Full-Time

Senior People Partner / HR Business Partner

Software

Posted on 1/28/2025

Hewlett Packard (HP)

Hewlett Packard (HP)

10,001+ employees

Provides personal computing and printing solutions

Compensation Overview

$115.8k - $168kAnnually

+ Bonus + Equity

Expert

Company Historically Provides H1B Sponsorship

Spring, TX, USA + 1 more

More locations: Vancouver, WA, USA

Category
Human Resources
People & HR
Required Skills
Data Analysis
Requirements
  • A minimum of 12 years of progressive HR experience across different HR functions, specifically including HR Business Partnering.
  • Demonstrated experience developing and implementing organizational change initiatives, developing global workforce plans, and identifying and creating organization capabilities.
  • Strong track record effectively coaching and positively influencing leaders.
  • Experience partnering with leaders to deliver HR solutions and programs.
  • Proven track record of great execution relative to managing costs, quality, and timeliness.
  • Bachelor’s degree in Human Resources, Business Management, Organizational Development or a similar discipline is strongly preferred.
Responsibilities
  • Partner closely with leaders to link the organizational and workforce strategies to improve organization effectiveness, talent quality, and performance.
  • Establish and implement overall workforce strategy, organizational design, change management, and workforce planning to drive business transformation.
  • Deliver insights and solutions to the leadership team to address business challenges and leader development.
  • Contribute to the development of successful business strategies with a people and talent lens.
  • Recommend and develop People strategies and solutions to drive organizational performance and employee engagement measures.
  • Lead talent management strategy and process to develop world-class, diverse talent.
  • Make it a priority to know the internal bench and support their growth.
  • Champion career development.
  • Partner with leaders to build talent plans for multiple levels of talent in the organization and help identify rotational opportunities.
  • Facilitate leadership assessment, rotation programs, and succession planning to identify and develop the next generation of leaders.
  • Build capability and capacity through the support of integrated talent planning, assessment, development, and deployment processes that align to business goals.
  • Diagnose and clearly articulate the root causes of organizational performance impacts, as well as partner to propose potential solutions.
  • Use relevant data to inform and create workforce plans that support the right talent in the right location for the right cost.
  • Work with leaders to define business goals and support role alignment and workforce effectiveness across business groups.
  • Define metrics and provide insights for client groups to inform decision-making around a multitude of People impacts including diversity, equity, and inclusion in hiring and talent practices.
  • In partnership with leaders, ensure excellent planning and implementation of key HR activities.
  • Support workforce and labor management, working with leaders, finance teams, and Recruiting & Onboarding to define and stay on budget with headcount and hiring plans to support business needs.
  • Align performance management and reward systems to drive and reinforce a culture of high performance and innovation within the organization.
  • Partner with HR Centers of Excellence (CoEs - Total Rewards, Talent, Learning & Culture, Recruiting & Onboarding, People Services & Insights, DEI, etc) to define and execute a positive and effective end-to-end HR service experience for all clients.
  • Leverage the HR generalist/client-facing HR community to support manager and employee relations issues and escalations, talent management, and compliance requirements.
  • Demonstrate excellent judgment in the resolution of employee relations issues bringing in key resources at the right time to support managers and resolve issues quickly and efficiently.
  • May participate in cross-functional corporate initiatives to optimize HR systems and/or improve processes. Collaborates internally and externally on projects of significant size and scope.
Desired Qualifications
  • Strong collaborator – Ability to collaborate and operate in a "one team" environment across all levels of the organization.
  • Strategic acumen – Ability to drive People strategy in appropriate ways at all levels of the organization.
  • Financial acumen – Understand the financial implications of People-based decisions and integrate into required staffing, workforce planning, compensation, and mobility programs.
  • HR acumen – Familiar with standard People plan components including organizational design, workforce planning, total rewards, learning & development, talent planning and management, labor, diversity, and HR operations; and is able to effectively collaborate with relevant CoE partners to deliver appropriate programs to the client group.
  • Business acumen – Understand the organization's charter, priorities, and strategies, as well as implications of external factors.
  • Partnering and influence – Through relationships built from trust and consistency, partner with leaders to drive actions that bring positive outcomes to the organization and people.
  • Execution – Balances strategic thinking with tactical action to drive results.

HP Inc. provides a variety of products and services focused on personal computing and printing. The company develops, manufactures, and sells personal computers, printers, and related supplies, catering to individual consumers, small businesses, and large enterprises. HP's products include laptops, desktops, and printers, along with consumables like ink and toner. HP enhances its hardware with software solutions, such as developer tools like APIs and SDKs, which allow users to create custom applications for HP devices. The HP TechPulse API enables businesses to integrate HP technology into their systems, providing programmatic access to data. HP also supports a developer community for collaboration and support. What sets HP apart from competitors is its comprehensive approach, combining hardware, software, and services to meet diverse customer needs. The company aims to maintain a strong market position through innovation and customer support.

Company Size

10,001+

Company Stage

IPO

Headquarters

Palo Alto, California

Founded

1939

Simplify Jobs

Simplify's Take

What believers are saying

  • Increased demand for remote work solutions boosts sales of personal computing devices.
  • HP can leverage the trend of eco-friendly products with green technology innovations.
  • The rise of AI-driven customer support solutions can improve HP's customer service.

What critics are saying

  • Integration challenges from Humane's AI assets acquisition may disrupt HP's operations.
  • HP's microfluidics technologies could face regulatory scrutiny in the healthcare sector.
  • Digital equity initiatives might divert resources from HP's core business areas.

What makes Hewlett Packard (HP) unique

  • HP offers a wide range of personal computing and printing solutions.
  • The company provides developer tools like APIs and SDKs for custom applications.
  • HP's JetAdvantage Office Printing Solutions enhance printing and scanning device capabilities.

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Benefits

Dental insurance

Disability insurance

Employee assistance program

Flexible schedule

Flexible spending account

Health insurance

Life insurance

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