HR Business Partner Manager / Sr HR Business Partner Manager

Role Overview

The HR Business Partner Manager / Sr HR Business Partner Manager will work closely with the Executive Leadership Team members on continuing to evolve and execute the human resources strategy in support of the overall business plan. The incumbent is responsible for the HR strategic direction in support of a line of business or corporate function(s) with moderate scope and complexity.

What You Will Do

The incumbent will consult with leaders to prioritize short- and long-term workforce requirements and prepare and execute talent plans that will enable business success and align with enterprise strategic objectives. They will also align and prioritize business-specific requirements with enterprise-wide HR initiatives to determine an approach that meets each constituent’s primary objectives.

Why It Might Be a Fit

The ideal candidate will have experience supporting corporate and operational sides of business, experience with talent planning and succession planning strategy, and experience providing strategic consultation to senior leaders on complex challenges.

Requirements

• Associate’s degree and eight plus years relevant work experience OR Bachelor’s degree and six plus years relevant work experience OR Master’s degree and four plus years relevant work experience
• Seven (7) plus years of human resources business partner experience
• HR experience in a large company, supporting leaders in a matrixed organization
• Experience supporting corporate and operational sides of business
• Experience with talent planning and succession planning strategy
• Experience providing strategic consultation to senior leaders on complex challenges
• Comfortable extracting/analyzing/manipulating Microsoft Excel to drive results through data
• Demonstrate Business Acumen – Apply depth of business-specific knowledge and linkages to enterprise-wide objectives to provide forward-looking counsel to leaders.
• Deliver with Excellence – Deliver maximum value to the business by prioritizing work and resources and proactively resolving any conflicts / obstacles that could inhibit successful outcomes.
• Discern & Advocate – Determine the business long-term talent, culture, and engagement needs, and promote with leaders and HR the proactive plan for effectively addressing these needs.
• Credibly Consult – Exhibit executive presence by adapting communication and consulting style to build trust, ensure intended messages are correctly interpreted, enable constructive challenges and effectively influence leaders’ actions and decisions. Deliver effective presentations to foster a consistent, professional and high-quality HR brand.
• Orchestrate Aligned Solutions – Align and prioritize business-specific requirements with enterprise-wide HR initiatives to determine an approach that meets each constituent’s primary objectives.
• Navigate Change – Provide change leadership coaching and counsel that strengthens our leaders’ capacity and capability to effectively plan, manage & sustain change.
• Grow Capability – Actively develop capabilities by soliciting and embracing feedback, coaching, and opportunities to grow.

Benefits

• Competitive pay
• Benefits