Human Resources Business Partner
Participates in problem solving efforts to understand root cause and co-develops the action plans with people leaders and teams to close the gaps. Participates in problem solving efforts to understand root cause and partners with business leaders and COE to deploy tools and approaches to driving an inclusive growth culture. Performance Management: provides consultation to people leaders regarding goal setting and the full lifecycle of performance management inclusive of annual processes, feedback and coaching as part of the ongoing performance management inclusive of performance improvement plan consultation. Works closely with people leaders to coach through employee relations matters that may arise. Workforce Planning: Exhibits proficiency in workforce planning methodologies and tools to anticipate future talent needs and align workforce plans with organizational objectives. Works closely with people leaders on multiple types of workforce actions, inclusive of ramp-up, acquisitions and single role eliminations, group restructuring in alignment with shifting business strategy. Builds Manager Capability in Talent Management: Possesses knowledge to equip managers with the necessary skills and tools to effectively select, develop, and retain top talent through the Organizational Talent Assessment/Talent Review process and related operating cadence. Proficient in understanding the engagement data and trends and suggesting and implementing initiatives to enhance employee engagement, retention, and productivity. 5 years of experience in the Human Resources, Talent Management function, or other relevant experience Exhibits autonomy and proven experience solving complex people problems such as engagement, employee relations and turnover; takes a new perspective on existing solutions; exercises judgment based on the analysis of multiple sources of information. Demonstrated impact across a range of clients, business operations and leading cross-functional projects, managing risk and resources; has delivered results working within broad guidelines and policies. Trusted resource to people leader and HR colleagues and works well across the organization with cross-functional colleagues to deliver solutions. Explains difficult or sensitive information to people leaders and employees; works to build consensus. Leverages data to make decisions. Takes a hands-on approach with high attention to detail. Demonstrated achievement for impact in coaching, influencing and problem solving with various levels of leadership. In depth knowledge of organizational design, talent management, employee relations, compensation, employee engagement, change management, learning and performance management. Understands the drivers of business. Proven project management and execution skills, with a track record of influencing through data-driven recommendations. Experience working in team environment with multiple time zones. Willingness to travel ~20% Proficient in Oracle HCM systems
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Human Resources Business Partner
Participates in problem solving efforts to understand root cause and co-develops the action plans with people leaders and teams to close the gaps. Participates in problem solving efforts to understand root cause and partners with business leaders and COE to deploy tools and approaches to driving an inclusive growth culture. Performance Management: provides consultation to people leaders regarding goal setting and the full lifecycle of performance management inclusive of annual processes, feedback and coaching as part of the ongoing performance management inclusive of performance improvement plan consultation. Works closely with people leaders to coach through employee relations matters that may arise. Workforce Planning: Exhibits proficiency in workforce planning methodologies and tools to anticipate future talent needs and align workforce plans with organizational objectives. Works closely with people leaders on multiple types of workforce actions, inclusive of ramp-up, acquisitions and single role eliminations, group restructuring in alignment with shifting business strategy. Builds Manager Capability in Talent Management: Possesses knowledge to equip managers with the necessary skills and tools to effectively select, develop, and retain top talent through the Organizational Talent Assessment/Talent Review process and related operating cadence. Proficient in understanding the engagement data and trends and suggesting and implementing initiatives to enhance employee engagement, retention, and productivity. 5 years of experience in the Human Resources, Talent Management function, or other relevant experience Exhibits autonomy and proven experience solving complex people problems such as engagement, employee relations and turnover; takes a new perspective on existing solutions; exercises judgment based on the analysis of multiple sources of information. Demonstrated impact across a range of clients, business operations and leading cross-functional projects, managing risk and resources; has delivered results working within broad guidelines and policies. Trusted resource to people leader and HR colleagues and works well across the organization with cross-functional colleagues to deliver solutions. Explains difficult or sensitive information to people leaders and employees; works to build consensus. Leverages data to make decisions. Takes a hands-on approach with high attention to detail. Demonstrated achievement for impact in coaching, influencing and problem solving with various levels of leadership. In depth knowledge of organizational design, talent management, employee relations, compensation, employee engagement, change management, learning and performance management. Understands the drivers of business. Proven project management and execution skills, with a track record of influencing through data-driven recommendations. Experience working in team environment with multiple time zones. Willingness to travel ~20% Proficient in Oracle HCM systems