred
- Ability to analyze data to make decisions and/or recommendations that impact the business
- Strong ability to manage conflict
- Ability to facilitate meetings and training sessions
- Proven success in a fast paced environment
- Develop and implement (in collaboration with key leaders) strategies to meet changing business and talent needs to support the achievement of Mozilla and team objectives. Key participant in developing strategic and people plans which build management capability
- Consult with leaders and teams to enhance team performance and organizational effectiveness
- Partner with business on organizational diagnosis, design, talent assessment and change management strategies and tactics
- Engage and influence senior management to support and implement HR initiatives across the Organization including Total Rewards
- Proactively work with client group and HR leadership to propose and drive new HR initiatives that align with business needs and show innovation in the HR space
- Facilitates and assist with implementing change management & organizational development activities
- Partners with management to ensure timely and high quality delivery of HR services/programs
- Provides support to develop annual HR strategic plan, budget and initiatives for the assigned business
- Partners with Business Leaders to define a Talent Identification & Management strategy/approach that works for their specific group
- Counsels and coaches leaders and employees on various matters
- Communicate to managers and employees relevant changes in HR policies and programs
- Provide day-to-day performance management guidance to line management (coaching, counseling, career development, performance interventions, job design, employee relations) in order to optimize employee performance
- Maintain in-depth knowledge of legal requirements and policies related to management of employees, reducing legal risks and ensuring regulatory compliance
- Assists business leaders with talent identification and candidate evaluation expertise
- Solve problems and advocate for solutions that are good for both the business and for the employees
- Leads in the preparation and analyzes of data and reports
- Interprets human resources management policies and procedures as needed
- Assists management in defining the needs and objectives of the division in such areas of employment, counseling, compensation, affirmative action and training; communicating these needs and objectives to the H/R division and/or director and how to best achieve them
- Other duties as assigned
- Requires a Bachelor's in Human Resources, Business or a related field
- Requires at least 6+ years experience in employee relations, employee retention, human resource process and procedures, unemployment, workers compensation, FMLA, local, state and federal laws and requirements or other directly related experience
- Experience with organizational development and change management projects preferred
- A combination of education and experience may meet requirements
- Supervisory or Leadership experience preferred
- Working knowledge of HR practices, principles, applications, methods and laws
- Flexible, team-player able to adapt to changing priorities
- Solid presentation,conflict resolution, interpersonal and communication skills, both verbal and written
- Strong customer service, influence and negotiation skills
- Ability to exercise effective judgment, sensitivity and creativity to changing needs and situations
- Ability to establish and maintain healthy working relationships with people
- Possess strong initiative, follow-up, feedback and timely decision making skills
- Ability to supervise or lead lower level HR staff
- Ability to champion HR programs despite resistance
- Strong MS Office and HRIS skills required
Interim Senior HR Business Partner Resume Examples & Samples
- Deliver a program of human capital interventions that support the strategic objectives of your client groups as well as those of the business
- Partner with the business on organisation design and re-design, including the execution of all agreed subsequent actions
- Support the business on talent management programs including executive and leadership development, performance management, succession planning and career development
- Review and analyse data to identify trends and recommend solutions to improve employee performance, retention, and employee engagement
- Work closely and collaboratively with other key stakeholders and related business units including Talent Acquisition and Learning & Development
- Proven experience as a Senior HR Business Partner in a regulated, professional services (preferably Insurance or Financial Services) environment including servicing global client groups
- Experience of managing projects including conception, design and successful implementation
- Ability to use research methods effectively, including data collection, diagnostic, and analytical skills
- Significant background across the range of HR disciplines with a strong working knowledge of UK legislation
- Experience in a multi-territory, matrix organisation highly desirable
- CIPD (or equivalent experience) highly desirable
- 7-10 years forward-thinking HR experience, 5 of which were as an HR business partner
- Ability to diagnose organizational issues and then design, develop, and facilitate a diverse range of Organization Development interventions (i.e., coaching, mentoring, team building, group facilitation, conflict management, organization structure and design, etc.) to improve performance
- Assess change management needs and support the design of change management plans that support organizational change
- Work in a fast-paced and changing environment with multiple priorities that need to be effectively managed, while maintaining composure and flexibility
- Demonstrated ability to establish and maintain collaborative relationships at all levels
- Bachelor’s Degree in HR, OD, or a related field or equivalent work experience
- Financial services industry experience
- Prior HR experience supporting a distributed field structure
- Serves as a consultant, and change agent with assigned business groups
- Works collaboratively/maintains strong working relationships with HR team
- Partners with client groups to help them reach human capital goals; focused on making the right decisions and having an informed opinion about what the business needs to do
- Delivers appropriate human capital related solutions at a variety of levels for assigned client groups
- Responsible for implementation, communication and administration of corporate human resources programs, including policy administration
- Ensures alignment of human resources programs with company’s philosophy and strategy while meeting all legal requirements
- Facilitates and/or provides training aligned with the corporate strategies and may develop programs focused on business unit needs including programs supporting talent development and succession planning
- Drives employee recognition efforts Manages employee relations counseling and leads and/or assists with employee relations investigations, EEOC charges and related hearinings
- Leads or participates in projects as assigned
- Demonstrates Accountability: Takes ownership for work and outcomes, makes sound decisions based on facts and accuracy and follows through with commitments
- Responds with Agility: Asks questions, gathers information and analyzes data to proactively identify root causes and make recommendations to solve problems. Is flexible, adaptable and manages time appropriate to ensure focus on the most critical priorities
- Energy/Endurance: Shows passion, energy/endurance, intensity and excitement, maintaining focus through multiple priorities
- Collaboration: Ability to influence others and values strong teams of people with multiple perspectives and talents
- Builds Collaboration through Trust: Able to build and sustain excellent relationships at multiple levels in the workplace while valuing differences. Involves others to engage collaboratively toward workable business solutions
- Communication/Interpersonal Skills: Must be highly articulate and able to make arguments in a compelling manner
- Project Management: Ability to complete operational plans that achieve business results that future the capabilities of human resources
- Leverages independent judgment: Must be capable of assessing scenarios and making a recommendation on compelling next steps with or without direct supervision
- Minimum of 7 years HR Business Partner experience
- Minimum of 7 years broad-based human resource generalist experience
- Previous experience supporting locations remotely is preferred
- Bachelor’s Degree in Human Resources, Organizational Development or related field; or an equivalent combination of education and experience sufficient to successfully perform the key accountabilities of the job required
- We are looking for a candidate with a proven professional track record within HR partnering - with experience from a global organization
- Master level degree (business, marketing, HR or similar)
- Minimum 5-8 years’ business experience (Line manager experience from business and/or HR is preferred)
- Relevant HR / Recruitment experience and/or consultancy experience is preferred
- Fluent in English verbal/written
- Brings an outside-in perspective to the table and is knows how to turn HR knowledge into real business value
- Coaching, counseling & consulting skills (candidates holding general HR certifications and/or training in e.g. capability test, employment law, coaching, team development will be preferred)
- Personality assessment skills
- Experience within workforce and talent management
- Proven track record within people & organization development
- Focus in accountability, collaboration & simplicity
- Curious and highly ambitious individual
- Highly flexible and has the ability to easily adapt to new/changing situations
- Has superior intellectual abilities as well as practical sense of what works in complex organizations
- Is energetic, displays determination and sound judgment, particularly when working with senior stakeholders and even under tight deadlines
- A Trusted Advisor – proactive, outgoing, trustworthy & strong on creating and maintaining relations, a good influencer
- Strategic thinking – deep business understanding and able to gain understanding quickly smart thinker
- A strong communicator – able to make your point come across both orally and written
- Self-driven & motivated – takes responsibility for own areas
- Is overall able and willing to commit to our corporate values, ”Accountability, Collaboration & Simplicity”
- Understanding of political and regulatory factors influencing our sector
- Knowledge of relevant employment law and what the organisation needs to do to mitigate relevant risk
- Comprehensive knowledge of managing HR projects and programmes
- Experience of working closely with senior leadership teams and driving effective performance in all areas of role
- With limited guidance, serves as a trusted advisor who partners with business units to understand and support their human capital needs. Acts as a confidante and coach to leaders and managers for assigned client groups. Consults on workforce planning, succession planning, organization design, business unit restructures, leadership assignment and change management Conducts regularly scheduled meetings with respective business units. Provides Human Resources (HR) policy guidance and interpretation. Creates workforce/people strategy and associated metrics for assigned client groups. Partners with HR specialists to provide feedback from client groups, generate new ideas, assist with program development and implementation and promote HR initiatives to the organization. Proactively anticipate opportunities or issues and develops innovative solutions to address the opportunities at root cause with the intention to arrive at sustainable solutions. Works closely with group heads, managers, and supervisors to ensure equity, fairness and consistency in the administration of HR policies and procedures. 25%
- Regularly attends strategic planning, department and leadership meetings to align HR initiatives with operational initiatives
- Works with group heads, managers, supervisors and employees on employee relations issues, including the discipline process. Manages and resolves complex employee relations issues and conducts effective, thorough and objective investigations as required. Provides career counseling for employees
- Maintains in depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with Legal department as needed/required
- Diagnoses, coaches and/or advises managers on day-to-day concerns related to employee performance, productivity and engagement challenges
- Facilitates team building and cohesion
- Conducts exit interviews; provides feedback to leaders on key themes while maintaining the confidentiality of individuals. 25%
- Talent & Performance Management
- Acts as a catalyst to facilitate organizational development/change management to assist in achieving business goals, strategies and objectives. Works with group heads and management on organization design and re-engineering projects. Independently works with business leaders to assess talent; proactively makes recommendations on talent acquisition needs and promotion readiness
- Manages the timely recruitment and selection of employees by directing, planning and coordinating cost effective employment activities to provide for the availability of a high quality, competent labor force to support organizational requirements in assigned areas. Responsible for recruiting and staffing of all levels up to Vice President, including advertising and coordinating agency searches. Supports, promotes and maintains the Job Opportunity Program (JOP)
- Partners with customers on Succession Planning initiatives by facilitating the process and providing active support to business partners as they identify high potential employees, critical positions and create Individual Development plans
- Assists and audits the Performance Development Program to enhance overall program effectiveness and to ensure Human Resource programs are consistent, equitable and in compliance with applicable federal and state labor laws. Provides day to day performance management guidance to line management (coaching, counseling, career development, disciplinary actions, etc)
- Provides organizations with appropriate advice and counsel on employee issues to ensure top contributors are engaged and rewarded and bottom performers are moved up or out
- Drives performance management, not just on an annual basis but throughout the year by coaching managers on appropriate goal setting, coaching, and feedback leading to the annual review process. Ensures that employees receive timely, objective and actionable feedback
- Provides advice and support to managers on performance coaching best practices
- Monitors the progress of performance reviews to ensure 100% completion
- Manages talent transitions and re-deployment (periods of high volume). 20%
- Partners with business leaders and the Organizational Effectiveness team to identify appropriate learning activities to meet current and future business needs and establish management development plans, including the coordination and facilitation of assimilation programs for new Director level and above employees
- Assists in coordinating the delivery of the Employee Engagement Surveys. Delivers employee survey results and facilitates employee focus group sessions. Guides managers on developing effective action plans. Works with department management to develop action plans in response to issues raised by the survey and facilitates their execution
- Serves as a liaison between management and the Compensation team in the job documentation, job evaluation, salary administration and market pricing processes
- Consults with department/group heads and Compensation to ensure pay equity and recommend salaries for new hires, internal promotions and transfers
- Advises and assists users on annual merit increase and performance bonus programs. 5%
- Leads the effective and efficient delivery of complex cross-functional projects (e.g., Functional Competencies, Career Pathing, Focus Factories/Cell Units, etc), including requirements scoping, plan development and implementation that maximize resources for the greater good of the organization
- Creates, maintains and disseminates project information to stakeholders
- Identifies, assesses, tracks and mitigates issues and risks at multiple levels
- Gains consensus on operational and technical decisions and ensures that appropriate business practices are employed to deliver high quality results
- Drives effective teamwork, communication, collaboration and commitment across multiple groups with competing priorities in order to achieve project objectives
- Responsible for driving efficiency improvements and enhanced reporting metrics and analytics. Analyzes trends and metrics in partnership with HR group to develop solutions, programs and policies. 5%
- May perform some or all of the following duties
- Advises managers and employees in promoting and using the Mary Kay Employee Recognition Program
- Manages the administration and resolution of unemployment compensation and EEOC claims and charges under the direction of legal counsel. Receives, reviews, researches and responds to unemployment claims and issues with statements and data reflecting company’s position in writing and/or in person at hearings
- Acts as an advisor for Employee Activity Creative Action Teams (CAT) and as a leader or participant on HR CATs to improve HR processes
- Works with other HRBPs to manage and staff the Mary Kay Summer Student Program and college internship programs
- Participates on safety committee and/or ergonomics committee(s)
- Manages worker's compensation cases, including reporting and other issues such as return to work. Manages the administration and resolution of unemployment compensation and EEOC claims and charges under the direction of legal counsel
- Coordinates the timely completion of various reporting activities, including tracking employee cost-per-hire
- Assists in departmental and corporate reporting to ensure compliance with governmental regulations. 5%
- Evidence of business acumen with proven results in influencing and advising managers and leaders at all levels and analytic capability to integrate HR and business strategies. Must understand customer's business and build rapport and effective working relationships
- Must demonstrate an exceptional commitment to Mary Kay’s Leadership Behaviors and use of the concepts and skills taught
- Requires maturity and influencing/consulting skills to build key relationships, champion new thinking, challenge the status quo and achieve buy-in in a values- and people-centric culture
- Excellent interpersonal, oral and written communication skills and a high level of judgment and discretion required to effectively communicate with both employees and management (including group heads) regarding sensitive and confidential issues. Must be skilled at building credibility and effective relationships and be a strong collaborator
- Presentation skills and the ability to lead teams and/or focus groups
- Demonstrated organizational skills with a keen focus on delivering business results
- Ability to facilitate and manage change effectively to contribute to the establishment and implementation of meaningful human resources related policies and procedures
- Strong problem solving and negotiation skills to act as a consultant to business partners and manage employee relations, performance development and disciplinary issues. Ability to counsel and coach employees and managers while working through complex employee relations issues
- Exemplary program/project management, critical thinking, analytical depth and problem solving skills and a passion for creating sustainable, reliable and maintainable processes and tools
- Desire to succeed in a fast-paced, matrixed, changing environment
- Ability to navigate through and deliver results with little supervision in a dynamic and oftentimes ambiguous complex, multi-faceted organization with multiple stakeholders
- Ability to uncover issues and root causes and apply business focused solutions
- Ability to effectively implement change management principles
- The ability to get things done through others, without a direct reporting relationship
- Ability to apply and create “best practice” solutions
- Demonstrated proficiency in coaching, influencing, negotiating and managing conflict
- Must have a solid understanding of employment laws and regulations
- Ability to represent Mary Kay, Inc to the community through recruiting and at government agency hearings
- Ability to analyze and interpret federal and state unemployment laws, policies, and procedures
- Fiscal Year Operating Priorities: Identifies and understands clients’ fiscal year operating goals, evaluates operating plans for any potential HR-related applications, creates strategies to respond to implications. Builds relationships with business leaders and act as a catalyst in delivering HR solutions that support business objectives. Ensure HR programs and processes are aligned with the corporate culture, operating model, and corporate HR strategies. Serves on committees or cross-functional teams to facilitate process innovation and communication
- Workforce Analytics: Works collaboratively with HRIS to identify client needs and prepare metrics and reports, analyze data, identify trends and make recommendations to clients
- Compensation: Collaborates with Compensation to ensure that salary equity is maintained during hiring, reclassification, compression, promotion, and market issues. Partners with compensation specialist to create a response plan in various situations to ensure alignment with business strategy, i.e., new hires, transfers and promotions
- Benefits: Collaborates with the Benefits specialists to resolve benefits concerns and questions for assigned departments
- Talent Acquisition: Reviews budget with clients to obtain projected budgeted FTE’s for fiscal year and anticipated growth. Assists in developing a recruitment strategy in collaboration with Talent Acquisition. Partners with Compensation to review/develop appropriate job descriptions and grading of positions. Assists with JCAHO and regulatory compliance requirements
- Organizational Development and Training: Collaborates with Learning and Organizational Effectiveness specialists in developing, implementing, presenting, and evaluating training programs to address client needs. Review employee relations and performance management trends and submit recommended training initiatives. Assess climate to determine any opportunities for team building, conflict resolution, succession planning, culture and change management
- Employee Relations: Supports clients with advice on labor and employee relation policies and practices. Develop response plans with clients for dealing with employee relation issues while helping to identify trends within a client group
- Leadership: Serves in preceptor role for HR staff. Assists the manager in coordinating the work of the team to meet deadlines and complete projects
- 3 to 5 years related professional experience; demonstrated knowledge of all human resource functions; Effective communication and human relation skills required
- Perform the Human Resources Business Parent function for all Nordic Countries (a mix of business areas) and some teams in Stockholm
- Implements and monitors a variety of human resource programs, anticipating and planning for long-term human resource needs and trends in partnership with business management
- Functions as a trusted advisor to both the business and individual employees to help maintain an environment that supports the business objectives while being sensitive to employees
- Identifies the need for change and facilitates/guides change by designing and implementing change management strategies to ensure a successful change process and Guides the organization through change, fostering a positive outlook among employees
- Implements change management strategies and manage the pace and process of change so that operating effectiveness is maintained
- Coaches and develops the organization in using and applying HR policies, programs and tools; helps managers improve their effectiveness in dealing with direct reports or other teams
- Maintains current knowledge of the statutory and regulatory requirements affecting HR programs
- Experience from an international company with a matrix model
- Experience supporting Nordic Countries and with labor law knowledge from these countries
- Experience of collective bargain agreements/ Unions both in Sweden and the Nordic countries
- Experience with organization design and ROI
- Successful experience with working in a consultative manner
- Excellent language skills in written and spoken English
- Experience with HR systems is a plus (Success Factors, PeopleSoft, Taleo, Workday etc)
- Responsible for strategic activities for the Americas and Corporate. Partner closely in a highly matrixed organization with Global HR, Regional Operational HR and Talent Management for delivery of HR services
- Focus on leadership management and employee development, performance management, building close relationships with senior leaders and their management teams to identify and develop talent in the organization, conducting workshops and facilitating discussions using proven, organized approaches
- Translate local and global business plans into regional people plans and staffing plans
- Heavily involved in integration of new organizations into our culture, supporting change management activities for newly formed or transformed teams
- Partnering with HR operations staff on annual compensation processes while, ensuring well thought out and timely promotions, increases, etc
- Working closely with recruiters, participating in interview process for key roles and coaching managers on effective situational and behavioral interviewing to place the right people in key roles in the organization
- A minimum of a Bachelor's degree is required with at least five (5) years of previous human resources experience
- HR Certifications preferred
- Prior experience should include as a minimum, hands-on experience and/or training in the following areas
- Performance Appraisal/Talent Management processes
- Compensation and merit processes
- Employee Physical Examinations
- Employee Relocation/Transfers
- Human Resources Information Systems (HRIS)
- Training Management and Career Development
- Broad technical knowledge of the laws and regulations surrounding human resources policies and practices in assigned country. For example, in the U.S., a working knowledge of governing employment regulations such as Immigration, EEO, ADA, ADEA, and other related topics of Title VII of the Civil Rights Acts may be required
- Excellent interpersonal and human relations skills, and the ability to interact effectively with all levels of employees
- Partner with senior management within your assigned business units to provide HR thought leadership on various areas including performance management, engagement, development, etc
- Consult with senior management to influence and facilitate the development of their organizational priorities and related change initiatives
- Provide coaching to leaders, managers and employees to build and enhance leadership capabilities
- Identify trends and proactively recommend solutions to improve performance, retention, and the employee experience
- Directly handle and guide resolution on a variety of complex employee relations matters including disciplinary actions and investigations
- Oversee a team of HR Business Partners, providing coaching and feedback to elevate individual and team performance
- Serve as an escalation point for the Business Partner team on employee relations matters
- Implement and uphold company policies and procedures to ensure best practice and compliance with company and the operations of partner universities
- Support the HR team on misc projects as needed
- Strong communication skills with the ability to relate to people at all levels. You should have the ability to approach each scenario from all perspectives
- Ability to bring out other people’s potential and talents
Director & Senior HR Business Partner Resume Examples & Samples
- A minimum of 15 years of relevant HR business partner experience. Hands on experience supporting the HR needs of growing and scaling organizations
- Demonstrated understanding of metrics, drivers and compensation plans, variable compensation plans and metrics
- A track record of providing expert HR consultation to senior leadership on strategic initiatives
- Experience supporting both private and public technology based companies. Recent experience in all facets of human resources – performance management, talent assessment, learning and development, organizational design and employee relations with a specialty in at least one of these facets
- Experience partnering with and supporting a sales organization
- Must be a self-starter, with the ability to work with ambiguity
- Assertiveness, presence, and confidence. Excellent influencing skills at all levels in the organization and extreme flexibility to be proactive in a fast paced, ever changing environment
- Recent experience with executing written and verbal communication skills; must be an articulate and persuasive communicator including excellent presentation skills
- Recent experience supporting client groups in a highly matrixed organization and in multiple locations
- Must be able to travel, including short-term assignments based upon business requirements to outside US locations
- Analyze and define current organizational capabilities across SBUs/Functions in APAC, identify shortfall, and build required organizational capabilities in line with business strategy
- Catalyze organizational design decisions via the use of frameworks, key concepts and expertise. Advise local business leaders across multiple SBUs/Functions on strategic and operational organizational design solutions
- Drive performance management within the region, ensuring that target-setting, follow-up, and corrective actions are taken in a timely manner
- Facilitate and coach business leaders to set aligned, stretch, and high quality targets for individuals and to drive the business to achieve consistent levels of performance assessment and reward
- Work with the China Country Manager and local leadership teams to build and ensure they operate as an effective unit
- Partner with SBU/Function-specific HRBPs to deploy corporate organizational change management concepts and tools across APAC, in order to build change capabilities in business and people leaders
- Act as a strategic linkage between the business, COEs, and HRBPs in setting agendas and driving initiatives in support of APAC growth objectives (e.g. people matters, teambuilding, leadership development, change initiatives)
- Monitor SLAs with the HR Operations group to ensure agreed levels of service delivery
- Minimum of Bachelor degree with at least 10 years of related HR Management, Business Partnering/Organizational Development experience or equivalent
- Experience within the Life Sciences highly desirable
- Generalist background highly desirable
- Significant experience working in China and/or APAC market
- Strong business acumen, with experience presenting to and influencing senior business leaders
- An analytical approach to problem solving, experience designing and project managing successful people programs
- Must be a highly motivated self-starter and be able to work with a minimum of supervision
- Ability to translate client business plans and goals into human resource capabilities
- Possesses strategic thinking and planning/facilitation ability, and flexibility to function in a fast paced and innovative environment
- Ability to provide leadership, work collaboratively, and consult effectively and independently with senior levels of the organization
- Bachelor degree in Human Resources, Organizational Psychology or related field is required
- Fluent in Dutch and English, knowledge of other European language is a plus
- Strong knowledge of Dutch labor laws and related legislation
- Excellent verbal and written communication skills and presentation skills
- Proficiency in SAP is preferred
- Representative personality with a positive nature and a “can-do”-mentality
- Integrity (being able to work with confidential information)
- Comfort around Higher Management
- Business Acumen and Organizational Agility
- Flexible and able to deal with ambiguity
- Team player and service minded
- Decision Quality
- Developing Direct Reports & Others
- Managing Diversity
- Stress resistant and perseverant
- Minimum 10 years HR experience working with a multi-national company
- Experience working across cultures to find solutions to business challenges
- Able to work in a cross-functional international team environment
- Proven track record in union relations and change management
- Experienced in managing international transfers
- 5 – 10 years’ experience in the Human Resources Function
- Demonstrated strategic thinking and delivery with proven, measurable results for managing change
- Ability to analyze HR metrics for use in developing goals and driving key business strategies and objectives
- Understand the business, build relationships with your client groups and work with fellow business leaders to help them build a successful organisation
- Lead HR related business initiatives in synergy with Booking.com’s global People organisation, including organizational design, workforce planning, succession planning, compensation, benchmarking, etc
- Work with senior management and the People functions to develop and implement HR plans and solutions
- Work with the L&T Managers and the Agile Coach team to assess department training needs and deliver group training sessions as appropriate
- Review and analyze business metrics including data on retention and employee experience in order to recommend improvements
- Partner with the business (Managers and Senior Team Lead) to lead both annual and quarterly review processes which focus on performance management and talent development
- Work with the People functions and the Leadership team to assess, create and implement innovative solutions for a variety of employee engagement initiatives
- Support and coach the HR Advisor and the HR Specialists in their roles as you will oversee all the HR activities of the department (including, among other, re-org and terminations cases, absenteeism cases, onboarding of new hires, special relocation cases, comp & ben assistance, recruitment support etc.)
- Experience working in an international, high-tech, entrepreneurial environment requiring strong multi-tasking abilities
- Excellent communication and cultural awareness skills
- A strategic thinker yet focused on execution
- Knowledge of Dutch employment laws (immigration & Tax) will be advantageous
- Bachelor’s Degree required in Human Resources Management or related field. Master’s Degree in Human Resources Management or related field is preferred
- Candidate should have at least 8 years of experience within HR in a dynamic company with broad knowledge and experience in human resources management
- Ability and confidence to work independently (limited supervision)
- Previous experience working in a HR shared services model
- Experience in the development and implementation of rewards (Compensation and Benefits) plans
- Experience in managing talent process
- Partner with Human Resources team, managers, employees to effectively process admin H.R. activities ranging from new hires, promotions, transfers, conflict resolution, disciplinary actions, terminations and questions regarding policies, programs and compliance issues
- Serves as first responder to employee issues including payroll related questions, employee change of status requests, and other day to day employee matters. Escalates all critical matters to Human Resources Manager & Human Resources Director
- Implements strategies which are consistent with business focus
- Coordinates recruitment activities for departments, including posting positions, reviewing resumes, conducting interviews, reference checking and conducts new employee orientations
- Provides counsel and partners with managers in the performance management process and the execution of employee reviews, the creation of development plans and performance improvement plans
- Conducts exit interviews with the goal of identifying controllable behaviors that adversely affect turnover statistics
- Utilizes HRIS to generate regular and ad hoc reports ensuring fulfillment of HR commitments
- Ensures that the policies contained in the Company’s Policy Manual are followed
- Provides analysis and project management support on various human resources programs
- Minimum Degree and/or Diploma in Business Administration and/or related discipline/experience, with an emphasis on Human Resources Management
- Minimum five years’ experience in a Human Resources generalist position
- Knowledge and understanding of labour and employment laws and regulations
- Strong customer service orientation and quick response attitude
- Strong analytical skills with some project management experience
- Initiative and the ability to work independently and as part of a team
- Bilingualism preferred
- Have significant HR experience, gained at business partner / manager level ideally within a high volume, fast paced and customer focused environment
- Possess problem solving and analytical capability; experience of managing and analyzing HR metrics to find root causes and develop short, medium and long-term plans
- Have strong change management, communication, negotiation and influencing skills
- Be intellectually curious; bring valuable insight into the team / business
- Drives the Talent agenda within the client group/site
- Uses the CSL Behring talent process to identify critical roles, talent and assess talent and pipeline risks across client group/s
- Delivers the cyclical end-to-end Performance Review and Development process
- Coaches leaders on the performance planning and review processes including SMART objectives and giving effective feedback
- Educates leaders on the importance of differentiating individual performance
- Coaches and develops leaders to effectively manage underperformance using the agreed organizational processes
- Stakeholder management - you will be the go-to person for all UK leaders, managers and employees - so you need to be approachable, knowledgeable, credible and a pleasure to interact with. Someone who adds value at every opportunity
- Employee Relations- Support UK Managers in resolving any employee issues such as, but not limited to, performance management, succession planning, training and development, rewards & recognition, organisational effectiveness and employee communication
- Employee support - Serve as the Human Resources point of contact for UK employees concerns
- Employee Experience - Work with our workplace experience team to generate ideas for employee communication and involvement
- Talent Management - Coach our UK managers and employees in our regular performance check in process as well as providing support and coaching to the UK managers during preparation of short and long term HR organizational planning
- Employee Lifecycle - You will be responsible for the smooth onboarding and offboarding (and all the HR stuff that happens in-between!) for our employees within the UK
- Being an organised data ninja - you will be responsible Data entry, processing and the QA and validity of that data to ensure we have clear HR records both in personnel folders and within our HRIS (workday) and that the data our finance colleagues pull for payroll is 100% robust and correct
- Compensation & Benefits - support our managers with compensation planning and partner with our global benefits lead to ensure we offer appropriate and competitive benefits to the UK team - you will also own the administration of the benefit packages we offer
- Immigration - ensure all our UK employees have the right visas and permission to work in the UK, as well as partnering with colleagues in the HR Team to get us ready for any potential immigration (or other) impact from Brexit
- Training - support training initiatives for the UK based team. Work with managers to assess training needs for their team members
- Projects - take part in EMEA wide and on occasion global HR initiatives and projects
- RecruitmentOur awesome internal Recruitment Team drive the sourcing and hiring of talent into Unity however there may be occasions where you need to support and partner with them
- To be a success in this role you will most likely have 5-7 years experience and will probably have a background working in either a creative technical environment. You will most likely be very approachable, kind, curious, intelligent and Savvy HR professional looking for their next step up in their career. This role has become available due to the current post holder changing roles and you you will get to meet them as part of the recruitment process
- Experience - You will have relevant HR experience- you’ll need a strong background in HR, specifically in a generalist position, we would say you would most likely have 5-7 years of progressive experience working as an HR generalist. You also need to know your UK employment law inside out
- Team fit- You will be a great colleague to the HR Team -as you are joining a team that wants you to succeed and also to be someone we enjoy working with, so most likely you’ll be someone who likes to have lots of fun, is full of positive energy with a sense of humour while still getting the job done
- You can make things easy -You are someone we trust will make our employees to find it “easy” to work at Unity and some of that will be a result of this role. You understand what it means to support a rapidly growing, global organization with real-time advice and problem solving, and you thrive in an environment that is entrepreneurial, fun and oriented to achieving great things. Your role is to ensure alignment on initiatives and priorities, maintain open and transparent lines of communication, and at the same time keep our growing EMEA team supported and productive
- You get stuff done - You need to be able to engage with and enthuse the teams you support with the ability to be able to be juggle tasks to deliver on projects in a timely manner
- You make people feel comfortable - You are a natural networker and love building relationships, we need to know our UK leaders and employees will feel comfortable working with you and that you can partner well with the leaders you support as well as other key stakeholder in the business both in the uk and also other locations
- You will thrive here- so we are looking for someone who is resilient, self motivated and takes pride in getting things done, You will need to thrives in our fast paced tech environment. You’ll get to do some super cool stuff at Unity, but it is a fast paced environment and due to our global set-up there will be some occasional out of hours working that is not for everybody
- You have knowledge of HRIS Systems - You’ll need to be an experienced confident user of a major HRIS system – we use Workday but if you’ve used others it’s ok we’ll train you
- You have strong Legal knowledge - You will need strong employment law knowledge from the UK and experience of advising managers on employee relations matters
- You’ve worked in a similar environment- You will ideally have experience of working in a multi-site (ideally matrix) environment; and within that working with colleagues from many different cultures. Also experience of working within a creative technology or software company is ideal but not essential
- You have great communication skills You’ll be able to show that you are a good listener and a natural communicator, who is adept at coaching; direct but subtle at all levels, As well as having strong core communication skills such as excellent written and verbal communication skills and Proficiency in google docs, Excel, Word, PowerPoint
CCB Senior HR Business Partner Resume Examples & Samples
- Provide advice and counsel to senior level managers on issues related to performance of their people and their teams
- Partner with Talent Acquisition on workforce planning & headcount management, proactive recruitment strategies and diverse sourcing pipelines, as well as workforce redeployment
- 15+ years HR experience working in highly complex, global and/or diverse organization(s) with proven experience as a thought partner to executives and senior leaders
- Exceptional people management skills; sets and communicates goals; measures accomplishments, holds people accountable and gives useful feedback; develops and delegates well; keeps people informed; provides coaching for today and for the future
- Demonstrated ability to influence executives and senior leaders
- Skilled at coaching and developing others, particularly leaders
- Effective communicator in a variety of settings, from one on one to large groups
- Partnering with clients at both the strategic and operational level
- Delivering national HR programs and initiatives
- Providing thought leadership and coaching to leadership teams
- Development and implementation of commercially focused people solutions and initiatives that support business objectives and drive a high performance culture
- Active contribution to QBE and HR’s people agenda, including a focus on key topics such as the future of work, workforce and workplace design
- Application of data to generate insights to aid in reduction of risk, enhance efficiency and organisational performance and improve talent outcomes
- Managing annual people processes for respective business areas
- Driving adoption of new and emerging engagement channels, as well as HR’s service delivery model
- Proven success in a Business Partner role
- Experience within a large, complex, corporate environment
- Tertiary qualifications in Human Resources or related discipline
- In-Depth of knowledge of both ER and IR
- Well rounded skills in talent management, performance management, employee engagement, restructuring, change and transformation work
- Strong relationship building, negotiation and influencing skills at all levels
- Proven ability to deliver outcomes in a constantly changing and fast paced environment
- Customer focussed and proactive approach
- Champion employee engagement and workforce effectiveness planning and initiative implementation in partnership with the business and HR specialty areas, such as talent acquisition and diversity and inclusion, etc
- Lead or participate in enterprise-wide initiatives including, but not limited to mergers and acquisitions, HR and business transformation projects, as well as support and sustain change. - Drive integrated process focused on workforce and talent planning through assessment of talent pipeline and strategizing to foster strength, in partnership with HR leadership
- Evaluate and resolve employee relations issues, as well as evaluate and develop strategy for trends
- Provide input to COEs with goal of continuous improvement and innovation
- Fluent in German and English, knowledge of other European language is a plus
- Strong knowledge of German labor laws and related legislation
- Stress resistant and Perseverant
- Experience working across cultures to find solutions to business challenges. Able to work in a cross-functional international team environment
- Experienced with mergers & acquisitions, integration of businesses
- Proficiency in SAP preferred
- Provide information, support and advice to corporate senior managers, functional managers, and other managers (within the applicable scope) in line with Company policies/procedures and legislation across the various HR functions
- Contribute to, support and implement all change management activities to drive deployment of HR systems/enhancements across the HR function
- Represent the HR function in the various Visual Management Centre’s and leadership meetings
- Coordinate external and internal resources for investigations
- Provide HR coordination, advice and support during the transition or establishment of a new business contract or acquisition
- Provide advice and support regarding the Company’s EEO processes. This will include ensuring adherence to policy and process, delivering refresher training and conducting investigations where required
- Coordinate and deliver corporate office inductions and orientations
- Develop, coordinate and deliver training in support of company policy, process and improvement
- Assisting with the coordination of the Company’s annual Performance Development Review process across the region
- Assisting management in employee counselling related to absenteeism, performance, adherence to conditions of employment and redundancy
- HR Strategy - Translate and execute business strategy into functional human resources strategy; Develop and execute talent strategies; and execute human resource strategy and implement programs, processes and tools of the practice areas
- Talent Management - Strengthen the organization through talent planning activities such as succession, coaching on executive talent, risk mitigation strategies and career mobility planning; drive executive development planning and coaching; manage talent action planning (including staffing selection for vice presidents and above); Facilitate executive assimilation (new hire, acquisition and internal movement); Recommend high potential program nominations (Executive Program); and consult and ensure consistency on goal setting, pay positioning and performance differentiation and distribution
- Organizing design and development - Design and plan interventions that facilitate organization changes; Lead, consult and architect organizational design changes; Develop and execute actions to implement recommendations; Facilitate cultural integration planning
- Workforce Planning/Analytics - In partnership with business leadership and talent acquisition develop workforce plan; Implement workforce plan, leveraging practice areas for driving optimal results; Utilize human resources analytics to improve and influence key decisions and prioritize talent initiatives; Drive Reduction-in-Force (RIF) planning and execution; and provides input into workforce quarterly business report (QBR) with client leaders
- Change Management - Drive change management practices to enable organizational effectiveness execute diversity & inclusion strategy to foster culture than will maximize our competitive advantage and skills of the workforce
- Develop strategies to foster employee engagement and commitment
- 7 - 10 years' of human resources experience with a focus on strategic human resource accountabilities
- Broad human resources knowledge and experience in key functional areas of staffing, compensation, employee relations and talent management
- 10+ years experience in human resources
- Strong business acumen and ability to work with leaders on business strategy and talent implications
- Strong proficiency and proven success leading HR organizations to further business strategies and create competitive advantage
- Capability of quantitative analysis with a proven ability to work with financial data
- Brazilian Labor Law knowledge
- Full fluency in both English and Portuguese
- 7+ years of progressive experience in HR roles
- Ability to travel, as appropriate
- 7+ years of experience in an HR business partnering role with broad knowledge and experience in human resource management
- Fluent English language skills
- Knowledge of Slovak labor code
- Minimum of 5 years of experience serving in an HR business partner/generalist capacity with broad knowledge and experience in human resource management
- Demonstrated experience directly supporting client groups of 200+ employees, including multiple executive leaders
- MBA, Master’s degree in Human Resources, or advanced degree in related field
- Able to travel internationally, as appropriate
- Partner with clients to develop and execute the HR strategies and planning activities that foster organizational and people effectiveness
- Demonstrate analytical capabilities and influence business partners with data-driven recommendations
- Provide career guidance to employees and partner with management to ensure these employees are growing in their career aspirations
- Partner with global HR teams to support business unit initiatives and global HR initiatives
- Translate client business plans and goals into human performance capabilities needed to achieve results will be critical
- Assess HR training needs and conduct 1:1 and group training sessions as appropriate
- Engage with talent acquisition team to provide input and review progress against hiring targets
- Diagnose problems and identify and drive appropriate solutions. The person in this role must be able to interface effectively with professionals at all levels
- Candidate should have at least 6 years of experience in an HR role with broad knowledge and experience in human resource management
- Business level of English skill is required
- Agility to function in a fast paced and innovative environment
- Experience partnering with business leaders in highly complex and dynamic business setting is preferable
- Significant experience as an HR Business Partner or HR Manager, ideally within a large scale Customer Service or Operations based environment
- Expertise in Italian employment / labor law
- Fluency in Italian and English, both verbally and written communication, including report writing skills
- Demonstrate ability to motivate others and influence work behaviours
- Experience working HR in a global, Fortune 500 Company or similar, large matrixed organization
- Extensive experience building and leading large-scale structural and organizational design changes; Organizational Development (OD); Organizational Effectiveness (OE)
- Strong sense of organizational navigation and political savvy
- A Bachelor degree in a Human Resources or related fields is required. A Masters degree is preferred
- Experience in the full range of HR functional areas
- Proven management background with experience of being a part of a management team
- Experience with driving, motivating and developing teams
- Implements and administers human resources program, policies and practices as a standalone resource or in a shared-services HR model
- Identify, define and implement solutions that address the needs of the business while taking into account the broader implications
- Act as trusted advisor to managers and employees
- Partner with HR colleagues to align and execute on initiatives
- Determine most efficient and effective way to deliver services at affiliate level based on costs, ratios and appropriate Key Performance Indicators
- Ensure compliance of all HR practices within area of responsibility
- Responds to employee inquiries, questions and complaints; provides information, guidance and direction on HR programs, processes, and procedures to employees and managers
- Bachelor’s degree required in Human Resources or other related field
- Ability to partner effectively with HR colleagues in other geographic locations
- Soft-skills, management/leadership training experience required
- Must have a team-orientated approach; able to quickly and consistently establish rapport and collaborate effectively with clients, team members, and employees at all levels
- Exceptional training and facilitation skills required
- Excellent organizational, prioritization, and communication skills required
- Demonstrated strong problem-solving and decision-making abilities
- PHR/SHPR preferred
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