Lead HR Business Partner

Job Description

 
The LEAD HR Business Partner is responsible for proactively supporting all aspects of strategic and tactical HR support.   This includes providing strategic and operational HR advice, coaching, development and support to the functional businesses; acting as the single point of contact for the leaders; and serving as a point of contact for all people related issues.

The LEAD HR Business Partner will have responsibilities covering a broad spectrum of HR activities such as employee relations, performance management, advice related to policies/processes, career development, coaching, talent management and change management.

The LEAD HR Business Partner understands the business beyond the HR function and influences the overall organization to ensure superior operations and business outcomes.

Essential Responsibilities


Business Results
Facilitate and support business change and performance across supported groups through the implementation of an effective people strategy; influence significant business decisions through a close partnership with a team leader and his/her leadership team.


Workforce Planning
Assist business unit with determining skills needed to achieve optimal results; providing leadership in helping organizations develop their employees, facilitate succession planning and acquire top talent; conduct organizational effectiveness assessments and design workforce models that build organizational capability. Recognize industry trends and applying/creating "best practice" solutions.

Effectively administer the performance management process, including: compensation planning, calibration sessions, and facilitating line manager excellence in managing low performers, recognizing high performers, and ensuring that employee have objective plans.

Employee Engagement and Relations
The LEAD HR Business Partner will partner with the business unit leaders to ensure that employees are treated in an equitable and consistent manner and Company policies and practices.  Find the right balance between the business needs and employee advocacy. Provide consultation to managers on employee engagement strategies with their teams.

Coaching
Provide guidance and coaching to business unit management that will enable them to be more successful as they lead their teams. Demonstrate the ability to challenge appropriately.

Organization Capability
Partner with business leaders to understand current and future skill and capability needs. Develops and link key competencies to all HR functions and tools including job requirements, selection systems, development programs and evaluation tools. In conjunction with Talent Acquisition, partner on recruiting and attraction strategies, executing these plans in local areas.

Assist with retention strategies for key talent. Support the development of employees through the execution of succession planning and talent review.

Talent Management
Partnering with the Talent Management to deliver talent management practices that attract and develop high-potential, diverse talent for the business unit. Employee & Team

Effectiveness
Support employee engagement strategies in response to business needs and employee survey feedback. Partner with management to ensure proactive and effective performance management and follow through. Manages required employee relations investigations and other sensitive employee matters.
 

Qualifications

    Bachelor's Degree Required
    Master's Degree Preferred
    Minimum 5 - 7 Years Experience as an HR Generalist or HR Business Partner in a fast paced environment
    Large company experience Preferred
    Experience managing performance management
    Experience managing succession planning
    Experience in talent management
    Experience in compensation
    Experience in employee relations
    Experience in employee engagement

Additional Information

All your information will be kept confidential according to EEO guidelines.

No Discrimination. We are committed to providing equal employment opportunities to all persons regardless of race, color, ancestry, citizenship, national origin, religion, veteran status, disability, genetic characteristic or information, age, gender, sexual orientation, marital status, family status, pregnancy, or other legally protected status (collectively, “protected statuses”). We do not tolerate unlawful discrimination in any employment decisions, including recruiting, hiring, compensation, promotion, benefits, discipline, termination, job assignments or training. Any offer of employment is contingent upon the results of a pre-employment drug test and background check.