human resources business partner resume

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Human Resources (HR) Business Partner Resume Examples: Proven To Get You Hired In 2024

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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.

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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.

   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.

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.

   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.

   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.

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

   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).

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.

How to use these skills?

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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
• Skills for Human Resources (HR) Business Partner Resumes
• Free Human Resources (HR) Business Partner Resume Review
• Other Other Resumes
• Human Resources (HR) Business Partner Interview Guide
• Human Resources (HR) Business Partner Sample Cover Letters
• Alternative Careers to a Human Resources Manager
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Human Resources Business Partner Resume Examples and Templates for 2024

• Resume Examples
• Resume Text Examples

How To Write a Human Resources Business Partner Resume

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Human Resources Business Partner Text-Only Resume Templates and Examples

Raymond Ortiz 123 Bedford Avenue, New York, NY 12345 (123) 456-7890 [email protected]

Resourceful HR Business Partner with 6+ years of experience and broad, deep HR knowledge to help organizations grow and thrive. Skilled in developing and implementing programs for a more positive, collaborative work culture.

Professional Experience

HR Business Partner, EFG Corporation, New York, NY June 2020 to Present

• Advise on organizational development to help build and maintain a streamlined, high-performing workforce
• Build positive, productive relationships with diverse internal and external stakeholders
• Advised on new compensation plan that improved transparency and increased staff retention by 12%

HR Business Partner, LMN Inc., New York, NY June 2016 to June 2020 

• Pinpointed and clarified various employee relations issues, offering targeted, relevant solutions
• Co-designed new manager recruiting strategy that generated an influx of applications from high-potential candidates

Education Bachelor’s Degree – Business Administration University Of Syracuse, Syracuse, NY

• Compensation Planning
• Cross-Functional Collaboration
• Employee Relations & Communications
• Leadership Consulting
• Performance Management
• Policy & Strategy Development
• Recruiting & Onboarding
• Staff Training & Development
• Succession Planning
• Business Needs Analysis
• Stakeholder Relations

Joseph Corbin 123 Carpenter Street, Philadelphia, PA 12345 (123) 456-7890 [email protected]

Collaborative HR Business Partner with 6+ years of advancement and experience. Focused on providing top-quality HR guidance to department managers. Work across functional lines to advance broad change initiatives for short- and long-term company success.

Work Experience

HR Business Partner, OPQ Corporation, Philadelphia, PA June 2020 to Present

• Consult with business executives and other leaders on key workforce challenges
• Guide managers on actively addressing and resolving conflicts with staff members
• Helped develop an onboarding and orientation program that boosted new hire productivity by 9%

HR Business Partner, RST Inc., Philadelphia, PA June 2016 to June 2020 

• Coached and mentored business managers on employee relations issues
• Advised on new training strategy that helped leaders raise staff engagement and performance

Education & Certification

Bachelor’s Degree – Human Resources Temple University, Philadelphia, PA

Professional in Human Resources (SPHR)

• Coaching & Mentoring
• Employee Morale & Retention
• Organizational Development
• Program Development
• Strategic Planning
• Conflict Resolution

Hideo Araki 123 Bridge Street, Boston, MA 12345 (123) 456-7890 [email protected]

Strategic HR Business Partner with 8+ years of advancement and excellence. Generate high-impact workforce solutions informed by both well-rounded business acumen and deep industry knowledge. Senior Professional in Human Resources (SPHR).

HR Business Partner, UVW Corporation, Boston, MA June 2018 to Present

• Help managers set and execute strategic plans for a large-scale workforce
• Introduced manager training program that helped enhance and formalize yearly staff performance reviews
• Performed business needs assessment highlighting key challenges and opportunities

HR Business Partner, XYZ Inc., Boston, MA June 2014 to June 2018

• Worked with department managers to generate creative yet practical workforce solutions
• Co-developed succession plan that helped the organization prepare for and navigate a rapid growth period (300%+ revenue gain in 2 years)

Boston College, Boston, MA Master’s Degree – Human Resources Bachelor’s Degree – Business Administration

Senior Professional in Human Resources (SPHR)

As a human resources (HR) business partner, your resume should illustrate how you deliver value and results to organizations that enlist your expertise. Cross-functional collaboration and strategic planning are key functions of your role, but beyond simply listing these skills, your resume must provide metrics that demonstrate your success. We’ll provide expert tips to help you create an accomplishment-driven resume highlighting the most compelling aspects of your experience within the HR industry.

1. Craft an outstanding profile summarizing your human resources business partner qualifications

Your HR business partner resume should engage prospective employers and demonstrate your success with specific examples of how you bring value to organizations. Begin your profile by listing your job title, years of experience, and three to four specializations that align with the job posting. Then, add details to establish yourself as a successful professional in the HR industry.

For example, if you designed and implemented a company’s onboarding program, note this and offer a metric that spells out exactly how successful it was. You might specify that your orientation increased productivity for new hires by 12%. If you played a key role in developing a succession plan, concisely explain how this prepared the organization for transition.

Profile Example #1

Profile example #2, 3. outline human resources business partner-related certifications and education.

To create this professional experience section, bullet-point your career achievements vs. job responsibilities. Companies are interested in results. As an HR business partner, your experience should detail how you contributed to improving employee retention, talent acquisition, strategic planning, and improving the workplace culture. Again, demonstrate the bottom-line value of your expertise by including metrics, percentages, and dollar amounts. This helps substantiate your claims and defines the positive impact you bring to organizations.

Professional Experience Example #1

HR Business Partner, EFG Corporation, New York, NY

June 2020 to Present

Professional Experience Example #2

HR Business Partner, OPQ Corporation, Philadelphia, PA

3. Outline your education and human resources business partner-related certifications

Aside from listing your education and advanced degrees, feature any relevant certifications you have achieved throughout your HR business partner career. For example, the Society of Human Resource Management (SHRM) provides training to earn a Senior Certified Professional designation, which will position you ahead of candidates who have not completed the course. Here is an example of how to showcase certifications and education.

• [Degree Name]
• [School Name], [City, State Abbreviation] | [Graduation Year]
• Master’s Degree, Human Resources
• Temple University | Philadelphia, PA | 2019

Certifications

• [Certification Name], [Awarding Organization], [Completion Year]
• Senior Certified Professional, Society of Human Resource Management (SHRM) | 2021
• Strategic HR Business Partner, Human Capital Institute | 2017

4. Make a list of your human resources business partner-related skills and proficiencies

Most organizations rely on some form of applicant tracking system (ATS) to identify qualified candidates for job openings. To get your resume through the initial screening process and into the hiring manager’s hands, incorporate keywords from the job description directly into your profile, professional experience, and skills section. Below is a list of key terms and skills you may encounter while applying for HR business partner positions:

5. Highlight your cross-functional collaboration skills

As an HR business partner, demonstrate your ability to work across teams and departments to deliver value to the organization. Illustrate your cross-functional collaboration skills and share metrics that explain the results of your expert consulting. For example, you might note you developed a staff incentive program for all departments that resulted in a 10% improvement in employee retention. Or, you can highlight conflict resolution skills to drive employee satisfaction across departments.

How To Pick the Best Human Resources Business Partner Resume Template

When selecting your template, prioritize structure and readability over graphics and visual appeal. While your HR business partner resume must be clean and attractive, avoid using too many different colors or oversized graphics that can take away from the most important aspect of your resume: the content. Remember, hiring managers will always be more interested in your achievements and qualifications than the style of your template.

Frequently Asked Questions: Human Resources Business Partner Resume Examples and Advice

What are common action verbs for human resources business manager resumes -.

Action verbs help hiring managers visualize your contributions, but it’s easy to run short on action verbs during the resume-building process. Differentiating your word choice can enhance the quality of your bullet points and eliminate redundancies. Communication skills are paramount for HR business partners, so hiring managers might take a close look at the way you describe your professional experience.

Use these action verbs to craft your professional experience section:

How do you align your resume with a human resources business partner job description? -

According to the Bureau of Labor Statistics , jobs for HR business partners, also known as HR specialists, are projected to grow by 6% from 2022 to 2033, which is faster than average for most occupations. This growth could be attributed to the challenging labor market and organizations’ need to fulfill positions to support growth and replace employees who have moved on to other jobs. With companies’ recruitment demands comes onboarding, training, career advancement, strategic planning, employee satisfaction, and a host of other functions that HR business partners deliver. Highlight these qualifications in your HR business partner resume, and be sure to align your resume with the job opening’s description.

What is the best human resources business partner resume format? -

The combination (or hybrid) format is most suitable for HR business partner resumes. True to its name, this format combines two important features of other resume formats: the chronological format’s experience section and the functional format’s profile section.

A combination resume offers the best of both worlds by fusing these two sections. The experience section lets you outline your recent work history – essential information for most employers. At the same time, the profile section lets you display your career highlights at the top, regardless of whether they’re from that work history or another part of your background. This gives hiring managers the clearest possible view of your background and relevant skills, so they can decide to proceed with your candidacy.

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Crafting a strong cover letter helps your chances of landing an interview during a job search. The key to creating a compelling cover letter is to customize your document for the organization you’re applying to. Read our human resources cover letter guide to learn how. For other related cover letter examples, see our business and recruiter cover letter guides.

Jacob Meade

Certified Professional Resume Writer (CPRW, ACRW)

Jacob Meade is a resume writer and editor with nearly a decade of experience. His writing method centers on understanding and then expressing each person’s unique work history and strengths toward their career goal. Jacob has enjoyed working with jobseekers of all ages and career levels, finding that a clear and focused resume can help people from any walk of life. He is an Academy Certified Resume Writer (ACRW) with the Resume Writing Academy, and a Certified Professional Resume Writer (CPRW) with the Professional Association of Resume Writers & Career Coaches.

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• HR Business Partner Resume Example

Resume Examples

• Common Tasks & Responsibilities
• Top Hard & Soft Skills
• Action Verbs & Keywords
• Resume FAQs
• Similar Resumes

Common Responsibilities Listed on HR Business Partner Resumes:

• Developing and implementing HR strategies aligned with the overall business strategy
• Partnering with department heads to understand their team's needs and advising on people management strategies
• Managing talent acquisition processes, including recruitment, interviewing, and hiring of qualified job applicants
• Designing and delivering employee training and development programs based on both the organization's and individuals' needs
• Providing guidance and interpretation of company policies and procedures to employees and management
• Conducting performance management and working with managers to carry out appraisals and performance reviews
• Addressing employee relations issues, such as work complaints or other employee concerns
• Ensuring compliance with labor regulations and employment laws
• Facilitating change management initiatives and communicating changes effectively within the organization
• Supporting and coaching managers in handling difficult or complex employee relations issues
• Analyzing HR metrics (e.g., turnover rates, cost-per-hire, etc.) to identify areas for improvement and develop data-driven strategies
• Leading workforce planning and succession planning efforts to ensure the company can meet future staffing needs

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HR Business Partner Resume Example:

• Strategic Human Resources Planning
• Talent Acquisition & Retention
• Performance Management
• Leadership Development
• Change Management
• Employee Relations
• Workforce Analytics
• Succession Planning
• Organizational Development
• Conflict Resolution
• Training & Development
• HR Policy Formulation
• Stakeholder Engagement
• Team Building & Cohesion
• Legal Compliance
• Cost Control & Budget Management
• Diversity & Inclusion Initiatives
• Communication Skills
• Problem-Solving Abilities
• Project Management
• Employee Engagement Strategies
• HRIS (Human Resources Information Systems)
• Compensation & Benefits
• Business Acumen
• Emotional Intelligence

Top Skills & Keywords for HR Business Partner Resumes:

Hard skills.

• Talent Acquisition and Recruitment
• Compensation and Benefits Administration
• HR Policies and Procedures
• Employee Engagement
• Training and Development
• HRIS and HR Systems
• Workforce Planning
• Labor Law and Compliance
• Conflict Resolution and Mediation

Soft Skills

• Leadership and Team Management
• Communication and Presentation Skills
• Collaboration and Cross-Functional Coordination
• Problem Solving and Critical Thinking
• Adaptability and Flexibility
• Time Management and Prioritization
• Empathy and Customer-Centric Mindset
• Decision Making and Strategic Planning
• Conflict Resolution and Negotiation
• Active Listening and Feedback Incorporation
• Emotional Intelligence and Relationship Building
• Change Management and Influencing Skills

Resume Action Verbs for HR Business Partners:

• Collaborated
• Implemented
• Facilitated
• Coordinated

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Resume FAQs for HR Business Partners:

How long should i make my hr business partner resume, what is the best way to format a hr business partner resume, which keywords are important to highlight in a hr business partner resume, how should i write my resume if i have no experience as a hr business partner, compare your hr business partner resume to a job description:.

• Identify opportunities to further tailor your resume to the HR Business Partner job
• Improve your keyword usage to align your experience and skills with the position
• Uncover and address potential gaps in your resume that may be important to the hiring manager

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Related Resumes for HR Business Partners:

Hr director, hr recruiter, hr talent acquisition, human resources manager, director of talent acquisition, senior talent acquisition manager, corporate recruitment manager, employee relations manager.

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3 Human Resources (HR) Business Partner Resume Examples

Human Resources (HR) Business Partner

Best for professionals eager to make a mark

Looking for one of the best resume templates? Your accomplishments are sure to stand out with these bold lines and distinct resume sections.

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• HR Business Partner Resume
• Formal HR Business Partner Resume
• Elegant HR Business Partner Resume
• HR Business Partner Resume Writing 101

You know your stuff regarding traditional HR duties, providing leadership within the human resources department, and coordinating with upper management. You manage the big picture, creating and directing strategies that support organizational goals.

So how do you condense all that interpersonal prowess into a compact  resume format  for recruiters and still show the scope of your strategizing abilities?

Don’t worry: We’ve worked with many HR professionals, helping them achieve their career goals. Our three human resources business partner resume templates and expert tips can help you, too!

Human Resources (HR) Business Partner Resume

or download as PDF

Why this resume works

• Take Madeleine’s human resources business partner resume for example. See how she mentions key skills like budgeting and data-driven decision-making to radiate confidence. Try adding something unique like being bilingual to show you’ve got an extra dose of talent.

Formal Human Resources (HR) Business Partner Resume

Elegant Human Resources (HR) Business Partner Resume

Related resume examples

• Human resources (HR) manager
• Entry-level human resources
• Human resources (HR) assistant
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• Human resources

What Matters Most: Your Skills & Professional Experience

Your skills list is the backbone of your resume, and you’ll build your experience points around abilities like employee onboarding and budgeting.

The trick for a specialized yet far-reaching profession like yours is clearly showing how your skills relate to your field. Getting specific about skills like creative problem-solving and interviewing is an ideal way for a human resources business partner to demonstrate scope.

Check out this list of skills for examples of how to be specific—and keep universal tips in mind, such as specializing your soft skills and using exact names of tech skills.

9 best human resources (HR) business partner skills

• Budget Development
• Employee Recruitment
• Problem-Solving
• Data Analysis
• Public Speaking
• Data Presentation
• MS PowerPoint

Sample human resources (HR) business partner work experience bullet points

Your experience section is a gold mine for recruiters to see how you built upon your skills to make a difference in your field by streamlining the onboarding process or increasing employee productivity.

Talk about when you collaborated with the board to develop a strategy that boosted employee satisfaction rates or the time you revamped company policies to streamline workflow.

To back up your claims, provide metrics that quantify your impact, such as 12 percent decrease in time-to-hire!

Here are some solid ideas from our resume examples :

• Held quarterly 1-1 meetings with underperforming staff to provide encouragement and guidance, improving productivity by 43% and retention rates by 21%
• Overhauled job descriptions and developed over 17 types of questionnaires for new hires, increasing qualified applicants by 56%
• Implemented new employee onboarding techniques, achieving 91% pre-employment form completion rates within 72 hours
• Interviewed 210+ applicants for 16 positions, filling all roles within 23 days and decreasing onboarding time by 39%
• Updated performance strategies and management-employee meetings, increasing employee retention by 31%

Top 5 Tips for Your Human Resources (HR) Business Partner Resume

• As an HR business partner in a guiding role, your resume writing style should exude confidence. Align with the company culture by reviewing the job description and adopting a similar tone as you demonstrate how you enhanced employee satisfaction and achieved budget savings.
• Use experience points to illustrate the reasons behind your actions and the resulting impact. You can avoid redundancy if several key points rely on retention rates or similar metrics by highlighting improvements made to the cumbersome hiring process or the positive response to your streamlined benefits plan.
• The resume objective statement, we mean! Use valuable page space to provide accomplishments examples instead of a generic objective. Show excellence instead of describing it by providing accounts about how you tackled an enormous hiring pool and boosted onboarding efficiency!
• Keep it to one page while highlighting your ability to boost staff retention and workplace satisfaction rates. Use points with versatile context to make the most of your resume space.
• You know from personal experience in HR that longer or difficult-to-read resumes get pushed aside in favor of sleek, easy-to-skim resumes. Keep your points about your employee training and policy clarification concise, and use clear, professional fonts to keep recruiters from passing you by during a time crunch!

Make your resume a perfect fit by customizing it for each job. Refer to the job description and reflect keywords, value statements, or skills that apply (think “employee training,” “ZingHR,” or “budget strategy.”)

Hiring managers review numerous resumes, spending little time on each. A concise resume ensures your key skills and achievements are quickly and clearly communicated, increasing your chances of making a solid impression.

Creating a cover letter  enhances your application, allowing you to provide additional experiences, such as how you improved employees’ work environment or company budget, making it an excellent place for “overflow.”

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• HR Business Partner

HR Business Partner resume examples & templates

Choosing the right resume format for an HR business partner

Include your contact information, make use of a summary, outline your hr business partner experience , include the relevant key skills that make you a great hr business partner, detail your education & relevant hr business partner certifications, pick the right resume layout and design for a hr business partner resume.

HR business partners are the driving force behind any company. It’s your job to identify and implement people strategies that push the business in the right direction. It’s no small feat. 

Without your analytical prowess and keen decision-making skills, the company may fail to meet its goals. With great power comes great responsibility. If you’re up to the challenge, the first step is convincing a discerning hiring manager that you have what it takes. So, how can you do just that and ensure that you land that all-important interview?

The answer lies in creating an informative and well-written HR business partner resume. 

However, as you will learn in this guide, there is a right way and a wrong way to write your resume. Make no mistake, this vital document is a marketing material. Nail this part of your application package and you will be off to a flying start. So, how do you get started here?

Resume guide for a HR business partner resume

Boost your chance of success with Resume.io. We have a library of guides and resume examples for over 500 professions. 

It doesn’t end there. If you want to get the competitive edge, use our resume builder . Crafting a compelling resume has never been easier.

This resume guide and HR business partner resume example covers: 

How to write a HR business partner resume

• Choosing the perfect format for your resume
• Advice on adding your contact details
• The power of a well-written summary
• Showcasing your work experience
• How to add in your education
• Tips for perfecting your resume layout and design

Are you looking for other related examples? Check out the following resumes:

• Human Resource Generalist resume sample
• HR Director resume sample
• Chief Happiness Officer (CHO) resume sample
• Entry Level HR resume sample
• Recruiter resume sample
• Human Resources Assistant resume sample
• Human Resources Manager resume sample

Before you can start writing your HR business partner resume, you need a plan. Let’s take a look at the sections that you should include in your resume: 

• The resume header
• The resume summary (aka profile or personal statement)
• The employment history section
• The resume skills section
• The education section

We’ve already mentioned that your resume is a marketing material. The product you are selling is you. For that reason, you should first figure out what your unique selling proposition   is (USP). That is the quality that makes you different from every other candidate. Highlight this strong attribute at the start (i.e. in the resume summary) and weave it throughout.

Using the same, standard resume for every application won’t cut it. Hiring managers can spot a carbon-copied application in a matter of seconds.

As the HR business partner, you will be expected to understand the company, its values, and its long-term goals in depth. While you don’t need to know all of the above before you land the role, having a decent grasp of the business’ identity is a must. Do some research into the company. You can follow them on LinkedIn, Google them, and read through their website. 

Use the information that you find to adjust your HR business partner resume accordingly. For example, if the business is focused on driving innovation in the tech space, you should include details that speak to this mission. You might make reference to the tech-based startup you worked for or highlight the skills you have pertaining to software and programs. 

Let’s take a look at some of the best expert-backed advice for writing your next resume: 

• Don’t simply talk about your tasks and duties. Hiring managers care less about them than they do your career accomplishments . Focus your attention on these instead.
• Avoid using generic words when you can be more specific. Your HR business partner resume is your opportunity to show the hiring manager the exact skills you possess.
• If in doubt, use the STAR technique . That means starting out with the Situation and Task and then following that with the Action and the ultimate Result of that.

Be sure to optimize your application! 

The vast majority of companies now use Applicant Tracking Software (ATS) to filter all incoming resumes. Only the best pass the test. Read about how you can optimize your resume for the ATS here . 

Now that you know how to pitch your HR business partner resume, let’s talk about the format. Without this structure, you risk your application completely missing the mark. 

As a general rule, your resume should follow a reverse chronological order . In simple terms, that means that you start with your most recent accolades and move back in time as you go down the page. If you’ve had a somewhat linear career, this approach works the best. 

Of course—as with any good rule—you will run into exceptions. For instance, if you have worked in a selection of different roles and acquired a wide range of skills. Should that be the case, you may want to consider a functional format instead. This approach highlights your skills and expertise while prioritizing them over your work experience, of lack thereof. 

If you’re looking for some more guidance, let us do the heavy lifting. Check out our easy to use resume builder now.

The first and, frankly, easiest part of your resume to tackle is your header . This section includes the basic information that the hiring manager needs to know. Think of it like your business card—it spells out the details the reader needs to get in touch. 

The number one priority here is to make it legible. There’s no room for fancy fonts, minute sizes, or any other “creative” flourishes that detract from the point. Choose a simple font style and make sure that it is easy to read. Here’s what you should include: 

• Full name & title. Include your first name, last name, and role title.
• Professional email address. Add your professional email address next.
• Phone number. List a phone number where you can be reached every day.
• Location. You don’t need to include your whole address here. Instead, simply include your city and state . Also, add 'Willing to Relocate' if that’s the case.
• LinkedIn. So long as your LinkedIn profile is up to date, you can link it here.

Don’t include:

• Date of birth: The hiring manager shouldn’t know how old you are as this may lead to age discrimination .
• Personal details: That includes your passport number , social security, etc.

Maria Smith 

HR Business Partner 

[email protected]

HR Business Whiz

Now that you’ve dealt with the red tape, it’s time to turn your attention to your summary. As an HR business partner, the hiring manager will expect you to have your head screwed on. You will need to understand the business in-depth and have the expertise—and the courage—to make decisions that will have real impact. But, how do you summarize that?

You only have 2-3 sentences to play with here. You need to make them count. Don’t make the mistake of phoning it in and writing something generic. Instead, grab the hiring manager’s attention by highlighting exactly what it is that you bring to the table. At this point, it’s helpful to reflect on your USP and use it as the lead when writing your summary. 

The first line of this section needs to be engaging. Go in there with your most impressive attribute and then add some evidence to back it up. That means using statistics and numbers to bring your point to life. The more specific you are when it comes to writing this section, the more likely the hiring manager is to remember you later down the line. 

To give your summary more impact, try weaving some choice action verbs throughout. These words show that you are in control of your career path. Rather than portraying you as a passive employee to whom things happen, these verbs put you in charge of the narrative. 

Need some more inspiration? Check out our adaptable HR business partner resume examples summary below:

Passionate and enthusiastic Business graduate with experience working in a fast-paced environment during placement year at Holders Co. Skilled in analyzing data and identifying areas of continuous improvement for wider teams. Ready to contribute to the wider HR team, learn from my superiors, and make a genuine impact.

Approachable and prolific HR Business Partner with a proven track record of enhancing collaboration and efficiency within departments. Boasting 5+ years of experience at Michelle and Smith. Skilled in clear communication, negotiation skills, organizational skills, business relations, forecasting, and collaboration. 

Highly experienced HR business partner with more than 12 years of experience. Known for continuously exceeding long-term business goals and constructing efficient teams. Skilled in staff retention strategies, leadership, conflict management, analyzing programs, and excellent communication initiates that span departments.

Your resume summary helps you to hook the reader’s attention. But now, you need to follow up with your work experience section. If you’ve had a long, illustrious career, you don’t need to include every position you’ve ever held. In fact, doing so could be to your detriment. 

Go back roughly 10-15 years or around 3-4 job roles. It's more important to show off your recent positions than a role that you held 20 years ago, which is irrelevant. 

For each position, start off by including your title, the company name, the location, and your dates of employment. That’s the bare bones—the basic information that the hiring manager needs. But this section doesn’t start and finish there.  

Below that, you can start to flesh things out with detailed information about the job itself. Space is limited in this section. You simply cannot afford to write great, lengthy sentences. Avoid the urge to write too much. 

To help you cut your word count down, get rid of any openers such as “I,” “I had,” “I did,” or “I was”. These words don’t add anything to your application. The hiring manager already knows that you are writing in the first person so you can ditch these terms altogether. 

Focus on the achievements that you gained during each role. This approach shows the hiring manager what value you brought to the role, and what you can bring to this one. By outlining your experiences in detail, you give the reader a taste of what they can expect. 

Whenever you make a claim in this section, be sure to quantify it. Adding results-based points to this section lets the hiring manager know that you are a real go-getter. Rather than simply explaining the process to them, you show them the impact your actions had. 

HR Business Partner at Google Inc., Mountain View  June 2018 - Present 

• Partner with senior management to develop and implement HR strategies aligned with business goals for a 500+ employee organization
• Led the implementation of a new performance management system, resulting in a 25% increase in employee engagement scores
• Developed and facilitated leadership training programs, improving managerial effectiveness by 30%
• Provide guidance and support on employee relations issues, ensuring compliance with company policies and legal requirements

Senior HR Generalist at Salesforce, San Francisco  April 2015 - May 2018 

• Supported a client group of 300+ employees across multiple departments
• Collaborated with hiring managers to develop and execute recruitment strategies, reducing time-to-fill by 20%
• Conducted investigations and resolved complex employee relations issues
• Developed and delivered training on various HR topics, including onboarding, performance management, and diversity & inclusion

HR Generalist at Chevron Corporation, San Ramon  September 2012 - March 2015 

• Provided full-cycle HR support for a client group of 200+ employees
• Partnered with managers to identify and address employee performance issues
• Administered company benefits programs and conducted benefits orientations for new hires
• Assisted with the development and implementation of HR policies and procedures

How to write an HR business partner resume with no experience

New to this specific role? Most HR business partners transition to this esteemed position after working in the industry for a matter of years. However, you might feel that your lack of experience in the role puts you at an immediate disadvantage. That is not the case. 

When you are writing your resume, highlight the transferable skills that you have under your belt. These are the talents that you picked up in previous positions that will effortlessly transfer to this role. Examples include your communication, negotiation, organization, and interpersonal skills. All of the above will help you ace the role of HR business partner. 

Should you have undertaken any additional training, speak about it here. Those late-night business courses or online training schemes are certain to impress the hiring manager. 

You don’t have to be a genius to know that it takes a diverse skill-set to work as an HR business partner. Not only do you have to be a “people person”, but you also need a nose for business. You must have what it takes to make tough decisions when put on the line.

Walking that line can be tough. When you’re working on your HR business partner resume, show that you are a well-rounded candidate. You can do that by including a selection of hard and soft skills . Hiring managers are always on the lookout for applicants that have both.

Hard skills pertain directly to the position and are often technical. These may include data analytics, strategy implementation, and report creation, to name but a few. These are the tools that you use on a daily basis when you work as an HR business partner. 

However, you should never underestimate the power of soft skills in enhancing your resume. When you work directly with people, these are essential. They may include communication, interpersonal skills, and conflict resolution. Let the hiring manager know that you’re a pro.

Don’t confine your skills to one section. While they fit in your skills section, you should also reference them throughout the rest of your application. Whenever you do so, add some color to them by including them as part of an anecdote or detailing how you use them. 

Let’s take a quick look at some of the ways you might talk about the skills that you have elsewhere in your HR business partner resume: 

• Explore your leadership skills by detailing how you mentored a new starter, managed a team, or pioneered an initiative.
• Showcase your communication skills by sharing how you liaised between departments to keep every staff member in the loop.
• Detail your penchant for data analytics by talking about utilizing the results of employee engagement surveys when creating new business strategies.
• Strategic HR Planning
• Performance Management
• Employee Relations
• Training & Development
• Talent Acquisition
• Change Management
• Benefits Administration
• HR Compliance

Use some keywords when listing your key skills!

Always check the original job advert. Use the exact same terminology you found in the core criteria. This approach will increase your chances of getting past the ATS program.

The education section of your HR business partner resume needs to wow the hiring manager. You should use the reverse chronological order approach when listing your qualifications. Start off with your degree or high school education (if you didn’t go to college).

Aside from your formal education, chances are you have some additional training. When reaching for a top tier role, you should have invested in your own learning and development. Here are some of the qualifications that you may want to include in this section: 

• Internships. There are many routes into this line of work, including internships and apprenticeships. If that’s where you started out, talk about it in this section.
• Training and certificates. Whether you’ve taken a day course, done on-the-job training, or completed an online certificate, shout about it in this section.
• Professional development. If you are a member of a board or any relevant association, you can also list this title as part of your education section.

You don’t need to go into a load of detail in your education section. List the qualifications, the institute, and the date you completed each one. It’s smart to keep things simple. Ultimately, this section needs to be scannable. 

Master of Business Administration (MBA), University of California, Berkeley, Berkeley  September 2010 - June 2012 

California State University, Bachelor of Science in Human Resources Management, Long Beach  September 2007 - June 2010 

Professional Affiliations 

• Society for Human Resource Management (SHRM), Member
• Northern California Human Resources Association (NCHRA), Member

Do you know how long hiring managers spend looking at each resume? The answer is just seven seconds . That means that you don’t have a wealth of time to make a first impression. 

When it comes to choosing the right design for your HR business partner resume, you need to be selective. This is a high-up role and the hiring manager will expect your resume to fit the bill. Start out by choosing one—or perhaps two complimentary—professional fonts . You need to ensure that the information on your resume is easy to read and appealing. 

The design of your resume needs to be attractive without breaking into the realm of being gimmicky. It can be hard to find the balance between the two. Avoid including any pictures or graphics. You’re not applying for a design role and these will detract from the content.

The aim is to create a sleek and professional resume that catches the reader’s attention. If you lack high-level design skills, don’t panic. Use one of our tried and tested resume templates to do the job. Simply choose a style that best suits your application, add your professional details into the template, and then download it in your chosen file format. 

HR business partner text-only resume example

Accomplished HR Business Partner with over 8 years of experience in providing strategic HR support to business leaders. Proven track record of aligning HR initiatives with business objectives, driving employee engagement, and improving organizational performance.

Employment history

HR business partner job market and outlook

Whether you’re a seasoned professional or you’re starting out, the future is bright if you’re an HR business partner. Yes, this is a sector that is primed for growth in the coming years.

Let’s take a look at the market statistics, according to one report from Zippia :

• The role of HR business partner is expected to grow by a massive 7% from 2018-2028.
• Over the last five years, the salary for human resources professionals has grown by a massive 13%.
• There are more than 100,000 open human resources roles in the United States.

Key takeaways for building a HR business partner resume

Now is the perfect time to get into the high-growth world of HR. However, you need to create a stellar resume before you get your foot in the door. Focus on your USP in your resume summary. You can use this section to grab the attention of the hiring manager fast. 

If you’re not sure how to design the application from scratch, use a template! With our online resume builder , you can whip up a stellar document in minutes. That way, you can focus on including the most valuable content.

Beautiful ready-to-use resume templates

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HR Business Partner Resume: Examples and Tips for 2024

In today’s competitive job market, having a well-written resume is essential for any job seeker. This is especially true for HR professionals, such as HR Business Partners. A well-crafted resume can make a significant difference in landing a coveted HR Business Partner role.

In this article, we will cover everything you need to know about creating a winning HR Business Partner resume. We’ll provide examples and tips that will help you stand out from other applicants in your field. Our aim is to equip you with the knowledge and tools necessary to create a resume that showcases your skills, achievements, and potential as a Human Resource professional.

Throughout this article, we will explore a variety of important topics related to HR Business Partner resumes. These will include crafting an attention-grabbing summary, highlighting career achievements, and using relevant industry keywords. We’ll also cover formatting and structure, and provide examples of successful HR Business Partner resumes.

By the end of this article, you’ll have a complete understanding of what it takes to create a top-notch HR Business Partner resume. Whether you’re a seasoned professional or just starting out in the field, you’ll gain valuable insights that will help you land your dream job. So, let’s dive in!

Key Skills to Include in an HR Business Partner Resume

One of the most crucial aspects of creating a successful HR Business Partner resume is identifying the key skills that employers are looking for. The following are examples of relevant hard and soft skills to include in your resume:

Hard Skills

1. hr technical knowledge.

• Understanding and knowledge of HR policies, procedures, and regulations
• Familiarity with HR systems and technology
• Experience with HR analytics and data analysis tools

2. Project Management

• Ability to manage and prioritize multiple projects and deadlines
• Experience with project planning, execution, and reporting
• Knowledge of Agile or Scrum methodologies

3. Talent Acquisition and Management

• Expertise in sourcing, interviewing, and assessing candidates
• Ability to build and maintain relationships with hiring managers and candidates
• Understanding of performance management and employee engagement strategies

Soft Skills

1. communication and collaboration.

• Excellent verbal and written communication skills
• Ability to work with and manage diverse teams
• Effective problem-solving and conflict resolution skills

2. Leadership and Influence

• Experience leading or managing teams and projects
• Ability to motivate and inspire others towards achieving common goals
• Diplomatic and tactful in conveying ideas and persuading others

3. Adaptability and Flexibility

• Ability to adapt to changing priorities and work in a fast-paced environment
• Willingness to learn new skills and tools as needed
• Open-minded and able to embrace new ideas and perspectives

To showcase these skills effectively on your resume, consider the following tips:

Use keywords and phrases from the job description to demonstrate your skills and qualifications.

Quantify your accomplishments using concrete data and metrics, such as the number of successful recruiting campaigns or the percentage increase in employee retention.

Provide examples of projects or initiatives where you demonstrated your skills and achieved successful outcomes.

Use action-oriented language and keep your resume concise and easy to read.

By highlighting your relevant skills and qualifications, you can create a compelling HR Business Partner resume that showcases your value to potential employers.

Summary Statement: Crafting an Effective HR Business Partner Resume Summary

When it comes to crafting a resume for an HR Business Partner role, the summary statement is an essential component. It is the first section that a recruiter or hiring manager will read, and it needs to be well-crafted to make the strongest impact.

The Importance of a Summary Statement in a Resume

The summary statement is a critical component of a resume because it provides a brief snapshot of your skills, achievements, and career goals. It sets the tone for the entire resume and gives the reader a sense of what they can expect to find in the rest of the document.

A well-written summary statement is especially important for HR Business Partner roles because it helps to communicate your expertise in areas like employee relations, talent development, and HR strategy. It’s also an opportunity to showcase your communication and interpersonal skills, which are essential for any HR role.

Tips for Crafting a Summary Statement Tailored to HR Business Partner Roles

To craft a summary statement that is tailored to HR Business Partner roles, follow these tips:

Keep it concise: Your summary statement should be no more than a few sentences long, so focus on highlighting your most important skills and achievements.

Highlight your HR expertise: Use keywords and phrases that demonstrate your expertise in areas like employee relations, HR strategy, and talent development.

Focus on your communication and interpersonal skills: HR Business Partners need to be effective communicators, so make sure to highlight your skills in this area.

Mention your career goals: Use your summary statement to communicate your career goals and what you’re looking for in your next role.

Examples of Strong Summary Statements

Here are a few examples of strong summary statements for HR Business Partner roles:

HR Business Partner with 10+ years of experience in talent development, employee relations, and HR strategy. Skilled in coaching managers and employees, building high-performance teams, and developing effective HR programs that support organizational goals.

Accomplished HR Business Partner with a track record of success in employee relations, talent acquisition, and HR strategy. Strong communicator with experience working effectively with all levels of an organization to build and maintain positive relationships.

Results-driven HR Business Partner with a passion for developing people and driving business success. Proven success in designing and implementing HR programs that align with organizational goals and support employee development and engagement.

Crafting an effective summary statement for your HR Business Partner resume is essential to showcasing your skills, expertise, and career goals in a concise and impactful way. By following these tips and examples, you can create a summary statement that sets you apart from other candidates and makes a strong first impression.

Professional Experience: Writing an HR Business Partner Resume Work History Section

In the work history section of your HR Business Partner resume, you want to showcase your relevant professional experience, highlighting your accomplishments and duties in each role. Here’s a breakdown of the key elements to include and some tips for crafting effective bullet points:

Breakdown of the Work History Section

Job title and employer.

Start with your most recent or current job, including the job title and the name of the employer. Include the dates of your employment as well.

Job Duties and Responsibilities

Underneath the job title and employer information, list your job duties and responsibilities. This section should be organized in a way that is easy to read and includes key duties that demonstrate your relevant experience as an HR Business Partner.

Accomplishment Statements

Include accomplishment statements that demonstrate how you have made a positive impact in the workplace. Use specific metrics to quantify your accomplishments whenever possible.

Tips for Highlighting Your Accomplishments and Duties in Previous Professional Experience

• Use action verbs to demonstrate your accomplishments (e.g. “Developed effective programs”, “Transformed HR processes”, “Collaborated with cross-functional teams”).
• Use metrics to quantify your accomplishments (e.g. “Increased employee satisfaction by 30%”, “Reduced employee turnover rate by 20%”).
• Make sure your bullet points are relevant to the job you are applying for as an HR Business Partner.

Example Work History Bullet Points that Demonstrate HR Business Partner Experience

• Developed and implemented HR programs that contributed to a 25% increase in employee engagement scores.
• Redesigned onboarding process to improve new hire retention and satisfaction rate by 40%.
• Collaborated with cross-functional teams to build and deliver a comprehensive employee training program that resulted in an 80% satisfaction rate among participants.
• Conducted employee relations investigations and resolved 100% of employee complaints in a timely and appropriate manner.
• Coached business leaders and managers to improve their people management skills and contribute to a positive and inclusive work culture.

Remember to tailor your work history bullet points to the HR Business Partner position you are applying for. Use your experience to demonstrate how you can be an effective partner to the business and contribute to overall organizational success.

Education and Training: How to Display HR Business Partner Education and Certifications in Your Resume

As an HR Business Partner, showcasing your education and training on your resume is crucial to standing out in a competitive job market. Not only does it demonstrate your knowledge and expertise in the field, but it also shows employers that you are committed to continued learning and professional development.

Relevant Degrees and Certifications

When listing your education and certifications, it’s important to include those that are relevant to the HR Business Partner role. Some examples include:

• Bachelor’s or Master’s degree in Human Resources or a related field
• Professional HR certifications, such as the SHRM-CP or PHR
• A coaching certification or credentials in leadership development

Depending on your experience and qualifications, you may have additional certifications or degrees that are relevant to the role. Be sure to only include those that strengthen your HR Business Partner qualifications.

Tips for Effectively Displaying Educational Experience on Your Resume

• List your highest level of education first, followed by any additional degrees or certifications earned.
• Use clear and concise language when describing your educational background, focusing on key skills and knowledge gained.
• Include any academic achievements or honors, such as a high GPA or Dean’s List recognition.
• Be sure to highlight any relevant coursework or special projects related to HR that demonstrate your expertise in the field.
• Consider adding a separate section for education and training, especially if you’ve earned multiple degrees or certifications.

Remember, your resume should effectively communicate your qualifications, experience, and education to potential employers. By following these tips and including relevant degrees and certifications, you can showcase your expertise and stand out as a top candidate for the HR Business Partner role.

Action Words to Use in a HR Business Partner Resume

A well-written resume is essential in getting the job of your dreams. It’s not just about listing your skills and experiences, but also about highlighting what you have accomplished in your career. That’s where action words come in. Action words, also known as power verbs, are strong, descriptive words that help convey your accomplishments and skills in a way that catches the attention of the hiring manager.

In a HR Business Partner resume, action words can make all the difference. These words will help you showcase your strong communication skills, ability to strategize and execute new HR initiatives, and work effectively with other teams. When crafting your resume, it’s important to keep in mind that HR Business Partner roles require a highly analytical, organized, and detail-oriented approach. Therefore, when selecting action words for your resume, you should choose those that emphasize these attributes.

Here is a comprehensive list of action words that are particularly effective when crafting a HR Business Partner resume:

• Developed and implemented HR programs, policies, and procedures
• Streamlined HR processes to improve efficiency and productivity
• Analyzed data and provided valuable insights to senior management
• Trained and coached managers and employees on HR policies and practices
• Collaborated with cross-functional teams to drive business results
• Conducted performance reviews and provided guidance for employee development
• Managed employee relations issues and facilitated conflict resolution
• Oversaw recruitment and talent acquisition efforts
• Led diversity, equity, and inclusion initiatives
• Ensured compliance with HR-related legal requirements
• Presented HR-related reports and recommendations to senior management

When using action words in your HR Business Partner resume, make sure to provide context for each accomplishment or experience. Employers want to see how you have applied these skills in a real-world setting. Use specific examples to demonstrate your experience with these action words.

For instance, instead of merely stating, “Developed and implemented HR programs,” provide more detail: “Developed and implemented a comprehensive onboarding program for new hires, resulting in a 15% increase in employee retention and satisfaction rates.”

Using action words in your HR Business Partner resume can set you apart from other candidates and demonstrate your strengths to potential employers. The key to effectively using these words is to provide context and specific examples for each of your experiences. By doing so, you will better convey your skills and accomplishments, leading to greater chances of landing your dream HR job.

Formatting Tips for HR Business Partner Resumes

A well-formatted resume can be the difference between catching a recruiter’s eye and getting lost in a pile of applications. This is especially true for HR Business Partner roles, where a resume needs to communicate both your HR experience and your business acumen.

When formatting your HR Business Partner resume, keep in mind the importance of clear and concise organization. Your resume should be easy to scan, with clear headings and bullet points highlighting your relevant skills and experience.

In terms of selecting the best resume format/layout, there are a few options to consider. A chronological format can be effective if you have a solid HR career history, while a functional format may be better if you’re transitioning from another industry or have gaps in your work history. A combination format can also work well, highlighting both your experience and skills.

When it comes to font selection, stick to easy-to-read fonts like Times New Roman, Arial or Calibri. Avoid using script or decorative fonts, as they can be distracting and difficult to read.

Spacing is also an important visual consideration. Use ample white space and keep your margins between 0.5-1 inch to ensure your resume doesn’t look cluttered. Use bullet points to break up long paragraphs of text and use bold or italics to draw attention to key information.

Finally, be sure to proofread your resume for any spelling or grammar errors. Typos can be a quick way for your resume to end up in the rejection pile, so take the time to double-check your work.

By following these formatting tips, you can create a professional and polished HR Business Partner resume that will catch the attention of recruiters and hiring managers.

Examples of HR Business Partner Resumes

To provide an in-depth visualization of what a winning HR Business Partner resume might look like, this section highlights three different example resumes tailored to various HR Business Partner positions. In this section, we will be identifying unique strengths and formatting and wording choices of each and offering key takeaways and tips for implementing these techniques into your own HR Business Partner resume.

Example 1: Senior HR Business Partner

This example HR Business Partner resume is tailored for a senior level role. The candidate highlights their extensive experience in HR as well as their leadership skills. Their resume is organized chronologically, focusing on their most recent positions held. The most unique strength of this resume is the candidate’s attention to detail and strong communication skills, which are essential for any HR professional. Additionally, the candidate emphasizes their passion for working in HR and their ability to navigate complex situations.

Key Takeaways:

• Highlight your extensive experience in HR as well as your leadership skills.
• Focus on your communication skills and ability to navigate complex situations.
• Emphasize your passion for working in HR.

Example 2: HR Business Partner Manager

This example HR Business Partner resume is tailored for a managerial role. The candidate highlights their ability to manage teams and develop staff within the company. This attribute is essential for any managerial role in HR. The resume is organized functionally, with headings such as “Staff Development” and “Team Management” clearly identifying sections of the candidate’s experience. Additionally, the candidate emphasizes their ability to analyze data to make strategic decisions.

• Emphasize your managerial skills, particularly your ability to manage and develop staff.
• Organize your resume functionally, highlighting key areas of experience.
• Show your ability to analyze data to make strategic decisions.

Example 3: HR Business Partner Coordinator

This example HR Business Partner resume is tailored for a coordinator-level role. The candidate highlights their ability to work in a fast-paced environment and manage multiple objectives simultaneously. Their resume is organized by skills, with each skill set and its accompanying experiences listed under a separate heading. The most unique strength of this resume is the candidate’s ability to work with a variety of stakeholders, including employees, managers, and executives, to ensure smooth operations in the HR department.

• Highlight your ability to work in a fast-paced environment and juggle multiple objectives.
• Organize your resume by skills, highlighting your expertise in key areas.
• Emphasize your ability to work with diverse stakeholders for smooth HR operations.

Key Takeaways and Tips

These three HR Business Partner resumes demonstrate the importance of tailoring your resume to the specific role you are seeking. It is crucial to highlight the key skills required for the position and organize your experiences in a way that showcases these skills. Additionally, attention to formatting and wording choices is also critical. Use bullet points to make your experiences stand out and keep your resume concise.

Tips for Optimizing Your HR Business Partner Resume for Applicant Tracking Systems (ATS)

In today’s job market, applicant tracking systems have become a common tool used by employers to streamline their recruitment process. ATS is a software application that scans resumes for specific keywords, skills, and other relevant information based on criteria set by the company. If your resume is not properly optimized for these systems, it may not be noticed by potential employers. As an HR business partner, it is essential to understand how these systems operate and what strategies you can use to optimize your resume for ATS.

Explanation of what ATS are and how they function

Applicant tracking systems were developed to help companies manage a large number of job applications effectively. These systems scan resumes for specific keywords and relevant information, and then rank them according to their relevance to the position. An ATS is designed to automate and streamline the recruitment process and provide employers with a pool of top candidates. However, not all resumes are optimized for these systems, making it difficult for job seekers to get noticed.

Strategies for optimizing your resume to pass through ATS systems

To optimize your HR business partner resume for ATS, it is essential to ensure that it reflects the specific job requirements and industry standards. Here are some tips to help you customize your resume:

• Use specific keywords: Use the job description to identify the important keywords and skills required for the position. Use these keywords throughout your resume to highlight your relevant experience.
• Customize your resume to match the job listing: Tailor your resume to match the specific job listed. Ensure that your experience and skills are relevant to the role.
• Choose a simple layout: Avoid using elaborate fonts and graphics as they can confuse the ATS systems. Keep it simple and use standard formatting.
• Include a summary statement: Use a summary statement that highlights your experience, skills and achievements in a clear and concise way.
• Proofread your resume: Ensure your resume is free of any spelling or grammatical errors. Mistakes can confuse the ATS systems and prevent your application from making it to the next stage.

Examples of best practices for formatting and keywords

Here are some examples of best practices that you can use to optimize your HR business partner resume for ATS:

• List your work experience in reverse chronological order, starting with your most recent position.
• Use bullet points to organize your job duties, accomplishments, and skills. This format makes it easier for ATS to scan your resume.
• Include industry-specific keywords as they relate to your experience and job duties. For example, if you have experience with performance management, ensure that this term is used throughout your resume.
• Use appropriate job titles that reflect the responsibilities of your previous roles. This helps to ensure that your experience is aligned with the requirements of the job you’re applying for.

Understanding how applicant tracking systems work is key to optimizing your HR business partner resume for ATS.

Common Mistakes to Avoid in Your HR Business Partner Resume

No matter how experienced you are in the field of HR, making mistakes on your resume can hinder your chances of landing a job as an HR Business Partner. Here are some common mistakes to avoid in your resume, along with tips on how to correct them:

1. Not Tailoring Your Resume to the Job Description

One of the biggest mistakes people make when applying for jobs is sending out a generic, one-size-fits-all resume to multiple employers. This can come across as lazy and disinterested, and will likely not catch the recruiter’s attention. Take the time to tailor your resume to the specific job you’re applying for. Read the job description carefully and highlight the skills and experience that are most relevant to the role. This will show that you’re invested in the position and willing to put in the effort to make your application stand out.

2. Overusing Buzzwords

HR is known for having its own set of jargon and buzzwords, but overusing them in your resume can actually work against you. Instead of describing yourself as a “results-oriented team player” or a “proactive problem solver,” provide specific examples that demonstrate these qualities. Talk about tangible achievements or successful projects you’ve led. This will help the recruiter see how you’ve put your skills into practice, rather than just regurgitating clichés.

3. Focusing Too Much on Soft Skills and Not Enough on Results

While soft skills like communication, leadership, and teamwork are important in HR, recruiters also want to see tangible results that demonstrate your impact on the organization. Instead of saying you have excellent communication skills, give specific examples of how you used those skills to resolve a conflict or negotiate a salary. Make sure to quantify your achievements whenever possible. For example, instead of saying you “improved employee engagement,” say that you “increased employee engagement by 20%.”

4. Neglecting Formatting and Design

Finally, don’t overlook the importance of formatting and design in your resume. Your resume should be easy to read and visually appealing, with clear headers, bullet points, and white space. Avoid using funky fonts or colors that can be distracting. Also, make sure to proofread your resume carefully for typos and grammatical errors. Even the smallest mistake can detract from your overall professionalism.

By avoiding these common mistakes, you can create a strong and compelling HR Business Partner resume that will catch the recruiter’s attention and help you stand out among other applicants.

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Human Resources Business Partner Resume Examples

Writing a resume tailored to the Human Resources Business Partner position can be a tricky endeavor. To land the job, you need to make sure your resume stands out from the rest and reflects the skills that employers are looking for. In this guide, we’ll provide tips on how to write an effective Human Resources Business Partner resume, including what details to include, how to format it, and how to make it stand out from the competition. We’ll also provide resume examples to help you get started.

If you didn’t find what you were looking for, be sure to check out our complete library of resume examples .

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Human Resources Business Partner

123 Main Street | Anytown, USA 99999 | Phone: (123) 456-7890 | Email: [email protected]

As a Human Resources Business Partner with 6+ years of experience, I bring a strong knowledge of HR functions and best practices to my role. I excel in managing all aspects of HR operations, including recruiting, onboarding, performance management, employee relations and policy development. I am passionate about helping businesses achieve their organizational goals and objectives through effective HR management. I have a proven track record of success in solving staffing challenges and developing creative strategies for improving employee engagement and satisfaction.

Core Skills :

• Recruiting & onboarding
• Employee relations & policy development
• Performance management
• Compensation & benefits
• Organizational development
• Team building & employee engagement
• Conflict resolution
• Change management

Professional Experience :

HR Business Partner, ABC Corporation – New York, NY (2015 – Present)

• Acted as strategic partner and consultant to senior management on all HR matters
• Developed and implemented HR strategies to improve employee engagement and satisfaction
• Managed all aspects of recruitment, onboarding and employee relations
• Provided guidance to managers on performance management and disciplinary actions
• Developed and implemented compensation and benefits programs to retain top talent

HR Manager, XYZ Group – New York, NY (2013 – 2015)

• Partnered with senior management to create and implement HR strategies
• Created and updated policies and procedures to ensure adherence to relevant laws and regulations
• Managed recruitment, onboarding and employee relations
• Provided guidance and support to managers on performance management issues
• Implemented compensation and benefits programs to improve employee engagement

Education :

M.S. in Human Resources Management, New York University, NY (2013) B.S. in Business Administration, New York University, NY (2010)

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Human Resources Business Partner Resume with No Experience

• Recent Human Resources graduate with a Certificate in Human Resources Management, looking to leverage deep understanding of Human Resources policies, procedures and applicable laws to advance the mission of a progressive organization.
• Possess strong organizational and interpersonal skills, as well as excellent communication skills, helping to build and foster relationships with employees and management.
• Strong knowledge of Human Resources functions including recruiting, onboarding, policy enforcement, and employee relations
• Excellent interpersonal, communication and organizational skills
• Familiarity with applicable laws and regulations
• Proficient in Microsoft Office Suite and other HR software
• Ability to multitask and prioritize competing tasks

Responsibilities

• Assist in the recruitment process by screening resumes and conducting interviews
• Ensure completion of onboarding processes for new hires
• Maintain employee records and ensure compliance with applicable laws and regulations
• Provide advice and recommendations on employee policies and procedures
• Provide guidance and support to management on employee relations
• Develop and implement training programs and initiatives
• Provide guidance and direction to managers on performance management and disciplinary actions
• Conduct exit interviews and provide recommendations for improvement

Experience 0 Years

Level Junior

Education Bachelor’s

Human Resources Business Partner Resume with 2 Years of Experience

Highly organized and proactive Human Resources Business Partner with 2 years of experience building strong relationships with line managers, staff, and key stakeholders. Proven ability to manage employee relations issues in a professional and confidential manner. Excellent communication skills, including the ability to interact with people from all levels of organizations. Ability to analyze data to identify areas of improvement and develop strategies for increasing efficiency.

• Employee Relations
• Organizational Development
• HR Policies & Procedures
• Staffing & Talent Acquisition
• Performance Management
• Benefits & Compensation
• Change Management
• Communication & Interpersonal Skills
• Data Analysis & Problem Solving

Responsibilities :

• Partner with line managers and staff to address employee relations issues, provide guidance and advice on best HR practices, and ensure the organization is compliant with legal requirements.
• Develop and implement HR policies and procedures to support the organization’s people strategy.
• Lead the recruitment process, manage staffing requirements, and oversee the onboarding of new hires.
• Conduct performance reviews, provide feedback to employees, and ensure staff are being developed and motivated to meet company objectives.
• Administer benefits and compensation plans as well as oversee payroll processing.
• Ensure organizational change is managed effectively and all stakeholders are informed of any changes.
• Analyze data to identify trends and opportunities for improvement and develop strategies for increasing efficiency.

Experience 2+ Years

Human Resources Business Partner Resume with 5 Years of Experience

A results- driven Human Resources Business Partner with 5+ years of experience in providing strategic HR partnership to business units and leaders. Experienced in developing and executing HR plans to drive organizational growth, strengthen leadership, and maximize employee engagement. Skilled in change management, problem solving, and communication. Committed to creating cultures that embrace diversity and inclusion.

• Employer Branding
• Staff Development
• HR Processes
• Performance Improvement
• Partner with business leaders to provide comprehensive HR support and consultation
• Develop and implement customized HR programs and initiatives that drive business results
• Manage the employee life cycle from recruitment, onboarding, and development to retention and exit
• Facilitate career development and engagement by creating development plans, policies, and programs
• Create and manage employee relations processes that foster a culture of inclusion and respect
• Analyze current HR programs and processes to ensure compliance with labor laws and regulations
• Develop and maintain strong relationships with key stakeholders to ensure the effective delivery of HR programs and initiatives.

Experience 5+ Years

Level Senior

Human Resources Business Partner Resume with 7 Years of Experience

I am an experienced Human Resources Business Partner with 7 years of experience in HR and organizational development. I have a strong background in recruitment, talent management, employee relations and change management. I have worked with various organizations to help create and maintain a successful and efficient workplace environment. My experience has enabled me to develop a strong understanding of the business and human resources needs of organizations. I am passionate about helping organizations reach their goals and I am committed to providing a positive, productive and successful workplace.

• Recruitment and Selection
• Talent Management
• Strategic Planning
• HR Policies and Procedures
• Develop and implement HR strategies, policies and procedures in line with organizational goals
• Support employees in their development and career progression
• Manage end- to- end recruitment processes including job posting, interviewing and onboarding
• Conduct performance management reviews and provide feedback and coaching to staff
• Develop effective change management processes and lead change initiatives
• Provide guidance on employee relations issues such as disciplinary actions and grievances
• Identify training and development needs and organize training programs
• Ensure compliance with employment laws and corporate policies
• Analyze organizational trends, data and resources to support decision- making

Experience 7+ Years

Human Resources Business Partner Resume with 10 Years of Experience

A Human Resources Business Partner with 10 years of experience in the Human Resources field. I am highly skilled in Talent Management, Performance Management, Labor Relations, and Organizational Development. I have a proven track record of providing strategic direction, driving employee engagement, and developing successful teams. My strong analytical and problem- solving skills, coupled with my innate ability to build rapport and relationships, allow me to effectively work at all levels of an organization.

• Labor Relations
• Strategic Direction
• Employee Engagement
• Collaboration
• Problem- Solving
• Analytical Skills
• Communication
• Relationship Building
• Developing and implementing Human Resources policies, procedures and systems.
• Creating and managing budgets, ensuring that the department meets its financial objectives.
• Developing and managing talent development and recruitment plans.
• Coordinating and supporting the design and implementation of employee engagement strategies.
• Working with management to address any employee relations issues, as well as providing mediation services.
• Analyzing data to identify trends and provide recommendations on how to improve organizational effectiveness.
• Collaborating with various departments to ensure that the organization’s objectives are met.
• Developing performance management systems and providing feedback to employees.
• Liaising with labor representatives regarding labor relations issues.
• Developing and implementing change management processes.

Experience 10+ Years

Level Senior Manager

Education Master’s

Human Resources Business Partner Resume with 15 Years of Experience

A Human Resources Business Partner with 15 years of experience in a wide range of HR disciplines and an extensive understanding of the business world. Possessing a strong and well- rounded foundation of knowledge in various areas such as talent and performance management, employee relations, and organizational development. Skilled in implementing key HR initiatives and developing innovative solutions to complex business challenges. Proactive, organized and dedicated to creating an effective and efficient workplace, while maintaining a culture of employee satisfaction.

• Conflict Resolution
• Recruitment & Selection
• Compliance & Legal
• Compensation & Benefits
• Project Management
• Coaching & Mentoring
• Establish, cultivate, and maintain relationships with key stakeholders, providing advice and guidance on human resources matters.
• Develop and implement HR initiatives in line with the company’s objectives and in accordance to current labor laws.
• Provide accurate and timely advice to management on employee related issues such as disciplinary action or grievances.
• Develop and promote a positive work culture and environment, creating a positive rapport with employees.
• Contribute to the development and implementation of strategies that are designed to improve the performance, culture and overall environment of the workplace.
• Conduct recruitment and selection of qualified personnel.
• Monitor performance and attendance, ensuring that employees are adhering to policies and procedures.
• Provide coaching, mentoring and support to employees to ensure effective performance.
• Create and manage compensation and benefit plans.
• Analyze and recommend improvements to existing policies and procedures.
• Ensure compliance with applicable laws and regulations.

Experience 15+ Years

Level Director

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What should be included in a Human Resources Business Partner resume?

A Human Resources Business Partner (HRBP) provides services to support the organization’s human capital strategies, from hiring and onboarding to leadership development and employee engagement. In order to meet this challenge, HRBPs need to have a wide range of expertise, from an understanding of HR best practices to a strategic mindset. As such, a Human Resources Business Partner resume should highlight a wide range of qualifications.

Here’s a list of key elements that should be included in a Human Resources Business Partner resume:

• Experience: Showcase your experience in HR functions, such as recruitment, compensation and benefits, compliance, and employee relations.
• Education: Highlight any relevant degrees or certifications, such as an MBA or SHRM-CP.
• Skills: Showcase your leadership abilities, strong business acumen, analytical skills, and interpersonal communication skills.
• Achievements: List any awards or recognition you have received for your work, such as “Top Performer” or “Best HRBP”.
• Professional Affiliations: List any professional affiliations or certifications, such as SHRM or PHR.
• Results: Showcase any positive results or metrics associated with your work, such as employee engagement surveys, cost savings, or retention rates.
• Experience with Technology: Showcase any experience with HR technology, such as an HRIS or applicant tracking system.

What is a good summary for a Human Resources Business Partner resume?

A Human Resources Business Partner resume should provide a comprehensive overview of the candidate’s experience and qualifications. It should include the candidate’s professional background, education, accomplishments and specialties. The summary should highlight the candidate’s strong points and demonstrate how they can add value to an organization. It should also include information about the candidate’s experience in managing various human resources initiatives, policies and procedures. A good summary should also include the candidate’s experience in developing and maintaining positive relationships with employees and other stakeholders. Overall, a Human Resources Business Partner should be able to show their ability to lead and manage people, facilitate change and drive innovation.

What is a good objective for a Human Resources Business Partner resume?

The role of a Human Resources (HR) Business Partner requires a unique balance of soft skills and hard skills. As such, crafting a resume objective for this role requires thought and careful consideration. A good objective for a Human Resources Business Partner resume should focus on the following key points:

• Demonstrate a clear understanding of business and HR strategies
• Showcase your experience in aligning HR strategies with business objectives
• Highlight your ability to identify and resolve conflicts between employees
• Emphasize your commitment to creating and maintaining a positive work environment
• Prove your knowledge of relevant employment laws
• Demonstrate your experience in developing and implementing HR policies and programs
• Demonstrate your ability to create and manage effective employee relationships
• Showcase your ability to use data and analytics to inform decisions
• Highlight your expertise in managing recruitment, onboarding, and performance management

By emphasizing any of these points, your objective should demonstrate to recruiters that you are well-suited for the role of a Human Resources Business Partner.

How do you list Human Resources Business Partner skills on a resume?

A Human Resources Business Partner (HRBP) is a role that requires a variety of skills and experience in both human resources and business operations. If you are seeking a job as an HRBP, it’s important to highlight these skills in your resume. Here are some key skills to include:

• Strategic Planning: An HRBP needs to be able to think strategically and make decisions that help the organization meet its goals. This includes understanding the organization’s objectives, researching and analyzing data, and making recommendations for change.
• Leadership: An HRBP needs to be an effective leader, able to motivate employees and manage their performance. This includes setting expectations and providing feedback, as well as creating development plans and implementing policies.
• Communication: An HRBP needs to be able to communicate effectively with all levels of the organization, from the C-suite to individual employees. This includes both written and verbal communication, as well as the ability to listen and interpret feedback.
• Problem-Solving: An HRBP needs to be able to identify problems and develop solutions. This includes being able to analyze data, identify trends, and evaluate the effectiveness of solutions.
• Relationship Management: An HRBP needs to be able to build and maintain relationships with a wide range of stakeholders, from employees to external partners. This includes networking, building trust, and understanding different perspectives.
• Compliance: An HRBP needs to understand the organization’s compliance requirements and ensure that they are met. This includes staying up to date on laws and regulations, as well as ensuring that policies and procedures are followed.

What skills should I put on my resume for Human Resources Business Partner?

When you’re preparing your resume for a Human Resources Business Partner role, you want to showcase your most relevant talents and experience that make you the perfect fit for the position. It’s important to list the right skills on your resume so that the hiring manager knows you’re the right person for the job.

To help you stand out, here’s a list of must-have skills to include on your resume for a Human Resources Business Partner role:

• Strategic Thinking: As an HR Business Partner, you need to be able to think strategically about how to best support the business’ objectives. Demonstrate your ability to develop and implement plans that will move the company forward.
• Communication: You will be interacting with executives and employees on a regular basis, so you need to possess strong written and verbal communication skills. Showcase your ability to communicate with clarity and poise.
• Leadership: Highlight your ability to lead and motivate teams, and provide guidance. Show that you have the leadership skills to inspire people to reach their goals.
• Relationship Building: You will be working with a variety of people, so showcase your ability to build and maintain relationships. Show that you have the ability to foster strong relationships with clients and colleagues.
• Adaptability: It’s important that you can show the hiring manager that you can easily adapt to different situations and environments. Demonstrate your ability to think on your feet and find creative solutions.
• Problem-Solving: As an HR Business Partner, you need to be able to think critically and come up with solutions to problems. Show your ability to quickly identify and solve problems.
• Analytical Thinking: Highlight your ability to analyze data and draw meaningful conclusions. Showcase your analytical skills and how you can use them to make decisions.

By including these skills on your resume

Key takeaways for an Human Resources Business Partner resume

• When it comes to crafting a compelling resume as a Human Resources Business Partner, there are certain key takeaways that you should be sure to include. Your resume should highlight your abilities to partner with a diverse range of stakeholders and staff, your ability to create innovative solutions in the workplace, and your understanding of the complexities of the HR field. Additionally, you should demonstrate your commitment to ethical and legal standards, as well as your knowledge of the latest trends in HR.
• Including information about your previous experience in HR is a must. You should provide comprehensive details about the positions you have held, such as the type of HR responsibilities you had, the size of the organization you worked for, and the areas of the business you managed. You should also provide information about your achievements in each role and how they contributed to the success of the company.
• You should also emphasize your knowledge of relevant HR regulations and laws, as well as any applicable HR policies. Additionally, you should emphasize your experience with HR analytics and metrics, as well as your ability to diagnose underlying issues and create solutions. Your resume should also focus on your skills in conflict resolution and interpersonal communication, as well as your ability to build relationships with different stakeholders.
• Finally, it’s important to demonstrate the impact that you have had on the HR initiatives in your previous positions. This could include any changes you made that resulted in cost savings, increased efficiency, or a better workplace. By including this information on your resume, you can demonstrate to potential employers that you have the skills necessary to be a successful Human Resources Business Partner.

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Human Resources Business Partner Resume Samples

The guide to resume tailoring.

Guide the recruiter to the conclusion that you are the best candidate for the human resources 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.

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• Performance Management: Executes performance management process for the location
• Provides day-to-day performance management guidance to line management (coaching, counseling, career development, disciplinary actions)
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions)
• Performance Management, including advising all levels of management and staff members on the facilitation of performance management
• Works closely with management and employees to improve work relationships, to maintain an engaged workforce and to retain the best talent
• Provide coaching and counseling to develop performance management strategy and resolve performance issues
• Develop and deliver strategic HR plans to client groups, including Workface plans, Talent Management & Succession Planning, and Performance/ Career management,
• Assist managers in developing effective management of employee development and performance management
• Employee Performance Management – performance assessment and management process, learning and development, and employee career management
• Manage and develop the competencies of the HR team – Performance management; Key Performance Indicators; development
• Assist with performance management (Performance Appraisals, Performance Improvements Plans, etc.)
• Provide coaching and consultative support to management on leadership development, talent and performance management, change and people management issues
• Provide guidance to management in areas such as, recruitment, talent management, career development, performance management, policy guidance and interpretation
• Provides day-to-day performance management guidance to line management (coaching, career development, disciplinary actions)
• Strong interpersonal skills including oral and written communication skills
• Excellent PC skills including knowledge of word processing and spreadsheet applications
• Working knowledge of relevant governmental regulations (Civil Rights/EEO, ADA, FLSA, wage and hour)
• Working knowledge of human resource policies and procedures associated with employee relations, compensation, and training
• Working knowledge of recruitment and selection techniques
• Consistent and working knowledge of Federal, State and Local employment law
• Proven ability to identify and independently solve complex problems through the implementation of systems based on industry best practices
• Excellent communication skills both written and oral, capable of communicating at all levels
• Versatility in working with analytical reports, financial data, and providing solid business recommendations
• Experienced in all prominent areas of the Employee life-cycle. Extensive knowledge of federal, state and local employment laws

15 Human Resources Business Partner resume templates

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• Working in partnership with business stakeholders to consult with, provide advice and recommendations on a full spectrum of HR activities, i.e. people management, employee relations, compensation, staffing, performance management, career and talent management, employee counselling, HR policies & procedures, learning & development
• Provide creative and pragmatic advice/ guidance to business stakeholders to effectively manage and resolve human capital issues whilst ensuring all actions confirm to regulatory/ legislative; best practice and corporate policies
• In partnership with appropriate specialist groups both locally and regionally, stay current on best practices. Tailor and implement those best suited for the business including recruitment, diversity, compensation and benefits, development initiatives and expatriate moves
• Provide Employee Relations advice- analyse complex HR issues and recommend solutions in a timely fashion following established guidelines. Support and coach managers on matters including: flexible working arrangements, absence and sickness, grievances, disciplinary issues and redundancies
• Facilitate the compensation process including: maintaining data integrity, job matching, analysing and auditing data, educating managers on the firm's compensation philosophy and year end communications, and coaching managers in making fair, robust and well differentiated decisions around employee pay
• Co-ordinate talent management programs: identify future leaders, succession plans, promotion candidates, competency gaps, mobility opportunities and diverse talent. Linking to our internal talent development tools to employee career development
• Project lead for allocated location projects
• Ability to contribute to an agenda and deliver against that agenda
• Able to work under pressure, prioritise appropriately, meet deadlines and juggle simultaneous demands
• Strategic influencing (local and regional)
• Candidate with SEA language skills is preferred but not mandatory. E.g. Mandarin or Bahasa Indonesia
• 10 years or more of relevant HRBP experience in a Financial Institution
• Bachelor Degree or Higher
• Serve as a strategic partner to senior leadership by developing and delivering integrated and inclusive HR Services such as: Strategy Development, Organization Design, Talent Management, Organization & Cast Effectiveness, Change & Transition Management and Functional HR Integration
• Provide strategic HR leadership, consultation and support for multiple businesses within the Creative Entertainment and Disney Photo Imaging organizations, focused on anticipating and assessing emerging business, organization or people trends and identifying and implementing the appropriate Human Resource / Diversity & Inclusion solutions
• Design and execute strategies to increase organization, team and individual performance to improve the business’s capabilities to deliver against its goals. Provide expertise in the areas of leadership and executive team development, organization and Cast effectiveness, and meeting design/facilitation with a bias toward building client capability
• Collaborate with HR functional partners to execute human resources strategies to enable business objectives and support future business growth delivering seamless support and integration of HR functions for our clients
• Execute the Talent Management process to identify current and forecasted talent needs and, in partnership with other site and segment partners, develop action plans to mitigate associated risk and improve confidence in future successor readiness to enable business objectives
• Minimum 5 years Human Resources or leadership experience
• Bachelors Degree or equivalent in Business Management, Human Resources
• React productively to change, effectively multi-task and act quickly and confidently under pressure
• Understand and adhere to local, state and federal laws regarding employment, wage and hour, OSHA and related laws
• Demonstrated human resources experience, with heavy emphasis on recruiting and employee relations
• Partner with company management to develop and implement business and organizational strategies and plans
• Utilize high level consulting skills to coach and provide feedback on leadership direction and style
• Create programs that problem-solve, address gaps in the workplace and ultimately promote learning, cultural-health, employee growth and connection/engagement to/with the workplace
• Ensure that all managers are effectively and proactively managing staff performance; facilitating responses to performance issues where appropriate
• Promote the talent agenda for the business; ensure that all managers have an effective development program and developing talent at all levels, as well as ensuring that appropriate succession plans are in place for key roles
• Oversee the performance management process; provide supervisory and employee counseling focused on timely issue resolution
• Serve as “subject matter expert” on federal, state, and local employment, wage and salary laws and regulations. Interpret and advise on the application of EEO/AA laws where appropriate
• Review and negotiate all relevant company, vendor and other third party contracts
• Bachelor’s degree in Human Resources, or related discipline
• 7+ years of progressive business/human resources generalist experience including recruitment, employee relations, organizational development, compensation and employment law
• 5+ years in an HR leadership role
• Proven understanding of the key financial drivers related to the growth and revenue goals of a dynamic technology company
• Proven experience examining and re-engineering operations and procedures, formulating policy, and developing/implementing new strategies and processes
• Demonstrated ability to build relationships and establish rapport with all levels of a company
• Graduate degree in Human Resources, or related discipline
• Start up technology company experience highly preferred
• Strong consultative style with proven experience supporting senior business leaders
• Strong conflict resolution skills with the ability to deliver results
• Proven oral and written communication abilities with the demonstrated ability to work with a wide range of sensitive and confidential issues
• Able to lead presentations and discussions with senior business leaders
• Able to travel as required by the needs of the business
• Organizational Diagnosis
• Influencing, coaching and facilitation
• Transformational change management
• Delivery management
• Reward Management
• Performance Development Management
• Leadership & People Management
• Diagnosis Training and Development Planning
• Build strategic relationships with C-level contacts, creating and executing on an account strategy and effectively influencing the direction of current and future human capital needs within the client business
• Act as the Human Resource subject matter expert for the client and provide HR services to strategically drive results with the goal of increasing client satisfaction and retention
• Strategize with assigned clients on business objectives and work to create solutions that impact business priorities
• Utilize human capital management expertise to deliver World Class Service resulting in excellent client satisfaction
• Possess an understanding of business drivers and have the ability to quickly learn an organization’s strategy and industry
• Strong client service experience and ability to manage multiple client priorities
• Capable of presenting ideas and programs as well as problem resolutions to all levels of executives and business owners with confidence
• Effectively envision, develop, and implement new strategies to address competitive and complex business issue
• Drives collaboration among multiple business units and HR functions
• Partners with managers to ensure consistent decisions are made
• Handles employee relations issues. Partners with Employment Law team as appropriate
• Undergraduate degree in HR, Business Administration, or related field. Masters referred
• 5+ years HR Business Partner or HR generalist work experience, within a large global organization with field HR experience
• Experienced working within a Shared Services environment
• Proven expertise in employee relations, with a labor background and experience a plus
• Strong skills in creating and executing on various communication methods on various initiatives
• Developed consulting capabilities
• Proven ability to be agile and able to adapt and manage change
• Financial and legal acumen preferred
• Delivers Corporate HR initiatives and services to the client. This includes compensation programs, HR reviews, equity audits, etc
• Project manage assigned HR initiatives or components of the client's HR strategy to their successful and timely completion
• Project manage initiatives that support the client executive and senior leadership team in becoming more self sufficient in managing HR issues
• Conducts HR analysis and gap assessment regarding implementation of client business objectives
• Certified Human Resources Professional (CHRP) designation or equivalent completed or in progress preferred
• Broad knowledge of Bank products, services, organization, and interrelationships
• Broad knowledge of HR practices, policies and related legislation
• BS/BA in Human Resources Management, Organizational Development, Industrial Psychology or equivalent
• 5 to 8 years’ human resources experience in a fast-paced global environment, including direct experience in manager and employee development, hiring, benefits administration, performance management, change process, communication processes, compensation and wage structure, supporting diversity, job descriptions and classifying employees, employment law
• Independent decision making ability
• Strong computer skills in PowerPoint, Word, Excel and People Soft
• Excellent writing, editing, analytic, presentation, organizational and time management skills
• Proven ability in identifying, assessing , and implementing solutions to HR issues and utilizing HR Centers of Excellence to support the business leaders and to provide the best solutions
• Experience supporting Sales and/or Marketing groups
• This individual may lead, manage and motivate junior HR professionals
• Bachelor Degree in Human Resources, Business, Psychology or Communications, or equivalent and relevant work experience required; minimum of 5 years progressive experience in an HR generalist function required
• Minimum of 3 years’ experience working with senior leaders in a growing organization
• Experience leading HR aspects of business mergers and acquisitions including organizational design, change management, workforce planning, change management and communication initiatives preferred
• Experience in employee development, as well as training and career development. Ability to develop, attract and assess talent and to ensure Cox Automotive has the right people in the right jobs
• Demonstrated advanced knowledge of federal and state employment laws and agencies, and compliance related issue resolution
• Demonstrated advanced client focus with outstanding judgment, critical thinking and the ability to influence all levels of employee
• Demonstrated advanced communication (verbal, written, presentation and interpersonal) skills required
• Demonstrated ability to be self-directed, proactive, results-oriented, and work effectively in a complex, fast-paced environment across all levels and with our HR Employee Service Center, Centers of Expertise, and parent company leaders
• Ability to adapt to changing conditions, share new ways of thinking and perceptions in a variety of situations and with various individuals and groups
• Ability to logically analyze complex issues and take action as appropriate
• Demonstrated advanced client service focus, business judgment, critical thinking and ability to influence all levels of employees
• Heavy project based work around organizational development, compensation, program rollout, and reporting
• Coach all levels of Managers through people related issues as well as formal VMware processes
• Help implement programs which foster sound employee relations and increase employee engagement
• Provide support to deliver company-wide initiatives such as goal setting, year-end performance review, headcount planning, employee surveys, etc
• HR experience, with direct client support and management coaching experience
• Currently pursuing MS/MBA degree
• Prior experience with a technology company preferred
• Demonstrated competence in the various HR functional areas: employee relations; consulting/coaching
• Must have outstanding interpersonal and communication skills, both verbal and written
• Typically 10+ years of experience in a diverse range of HR functions desired
• Experience partnering with managers to deliver HR solutions is required
• Intimate business knowledge; Understands financials and business model dynamics
• Excellent program management and process development skills
• Excellent quantitative and qualitative analytical skills, including competency in financial analysis
• Strong leadership and influence skills
• Drives talent management, workforce planning, organizational transformation, total rewards, employee engagement, training and other strategic HR initiatives within the business
• Builds strong relationships with senior business leadership in order to drive the execution of HR programs and proactively solve business challenges
• Coaches senior leadership within the business or function on issues that impact HR; leads business- or function-wide solutions that impact multiple business units and/or countries
• Ensures that the HR programs and initiatives are integrated with the business strategy
• Partners with and influences clients at the executive level, typically VP and Director level employees and their leadership teams
• Bachelor's degree in HR, Business, Finance, Social Science or related field (Masters a plus)
• Relevant working experience including any of the following: HR business partner, HR functional or generalist role, resource planning, organizational development, finance, consulting or management
• Represents the full spectrum of Human Resource (HR) functions, programs, and processes within a global business or function. Establishes and maintains relationships with top management (typically L2 or L3) in order to drive the execution of HR programs
• Responsible for designing an organization that effectively implements HR programs and processes
• Leads the HR programs and processes within the business or function. Assesses HR implications of the business strategy, identifies opportunities to further meet business needs, and designs solutions
• Evaluates proposed HR programs to determine organization-wide viability. Will act as the senior adviser inside the organization during the implementation phase
• Collaborates with senior colleagues in the centers of expertise in order to apply sufficient HR resources to meet the business needs
• Provide value add professional HR consulting services through advice and counsel to the client
• Ensure corporate governance as it related to BMO Financial Group's HR policies, procedures and practices
• Under the guidance of the HR Business Partner, deliver Corporate HR initiatives and services to the client. This includes compensation programs, HR reviews, equity audits, etc
• Ensure completion of HR analysis and gap assessment regarding implementation of client business objectives
• Demonstration of progressive and strategic HR experience preferred
• Demonstrated track record of effectively identifying and closing strategic human performance gaps to create a strong talent mindset and positive impact to business goals and objectives
• Sound understanding of business principles, models, and concepts
• This position will be located in DUMBO, Brooklyn, and responsibilities will include, but are not limited to
• Ability to lead presentations and discussions with senior business leaders
• Ability to travel as required by the needs of the business
• Understand our business as a whole, be proactive and support VP's, managers and co-BP's in creating the best place to work·
• Accountable for driving the HR vision & execution of the people plan
• Partner with the relevant function and the HR community to develop and execute people strategies and deliver results
• Lead and support both local and global HR and business initiatives
• Strategic partner with their VP's and managers to retain develop and motivate people
• Review and analyze data to identify trends and recommend solutions to improve performance, retention and engagement
• Coach managers to build leadership capabilities
• Partner with the talent acquisition team to hire the best
• Provide effective HR advice to business 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
• Build strong relationships with clients,and HR partners to ensure the needs of the business,strategies, workforce realities and upcoming changes are well understood
• Identify emerging workforce trends and needs through leaders, BMO Pulse,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 Senior Business Partner and/or assigned Project Manager–People and Workforce Solutions
• Resource Planning
• The candidate must be able to travel on a regular basis
• Educate Managers on all phases of HR programs and processes
• Coach Managers to help them strengthen their people leadership skills. Serve as a sounding board and confidante during difficult interactions and business situations
• Management experience. Leading a team; hiring, development, compensation, etc. is preferred
• Business or consulting experience outside of a Human Resource function a plus
• (Strong)knowledge of Federal and Provincial employment laws
• Knowledge of full range of people practices in a business setting: goal setting, performance assessment and improvement, compensation practices, talent review and talent management, workforce planning, attendance and leave practices, reductions in force, etc
• Demonstrated ability to influence all employee levels from front line to senior leaders
• Able to negotiate with managers to gain their consensus and strong commitment for action
• Must have the ability to multi task in a fast paced environment; adjust readily to multiple demands, shifting priorities and rapid change
• Able to quickly review a situation, sort through fact and emotion. Can assemble the full story pulling together facts, information and opinions from a variety of sources
• Able to analyze data and create reporting for education and action
• Assist managers and employees in resolving employee relations issues
• Provide guidance and input on business unit restructures and workforce planning
• Provide performance management guidance to line management (coaching, counseling, disciplinary actions)
• Identifie training needs within assigned business units and partner with the Leadership and Development team to provide solutions
• Formulate partnerships across the HR function to deliver value-added service to management and employees that reflect the business objectives of the organization
• Assist with special projects and other duties as assigned
• Ability to use professional concepts and company policies and procedures to solve a wide range of difficult problem
• Knowledge of employment law; independently manages complex ER issues
• Achievement and excellence driven. Curiosity and drive
• Applies business understanding to make sound decisions, leverage business understanding to drive shareholder value, thinks in a global perspective
• Drives, embraces and enables transformational change
• A strategic orientation. Sets, contributes, aligns and translates functional strategies
• Builds and fosters collaborative relationships, works collaboratively with extended teams and peers
• Effectively communicates at an executive level
• Leads with impact, builds influence
• 7+ years of relevant experience in business and/orhuman resources roles
• Possesses an analytical and project management mindset
• Ability to communicate and partner effectively with senior leaders to address business needs
• Ability to influence and implement change
• Advanced organizational skills and ability to manage multiple responsibilities
• Ability to think in an integrative manner across multiples disciplines involving partners across Insurance and functions
• Ability to identify themes and be able to interpret data regarding our employees and business lines
• Able to identify the people implications out of business strategy
• Preferred: MBA or Masters degree in a related discipline
• Lead talent management programs: identify future leaders, succession plans, promotion candidates, competency gaps, mobility opportunities and diverse talent
• Strong generalist knowledge of human resources processes, principles, concepts and methodology or experienced in a specialist HR discipline e.g. ER, Compensation and benefits or Recruitment
• Ability to communicate and partner professionally and effectively, at all levels of the business
• Ability to navigate in a highly complex, matrix organization and operate effectively in an often ambiguous environment
• Strong verbal and written communication skills in English, with one other Asian language an advantage i.e. Mandarin and or Cantonese
• Strong PC skills with hands-on experience in Excel, Word, PowerPoint
• Minimum 2-3 years’ experience as an HR Business Partner in a large organization. Insurance or financial services industries are ideal, but not required
• Demonstrable and comprehensive working knowledge of benefits, compensation, employee relations, recruitment, training, talent and performance management and employment matters
• Demonstrated strength in client service and the ability to think strategically and use effective communication to influence and impact the business
• Track record of administering & managing multiple company initiatives at once and first-class processing and work flow skills required
• Advanced Degree and/or certification in HR specialties
• 8-10 years as an HR generalist with additional experience in at least one other HR function
• Outstanding verbal and communication skills, with poise and confidence to interact with all levels of management
• Strong personal credibility with the ability to build trusted relationships with senior managers in order to influence
• Setting strategy and executes within own sphere of work and links HR strategy to business strategy
• Provide a single point of contact and responsibility for the delivery of value-adding people solutions to client businesses
• Provide sound and relevant advice on a range of people related issues including performance management, organisational restructuring, separations and redundancies and other employee relations matters that may arise
• Change management advice (communication, organisational culture and values initiatives, restructures/growth plans, organisational structure advice)
• Raising leadership capabilities through leadership coaching and advice
• Ideally a minimum of 5 years human resources experience with significant exposure to working within large corporate organisations
• Strong understanding of contemporary HR practices and tools with the ability to apply them with flexibly to new situations and client groups with different needs
• Strong understanding of employment laws, particularly relating to conditions of employment and termination – understands and interprets risks appropriately
• Continuous improvement of HR products and services
• Demonstrated experience supporting senior managers and communicates with impact at that level
• Ability to build strong working relationships with the key stakeholders within the business
• Must be a strong team contributor to both the HR and business teams
• Well developed communication and interpersonal skills
• Degree qualified; you will have at least 7 years of experience with proven track record of being a strategic HR business partner; experienced in a multinational partnership corporation will be an advantage
• Strong strategic thinking within business; able to recommend and implement new ideas and deliver HR services
• Able to work in a team with capability to provide HR solutions to the management team
• Strong communication skills, fluent in English, Cantonese and Mandarin
• Minimum 7 years of progressively responsible and related experience in Human Resources including Performance Management, Talent Management, Learning and Development, Organization Design, Compensation principles as well as policies and related legislation
• Advanced knowledge of business strategy and financial acumen to align both business objectives and HR strategies with corporate goals to maximize shareholder value
• Advanced knowledge and understanding of use of the HR processes and HR practices
• Able to deal with ambiguity, amongst multiple projects and competing priorities
• Establish and maintain an intimate understanding of the client organization and the business. Build effective and productive working relationships with internal stakeholders and clients at all levels of the organization
• Accountable for driving the HR vision & execution of the HR strategy plan
• 4+ years’ experience progressively responsible experience as a professional HR generalist or related position
• Strong understanding translating the priorities of the business and integrating the HR value proposition and strategies to meet the business needs
• Ability to influence and manage change and deal effectively with change management initiatives
• Self-starter with a creative mind and a track record of putting ideas into practice and assessing results
• Experience and exposure to a variety of HR facets including employee relations, learning & development, talent acquisition and compensation
• Experience providing organizational design and leadership development support
• Hands-on experience with HRIS
• Excellent interpersonal skills and the ability to interact with entry level through executive level individuals successfully
• Ability to work in a fast paced environment, meet deadlines and goals
• Excellent analytical skills & ability to interpret data and recommend multiple solutions
• You love media and are passionate about HR. You have integrity, are assertive and easily build trust. Always curious, you make sure to keep up to date with the latest HR and business trends
• Experience gained within Financial Services industry an advantage
• Ability to prioritise work to meet business and function requirements
• Demonstrates initiative and ability to work autonomously
• Proactive approach with internal and external customers to ensure resolution of issues and consistency of HR practices in a matrix reporting environment
• 4+ years of Human Resources experience with a Bachelor's Degree in a related field; 2+ years of Human Resources experience with a Master's Degree in a related field
• Knowledge of applicable state and federal employment and labor laws and governmental compliance requirements,
• Experience in Employee Development and Retention programs
• Knowledge of immigration laws and processes
• Bachelor's Degree and 4-5 years of Human Resources experience, or a Master's Degree in Human Resources Management and 2 years of experience in the HR field
• Strong interpersonal skills and customer service attitude
• Ability to exercise sound judgment and make decisions in a manner consistent with the essential job functions
• Knowledge of applicable state and federal employment and labor laws and governmental compliance requirements
• Experience in employee development and retention programs
• Support the implementation and administration of employment policies, communications, procedures and programs
• Responsible for providing administrative support to the EE&T HRBP team to include but not limited to employee transfers, management transfers, status changes, reporting, and other administrative tasks
• Serve as a key primary point of contact for initial intake for employees seeking guidance on all human resource issues and inquiries
• Assist with the resignation process, conducts exit interviews and analyzes departure trend data
• Lead the administration of background checks and drug screens for the internal employee population, as required by certain project contracts
• Collaborate with corporate HR functional areas to leverage expertise, systems, and processes
• Assist and support new and changing Corporate and HR initiatives and programs
• Understand the link between accurate and timely compliance with time and expense policy and financial reporting
• Organize tasks and effectively prioritizes work
• Work collectively with project team and client to achieve established goals
• 2+ years of demonstrated experience resolving complex employee relations issues and organizational development issues
• Excellent presentation, verbal and written communication skills
• Ability to effectively communicate with all levels of the organization as required
• Outstanding interpersonal and conflict resolution skills
• Working in partnership with business stakeholders to provide advice and recommendations on a full spectrum of HR activities, i.e. people management, employee relations, compensation, staffing, performance management, career and talent management, employee counselling, HR policies & procedures, learning & development
• Partners with appropriate specialist groups both locally and regionally to deliver solutions to the business
• Partners with location ER specialist to support ER advices on simple and or complex HR issues and recommends solutions in a timely fashion following established guidelines
• Supports and guides managers on matters including: flexible working arrangements, absence and sickness, grievances, disciplinary issues and redundancies
• Works closely with AM HR head to support year end talent and compensation reviews. i.e. maintaining data integrity, analyzing and auditing data, and supporting location managers in pay and promotion processes
• Proficiency with Microsoft Office (Word, Excel, Outlook, PowerPoint), internet navigation, internet job boards
• Highly collaborative style. Willingness and demonstrated ability to work in teams, as both a lead and as a supporting team member
• Good attention to detail
• Sound judgment and discretion; able to maintain confidentiality as an HR representative
• As the day-to-day HR Representative, develop and manage effective business relationships with colleagues and business leaders at all levels
• Work closely with the Sr. HRBPs and HR Centers of Expertise (COEs) on strategic HR initiatives, such as: Performance/Talent Management, Work Force Planning, Employee Relations, Learning and Development, Diversity, Immigration/Relocation, Compliance and Compensation
• Serve as an effective HR liaison between the Business, Global HR and COEs to help ensure that a full scope of HR support is executed in a consistent, thoughtful, helpful and compliant manner
• Partner with Recruitment (Lateral and Campus) and the HR Operations teams to ensure a timely and pleasant on-boarding experience
• Provide guidance and direction on compensation processes with the business and ensure adherence to all applicable legislation and policies
• Provide effective leadership and/or support for ad hoc HR projects, initiatives and coverage needs
• Demonstrates effective relationship and stakeholder management skills in working collaboratively with colleagues and business leaders at all levels of organization to drive key HR and business priorities
• Highly motivated with demonstrated ability to manage conflicting priorities and requests
• Ability to take initiative and function independently, balanced with strong teaming skills
• Must maintain high standards of professional and ethical conduct
• Proficiency in MS Office Suite and familiarity with HRIS systems
• Prior experience in Financial Services preferred
• Biopharmaceutical experience
• Prior experience working in a highly matrixed environment with multiple shifts
• Strong Employee Relations experience
• Exceptional emotional intelligence and problem solving ability
• Balance of strategic and tactical skill sets
• Strong MS office skills
• Provide strategic HR Business Partner support to leaders and corresponding employee-base within the Engineering client group/region
• Executive coaching at the VP level; mentor and develop more junior HR staff
• Design strategic HR programs and solutions for business unit needs that can be replicated globally, with an emphasis on talent and organizational development, underlying talent problem identification and recommended solutions, employee relations, and talent/skills enhancement. Provide operational support and guidance on a full range of HR programs
• Act as a subject matter expert of Human Resources, legal, and regulatory requirements in conjunction with market best practices to ensure business unit compliance and competitiveness
• Independently drive methods for effective talent and succession planning processes to provide for proactive identification and development of leaders for future roles
• Proactively work with management team on workforce planning and effective staffing strategies to select and hire only top talent, develop and use workforce analytics and business metrics
• Serve as a liaison to over 400 cross organizational San Jose managers and employees on the full range of HR policies and practices
• Foster fun and engaging culture and environment on site
• Seek creative ideas to enhance site employee engagement, and lead our site champions
• Provide monthly updates and communication to employees at site meetings
• Partner with Facilities Management to address issues impacting employee health and well-being, utilize change management tools to implement appropriate interventions as necessary
• Coordinate and execute HR events throughout the year such as Bring Your Child to Work Day, Annual Health Fair, Career Development Month, and the Intern Programs
• In partnership with business unit HRBP, support employee investigations and resolutions for all site-related employee issues
• Point of contact to support immigration actions such as labor postings, immigration documentation and employee communication, new hire on boarding, and termination actions
• Minimum of 7 years of experience in Human Resources including at least 3 years in a HRBP role
• Experience proactively identifying HR opportunities and working in partnership with management to execute against HR strategy
• Strong communication and presentation skills plus the ability to work in partnership with the global HR team on special projects or initiatives
• Fast-pace, high-energy, quick-thinking, change-oriented and able to work with ambiguity and autonomy
• Must have strong organizational development experience and the ability to problem solve and multi-task in a fast-paced environment
• Strong employee relations and conflict resolution skills
• Must have a high degree of flexibility, the ability to manage effectively with ambiguity and adapt within an ever-changing work environment
• Must be knowledgeable of HRIS systems, PeopleSoft or Workday preferred
• Provide strategic HR leadership, consultation and support for multiple businesses within the WDP&R Operations Integration organization focused on anticipating and assessing emerging business, organization or people trends and identifying and implementing the appropriate Human Resource / Diversity & Inclusion solutions
• Deliver HR services to clients resulting in a seamless point of contact to the broader HR organization and ensuring successful integration of functional partner initiatives and expertise
• Bachelor's degree in Human Resources, or related field
• Business partnership
• Provide proactive support, coaching and consultation in the development and implementation of key business and HR objectives and initiatives that affect human capital management and development, improve organizational performance, managerial and organizational capabilities
• Participate in or lead ad-hoc projects on organizational design and/or change management
• Provide guidance on talent planning/promotions ensuring consistency & competitiveness in terms of compensation
• Act as point of contact and coordinate all disciplinary and grievance queries
• Partner with management to explain and illustrate various HR policies, procedures and legal regulations
• Support & facilitate workshops for Managers
• Ensure accurate employee records maintenance
• Drive end to end employee life cycle management from on-boarding to exit
• Assist, support and provide guidance on day to day HR queries
• Reporting and projects
• Assist with social reporting or any other business analytics
• Participate and/or lead staff representative committees and queries
• Contribute to HR IS alignment according to business needs and organizational changes
• 9+ years of progressively increasing Human Resources experience; 4+ years of experience in a Human Resources Generalist / Employee Relations role
• Bachelor's Degree (or equivalent experience)
• Demonstrated performance in consulting with line managers in matters relating to employee development, performance improvement and general HR related area
• Demonstrated strategic ability and ability to execute plans with a passion for the business
• Working knowledge of HR policies, procedures, and federal legislation related to employment practices and general HR administration
• Solid leadership skills
• Leadership Development: Partners with first line leaders to provide strategic direction and build effective teams. Identifies training gaps and programs to bridge gaps
• Talent Acquisition: Works with the leaders to create and maintain direct labor workforce staffing plans and manages onsite staffing agencies to ensure continued success and growth of the team. Leads orientation
• Employee Relations: Key point of contact for employees and front line leaders. Provides coaching and guidance. Reviews trends with management and recommends actions to ensure positive organizational changes and continued employee engagement
• Safety: Supports the development of Environmental, Health, and Safety (EHS) plans to meet operational goals to reduce accidents, injuries and incidents. Takes an active role in the company return to work program
• Compliance: Proactive approach in identifying and managing employment related risks, including litigation and investigations in accordance with government regulations and company policy
• Partners with other disciplines and the broader HR Department to ensure quality delivery of company-wide programs and initiatives
• Foster an environment conducive to a high performance team oriented organization
• Other duties and responsibilities
• Provide leadership and expertise for the full scope of Human Resources functions including all aspects of recruitment, employee engagement, coaching and development, policy administration, performance management, and employee relations
• Work with leaders and employees to establish and maintain a positive work environment, which encourages the full use of diverse talents and abilities
• Experience with labor negotiations and contract administration
• Provide excellent customer service; have outstanding interpersonal and conflict resolutions skills
• Excellent time management and communication skills; must be detail oriented
• Partner with internal stakeholders on value add programs in areas of training, development, retention and job performance
• Develop people strategies and design approaches for diagnosing and enhancing organizational effectiveness and employee satisfaction
• Drive collaboration across Human Resources, management and employee populations to roll out programs and understand business requirements and needs
• Assess existing HR programs and practices to identify opportunities for improvement
• Drive the delivery of human resource initiatives/ projects in the areas of compensation, employee surveys, performance management, talent management, recognition, training and other areas
• Collaborate on employee initiatives with other stakeholder groups- Operations, Training, Quality, Compliance, Finance, Workforce management etc
• Provide ongoing support and advice to line Managers (including employee relations issues)
• Partner and collaborate with other HR colleagues to deliver cross organizational, cross HR initiatives and results for arvato
• Provide mentoring and guidance for more junior staff within the team
• Degree qualified; preferably in Human Resources
• Minimum 4-5 years proven HR experience within a fast paced varied role
• Experience in human resource design, implementation and maintenance
• Demonstrated experience with the successful implementation of HR policies and procedures
• Proven track record of working on own initiative, as part of a larger team
• Demonstrated ability to interact with and serve the needs of internal customers and balance with company needs
• Proven project management skills
• BPO Industry experience
• Training delivery experience
• Strong mindset for continuous improvement
• Ability to work well under pressure and deal with ambiguity
• Ability to develop strong relationships at all levels and geographies throughout the organization
• Strong verbal and written communication skills , with an emphasis on tact and diplomacy
• Be a trusted advisor, thoughtful sounding board and business partner to senior leaders and their teams, functioning as the expert of people and organizational issues
• Help lead clients through the continuing evolution/transformation of our organization
• A minimum of seven years’ experience as an HR generalist required
• Experience supporting multiple sites and leadership teams preferred
• Demonstrated human resources experience, with emphasis on performance managerment and employee relations
• Experience working in an information/publishing/media field is a plus
• Build strong relationships with the management and senior leadership team
• Provide effective, creative, and objective employee relations support through coaching, policy interpretation, progressive disciplinary action, and incident investigation
• Guide managers through the performance management process to ensure consistency, clarity, and achievable action plans
• Identify and coordinate training opportunities for employees, including but not limited to, safety, harassment and discrimination prevention training
• Work effectively with the PUMA North America, Inc. HR Team located in Westford, Massachusetts
• Act as liaison for all HR support for the International Cobra Team
• Reconcile weekly payroll time cards for payroll processing
• Maintain HRIS administration for hourly and salaried employees
• Responsible for on-boarding new hires
• Participate in HR department projects as needed
• PHR or SPHR certificate preferred
• 4-6 years of experience as a HR Generalist, preferably in a manufacturing environment
• Kronos Workforce Central experience preferred
• Must possess demonstrated results providing effective employee relations coaching and counseling
• Strong communication and writing skills required
• Must be flexible and comfortable with managing multiple priorities
• Must be detail oriented, creative, and possess strong analytical, problem solving and decision-making abilities
• Results oriented with ability to work within demanding times frames
• Working knowledge of state labor laws
• Some limited travel may be required
• Provide generalist HR support and advice to Houston clients either directly or in coordination with regional HR Business Partners and HR Specialists
• Consult with all levels of management and coordinating with key HR stakeholders in the region to strategically execute Employee Relations, Performance Management, Diversity & Inclusion, Learning and Development, Talent Management, and Compensation and Benefits matters
• Provide location-specific input on the development of strategies and programs and help tailor regional implementation of the firm's people strategy
• Deliver on the development and/or implementation of HR processes
• Partner with the RPO provider to ensure the delivery of a coordinated recruitment effort to the business; as well as directly driving Campus recruitment requirements
• Contribute to broader HR projects, including global initiatives as needed
• Creates / reviews and job descriptions, provides consultation to managers on job requirements, advises managers on interviewing practices, interviews candidates, provides feedback on candidates and hiring considerations for hiring manager and recruiter, reviews job offers
• Conducts internal equity analysis for new hires and transfers as well as consults on compensation issues, partners with HRBPs to analyze and make recommendations on compensation issues during annual and ad hoc compensation review initiatives
• Provides employee relations services support to management and employees across the company.Identifies and implements solutions to employee relations issues.Creates sustained solutions to individual employee challenges.Mediates when applicable
• Meets with staff on an individual or group basis to hear concerns and to promote understanding of policies and procedures, company/department objectives, encourage open and honest communications and promote problem resolution through one on one employee conversations and/or respective employee’s reporting relationship; provides counsel to supervisors and managers to assist them to effectively apply corporate policies and guidelines, and applicable laws and regulations to people-based issues and concerns (e.g., performance, behavior, conflict resolution, personal demeanor, termination) that impact individual and team relationships, performance and productivity; stays informed of changes in laws, case law, regulations, policies, and programs relevant to employee relations and employment practices
• Coordinates with the Legal Department concerning potential legal issues, and other HR departments in partnership with the HR Managers and HRBPs.Exercises confidentiality around sensitive discussions and information
• Communicates client business needs/issues to HR Managers and HRBPs on an ongoing basis. Assists with critical incidents, ensuring smooth, professional, sensitive and timely follow-through. HR contact for general HR activities, operations and crisis management
• BA/BS in Human Resources or related field, or equivalent HR experience.Special training courses in Employee Relations, Federal Employment & Labor Law, Communication and Psychology preferred
• Minimum of 5+ years heavy experience in an HR Generalist position with specific emphasis on Employee Relations or Talent Management.Solid knowledge of Federal Employment and Labor Law a must; specific knowledge of California Employment and Labor Law preferred.Experience in other HR areas such as Recruiting, Compensation, Development, Engagement and Retention is preferred
• Strong MS Office skills. HRMS skills (ADP, PeopleSoft, etc.) a plus
• Ability to lead and influence others in a positive manner
• Patience, with the ability to remain calm under pressure; comfortable addressing difficult situations
• Detail oriented and organized.Strong prioritization, decision-making and follow-up skills
• Ability to offer and promote a high level of internalcustomer service
• Professional judgment and critical thinking Flexible; enjoy working in a fast-moving environment
• Ability to work with diverse personalities and multiple levels of employees
• Good listening, fact-finding, conflict management and interpersonal skills
• Counsels at all levels of management and associates regarding performance issues. Recommends courses of action conforming to HR policies in compliance with all Federal, State and local laws and regulations
• Facilitates performance management/coaching discussions as requested by management. Reviews performance improvement plans and corrective action plans
• Investigates associate complaints regarding HR policies and practices and allegations violating policies. Recommends appropriate courses of action to management
• Consults with VP of HR, AVP - HRBP and compensation area to develop, administer and communicate compensation plans, annual performance reviews and merit increases
• Partners with management, and identifies and recommends cost-effective solutions to staffing needs
• Promotes a positive associate relations work environment in partnership with client managers and ensures open and timely supervisor/associate communications and interventions
• Assists in designing and implementing HR policies/guidelines and programs and communicates changes to managers. Provides policy interpretation and conflict resolutions to all Associates in accordance with relevant employment laws
• Designs and delivers training to support HR programs and initiatives
• Assists in assessing departmental training and development needs and delivers training to enhance associates' skills and improve workplace satisfaction
• Meets with management to assess and discuss business climate. Provides reports to use in the business planning process
• Corresponds with Legal to address associates' claims/charges files with Government agencies
• Serves as liaison with management and may report on findings to investigations. Participates in audits by compliance agencies as needed
• Reviews and adheres to all Company policies and procedures and the Employee Handbook
• To partner with the leadership team and develop a solid understanding of the business environment
• Manage the performance management processes such that managers are coached on effective feedback mechanisms and drive a high-performance culture
• Coach managers and help them drive effective career conversations, develop their teams by educating them on the FB career framework, tools and provide guidance on career plans/training plans based on individual goals and the goals of the group and/or geography
• Provide expertise in development and execution, planning, and facilitation of employee relations efforts and have a deep understanding of local employment law and people practices
• Manage employee engagement programs and drive culture integration at the office
• Create an environment that encourages open feedback and employee growth
• Drive results based on business goals and strategies, by defining and executing specific people-focused initiatives, including talent-related initiatives and employee development programs
• Use data, metrics and internal / external trends to arrive at insights and structure HR projects and activities
• Build credible relationships with key management, business stakeholders and peers globally by combining commercial and HR expertise to add value to the business
• Coach managers in order to better manage their business, develop their people and drive business results
• Provide guidance and challenge managers on how to effectively manage change within the organization, such as department reorganizations, leadership changes, role restructuring, mergers and acquisitions
• Partner with Employee Relations to resolve employee issues and formulate recommendations to management; understand trends and recommend actions
• Manage a wide range of stakeholders across HR and internal clients to achieve flawless execution of HR initiatives and annual process
• Support clients in the execution of Bloomberg's evaluation and compensation process
• Display confidence, emotional intelligence and decisiveness
• 8-10 + years HR Generalist experience, preferably in financial services or Fintech
• Experience collaborating with various HR disciplines including compensation, recruiting, employee relations and talent management
• Ability to execute firm-wide talent initiatives with excellence in a fast paced, global collaborative environment; commitment to innovation and continuous improvement
• Ability to use HR reporting & analytics in generating insights and presenting findings back to the business, as well as tracking and disseminating key HR data
• Facilitation skills, including fostering creativity in solution design
• Good judgment on a range of people issues and the confidence to influence leaders and outcomes
• BA/BS degree; certifications and course work in specific areas of HR expertise preferred, including coaching skills
• 5+ years of Human Resources Business Partner, Management / Business Consulting, or relevant experience
• Bachelor's Degree or equivalent practical experience
• Experience working at a Startup or Technology company
• Solid analytical skills, including reporting, synthesizing data to identify themes and create solutions to address those issues
• Proven HR Generalist skills, including employee relations and employment law, and performance management
• Exceptional consulting and coaching skills
• Demonstrate global business acumen and engagement in global issues impacting the business and HR
• Provide expert leadership, coaching and development opportunities to global Generalist population
• Develop next generation of Business Partners and future leaders of HR
• Provide forward looking HR guidance to our most senior business leaders across the organization helping them deliver on business objectives and workforce priorities
• Develop and deliver presentations to executives and others as required on HR strategies, programs, practices and issues
• Deliver HR consulting to business leaders with a focus on operational excellence, including change management interventions, engagement and retention initiatives, and workforce planning strategies with an enterprise perspective on employment practices and compliance
• Leverage existing analytics to deliver insights to the business and inform future strategy of people analytics function
• Identify, validate and respond to organizational trends impacting the business
• Ensure effective and efficient performance management practices are followed globally
• Lead talent review & succession discussions and confirm follow-up plans are implemented
• Analytical and creative-capable of flexing solutions to changing demands: anticipating the local, regional, global impact
• Takes a big picture perspective regarding the organizations priorities and goals
• 12-15 years of experience
• Provide HR advice and counsel to client executive and leadership team. This includes the development of people strategies, leadership coaching, etc
• Coach the client and provide stewardship of the people goals, strategy, and plan of the organization
• Implement HR programs within the client group and in alignment with the overall Division and Corporate HR. Programs include compensation, employee engagement, talent management, performance management, and workforce strategies
• Coordinate the implementation of workforce forecasting, planning and "fit to role" processes to ensure a sufficient supply of talent to meet today's and tomorrow's business goals
• Minimum 6 years Human Resources experience
• Significant HR experience within the financial services sector
• Undergraduate degree preferred , Graduate degree considered an asset
• Certified Human Resources Professional (CHRP) designation or equivalent preferred
• Excellent consulting and relationship management skills
• Excellent negotiation and influence skills
• Ability to think strategically over a 2-3 year timeframe
• Strong leadership and people management skills
• Well developed project management and facilitation skills
• In-depth knowledge of Bank products, services, organization, and interrelationships
• Extensive knowledge of HR practices, policies and related legislation
• Assist with change management initiatives and instill rigor around employee relations, workforce planning and staff augmentation, specifically in the areas of off shoring and employee retention to deliver on business strategies
• Provide feedback to Corporate HR on associate and business unit manager needs, and provide input into the design of corporate programs and policies
• Partner closely with the talent acquisition team to develop job descriptions and define core competencies for specific roles
• 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
• Bachelor's degree in business, HR or related field; CHRL preferred
• 7-10 years experience as a HR Generalist, in a fast-paced environment with progressive human capital practice
• Ability to establish rapport with senior business leaders as a contributor to business results
• Demonstrated business acumen. Solution oriented and results driven
• Experience working with Global teams and contributing to the development of global strategies and programs
• Strong project management expertise and a track record of results-oriented achievement
• Experienced HR leader, with 5-10+ years demonstrated performance and ability to provide HR consultation to executives and employees on HR issues including Employee Relations, Recruitment, Diversity, Environment, Talent, Compensation, HR policies and Performance & Talent Management
• Previous HR leadership and HR management experience required
• Ability to objectively coach employees and management through complex, difficult issues
• Experience with Fortune 500 company and highly recognized branded organizations strongly preferred
• Bachelor's degree in related field or comparable experience required
• Ability to travel 25%-35% of the time for key meetings
• Manages and resolves complex employee relations issues by conducting effective, thorough and objective investigations
• Provides day-to-day performance management guidance to support group (coaching, counseling, career development, disciplinary actions)
• Acts as the primary point of contact to designated support groups for all HR matters, partners with HR specialists to successfully implement Talent Management, Total Reward and Talent Acquisition processes and initiatives
• Provides support to Talent Acquisition during the recruiting and onboarding phase
• At least 6 years working in HR role, at least 4 years working in HR Generalist role preferred
• Minimum of 3 years experience resolving complex employee relations issues
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws
• Bachelor’s degree and relevant industry experience, SHRM certification preferred
• Experience in various other functions of HR including but not limited to: Policy Management, Employee Relations, Recruiting, Compensation, Performance Management and Legal/Compliance is a plus
• Proven track record as a strong business partner
• Strong knowledge of employment law, compliance and policy development and implementation
• Excellent interpersonal skills and ability to effectively communicate at all levels of organization
• Demonstrated sensitivity to confidential materials/issues
• Be a trusted advisor to leaders and have the ability to pivot between strategy and tactical execution seamlessly
• Establish effective partnerships and communication with field management to ensure HR programs and processes are delivered and implemented consistently throughout the group
• Develop confidence in people management by supporting and coaching Retail Field Managers to identify employee issues and find solutions with minimal risk to the business
• Ensure advice is compliant with legal requirements and Company policies and procedures, with consideration of the commercial needs of the business
• Partner with HR team to drive consistent employee relations process and training that empowers Retail Field Managers to act as first point of contact to resolve issues in a legally compliant manner
• Develop, implement and coordinate effective on-boarding and assimilation process that is efficient yet effective in the retail field
• Ensure Retail Field Managers are conducting consistent new-hire orientation with new employees
• Ensure consistent and efficient process is followed when coordinating exit interviews and processing terminations
• Identify training needs, partner with Corporate HR to align and define programs to address the needs and consult with leadership on training and development initiatives
• Partner with Corporate HR and Retail Field Managers to establish a development pipeline for Retail Field employees
• Provide a comprehensive and professional HR service to all Retail employees. Ensure that objective, consistent and up-to-date advice is given and that best practice is maintained at all times. Promote and manage HR policies and practices proactively with managers
• BS/BA is required
• Minimum of 4 years progressive HR experience in a multiple location environment. Experience in consumer goods and retail is a plus
• 2 years HR Generalist experience
• 8+ years of professional experience
• Experience working through annual compensation cycle, performance management, including salary and bonus review
• Experience within Family Office Services
• Highly organized, strong attention to detail and dedication to careful editing/accuracy
• Strong technical knowledge and experience: compensation, talent management, employee relations, etc
• Excellent communication and client connection skills
• Ability to work under pressure and autonomously
• Ability to build effective relationships at all levels
• Strong technology skills
• Intermediate to advanced Word, Excel and PowerPoint knowledge
• Provide strategic HR Business Partner support to leaders and corresponding employee base within the Services client group/region
• Design strategic HR programs and solutions for business unit needs that can be replicated globally, with an emphasis on talent and organizational development, underlying talent problem identification and recommended solutions, employee relations, and talent/skills enhancement. Provide Operational Support and guidance on a full range of HR programs
• Lead employee investigations and resolutions for all site related employee issues. Using her/his deep understanding of evolving business needs and technology capabilities, drives IT innovation and captures the “art of the possible” in documenting business cases used to propose investments/divestitures
• Serve as a liaison to cross-organizational Colorado managers and employees on the full range of HR policies and practices
• Foster fun and engaging culture and environment on-site in Colorado
• Seek creative ideas to enhance site employee engagement and be part of site committees
• Coordinate and execute HR events throughout the year, such as Bring Your Child to Work Day, Annual Health Fair, Career Development Month, and Internship Programs
• Point of contact to support immigration actions such as labor postings, immigration documentation and employee communication, new hire onboarding and termination actions
• Minimum of 8 years of experience in Human Resources including at least 2-5 years in a HRBP role
• Experience proactively identifying HR opportunities and working in partnership with management to execute against an HR strategy
• Fast pace, high energy, quick thinking, change oriented and able to work with ambiguity and autonomy
• Must have strong Organizational Development experience and the ability to problem-solve and multi-task in a fast-paced environment
• Must be knowledgeable with HRIS systems -- PeopleSoft or Workday preferred
• BA/BS or equivalent work experience, preferably in Business or HR
• Superb attention to detail and organization skills
• Build and maintain strategic relationships with both management and employees to ensure alignment of HR strategies to Company strategy and vision
• BP Proactive partnership and communication plans in place to build leadership capabilities and drive performance driven culture
• Guide and support management teams in the application of our policies and procedures
• Proactive management of the complete employee lifecycle. Support department by processing changes such as status change forms, organizational charts and monthly status reports
• Proactively participate in facilitating onboarding and enhancement of Employee Engagement across organization by supporting the delivery of the ESS process & initiatives; relevant actions & supporting policies
• 3 to 5 years experience in a similar role, preferably in the retail industry
• Knowledge of Microsoft Word, Excel, PowerPoint
• Good coaching and training skills
• Team player with a positive attitude
• Proven ability to work within a fast-paced environment
• Reinforces appropriate application of HR policies, standards and procedures to ensure alignment with the organization’s vision, mission and values and to ensure adherence with legislative requirements
• Understands client business goals, objectives, and operating environment, develops and implements a LOB human resource plan to enable the business in meeting their goals and objectives
• Plans and coordinates the delivery of annual Corporate HR initiatives related to Performance Management, Talent Planning, Base Pay and Incentive Pay to ensure the needs of the client groups and Corporate HR are met in a timely and efficient manner
• Partners with HR centres of expertise when presenting business specific HR requirements or assisting the centre with the implementation of new HR initiatives and programs
• Partners with HR centres of expertise when supporting projects and initiatives including legal entity changes, mergers, acquisitions, and divestitures providing insights and business specific input as required
• HR Program Delivery
• Supports LOB business strategy and objectives through the delivery of end-to-end HR solutions ranging from strategic positioning to implementation
• Performance Management and Capability Development
• Provides leadership and guidance to Managers on HR policies, programs and processes (i.e. performance management process (PMM), succession planning process to ensure consistent application of HR programs)
• The HR BP interacts regularly with senior leadership teams within the assigned lines of business in order to translate business needs into integrated Human Resource solutions
• Partners with HR centres of expertise (Talent Strategies and Executive Resources, Compensation and Benefits, Training and Development, Resourcing, HR Services and Operations, Employee Relations, Policy and Governance) for subject matter expertise, development of new/enhanced HR programs, HR policy interpretation and handling of complex workplace issues
• Act as the initial point of contact for all HR issues to assigned businesses and/or support groups, providing day to day advice and counsel on HR related matters
• Partner with HR Centers of Expertise and HR Services to ensure full end to end HR capability and service is provided
• Coach, support, and challenge managers in the application of HR policies and practices, provide advice and guidance on HR issues in order to minimise risk and financial exposure to the bank
• Through careful probing and questioning, identify any potential employee relations issues and inform the Head of HR and ER team. There will be some direct involvement in ER issues under guidance of the ER team
• Work with and coach managers & employees on the performance management cycle, including employee performance improvement plans and/or employee relations issues, involving the Head of HR and the ER team as needed to conduct ER investigations
• Monitor and advise managers on the probation process as well as recommending courses of action
• Identify improvements to processes and put forward the recommendations to the process or policy owners
• Act as back up and cover for the Head of HR when they are out of the office and as appropriate
• Drive and execute the people agenda including talent management, performance management, mobility, training and compensation. Work in close partnership with HR colleagues and specialists in development, compensation and recruiting
• Partner with HRAD to analyze HR issues and recommend solutions in a timely fashion following established guidelines and advising managers
• Liaise directly with employees and managers regarding general HR queries relating to policies, procedures and HR initiatives
• Work with Senior HR Business Partners on HR processes, participate and/or projects aligned to key identified HR priorities within both areas of client coverage and the broader Firmwide Risk organization
• Demonstrated ability to provide HR consultation to managers and employees on issues regarding staffing, compensation, employee relations, policies and performance management
• Ability to work collaboratively and develop strong working partnerships with clients and colleagues at all levels
• Ability to show good judgement and make sound decisions in a fast-paced environment
• Creative thinker and pragmatic problem solver who is able to develop succinct recommendations
• Strong multi-tasker; ability to prioritize; ability to handle confidential/ sensitive information on a frequent basis
• Excellent communication, interpersonal, influence and negotiation skills; commercial mindset
• Strong analytical skills; proficient with Excel and Power Point
• The ideal candidate will have 8+ years of human resources experience, with minimum 5+ years in an increasingly senior and complex business environment, influencing and driving results
• Strong leadership and coaching skills, with highly effective interpersonal and communication skills
• Excellent project management skills with a proven ability to design and implement creative processes and solutions that drive business results
• Champion performance and talent management processes with-in customer groups
• Develop annual people plan's in-line with business
• Responsible for the execution of the Platform / local facility people strategy, HR plan and priorities
• Execute annual people plan, in-line with business priorities, goals and initiatives
• Execute Platform people strategy, HR plan, and budget and HR priorities
• Interpret and communicate global HR solutions for Platform
• Provide consultative support, advice and solutions on all people related subjects, in conjunction with COE and HR Services
• Leverage the use of tools / knowledge / informational sources to identify business trends and ensure appropriate (COE) solutions are in place to support the business
• Support the HR Service Delivery model by working effectively with HR Services and COE's
• In conjunction with the Director, Human Resources, ensures delivery of HR programs focused on enhancing organizational performance, depth of talent, and employee engagement
• Provides direction, coaching, and advice in the areas of Human Resources policies and practices, employment standards and regulatory requirements, and employee issues, investigations, etc
• Proactively partners with managers to understand people issues and develop actionable and timely solutions, consulting other HR partners as required. Identifies key people trends and issues, and makes recommendations for changes, enhancement and solutions
• Manages WSIB and short term disability claims process, including modified job duties, and graduated return to work programs
• Oversees HR reporting on key metrics such as hiring, retention, engagement, etc
• Minimum 4 years human resources generalist experience
• Proven experience in employee relations, recruitment, coaching, development, performance management, and conflict management
• Solid knowledge of provincial employment standards, human rights, health & safety, AODA and other regulatory requirements
• Adaptable and comfortable with ambiguity and change
• Inspire with Service
• Liaise with subject matter experts within the broader Human Resources function (e.g. Recruitment, Reward and TLOD) to provide consultancy and advice within the business
• Execute global learning and development programmes through coaching and partnering with TLOD. This includes assisting with the implementation and ongoing review of such programmes in the business in order to develop line management capability and support the business to deliver results
• Manage all local employee relations issues providing subject matter expertise to local management team
• Work with local unions on individual employment matters
• Provide coaching and mentoring for HR Advisors to assist with building a high calibre team with the skills and capabilities needed to deliver the required results
• Ability and previous experience of developing and implementing organisational development projects
• Strategic thinking
• Strong written and oral communication and presentation skills
• Excellent problem solving skills. Ability to identify and apply systems solutions to business problems
• Significant media and creative sector experience is essential
• Experience of influencing and coaching managers essential
• Participate in or lead ad-hoc projects on organizational design and / or change management
• Provide guidance on talent planning/promotions ensuring consistency and competitiveness in terms of compensation
• Partner with management to explain and illustrate various HR policies, procedures, and legal regulations
• Assist, support, and provide guidance on day to day HR queries
• Participate and / or lead staff representative committees and queries
• Act as a point of contact to the French labor authorities
• Contribute to HRIS alignment according to business needs and organizational changes
• Foster an exemplary employee experience
• Help ensure optimum employee productivity
• Support practices and programs that reflect the core values of the organization
• Work to maintain effective working relationships, high morale and engagement and retention
• 7+ years directly relevant experience
• Experience as a BP in a fast-paced technology environment
• Obvious career progression within the field of Human Resources
• Startup or small company experience preferred; adtech experience a plus
• Experience with an HRIS, preferably SuccessFactors
• Professional certification preferred
• Act as a primary advisor for functional leads (based locally & globally) on all people practices
• Provide support to local and global leads for support on a range of people practices e.g. performance management, policy implementation, local statutory compliance
• Manage all employee relations cases
• Implement talent engagement and retention strategies
• Support the design and delivery of policies for India in conjunction with the relevant local & global stakeholders
• Support effective management of Talent practices: Talent Reviews and Performance Ratings in partnership with the local and global Talent Management team
• Own the year end compensation cycle for the assigned functions
• Own and manage learning interventions for the office
• Strong preference: prior HR Business Partner/Talent Partner experience gained in a complex and global matrix environment
• Strong financial & commercial acumen, matrix management, strong communicator, ability to influence and objectively challenge status – quo
• Proven track record of managing senior leader relationships across geographies; ability to collaborate to build deep relationships with stakeholders across functional and organizational lines
• Experienced in supporting diverse stakeholders group
• Open to feedback and willing to strive to improve own performance based on feedback
• Strong understanding of key HR functional areas including HR Operations, local regulatory compliance, talent practices, compensation and benefits
• Exposure to Learning and organizational development initiatives including design and process implementation
• Prior experience or exposure to financial services industry will be strongly preferred
• Solution oriented with ability to think broadly
• 5-8 years of relevant work experience
• Assist with the day-to-day delivery of Human Resource services and support for assigned client system
• Design and execute strategies to increase organization, team and individual performance to improve the business’ capabilities to deliver against its goals
• Provide expertise in the areas of leadership and executive team development, organization and Cast effectiveness, and meeting design/facilitation with a bias toward building client capability within client system
• Identifies and analyzes trends related to recurring issues and recommends strategies to help resolve the issue
• Act as a credible partner, proactive (has a point of view, challenges assumptions, takes initiative); and a trusted thought-partner to senior leadership within designated client system
• Acts as project leader as appropriate on assigned initiatives
• Minimum 3-5 years Human Resources or leadership experience
• Must be willing to travel up to 25% of the time
• Bachelors degree in Human Resources, or related field
• 7+ years of experience in Business HR or in a business function
• In-depth and significant HR expertise and experience and up to date knowledge of the HR agenda
• Ability to think long term around HR solutions
• Ability to plan long term and work alongside a complex business function in order to contribute to defining the strategy
• Exceptional facilitation skills in order to work collaboratively with the business
• Ability to work collaboratively with the HR function in order to develop an integrated HR approach
• Ability to identify HR interventions/solutions to any business challenge
• Experience supporting a finance function
• Excellent communication skills (written, oral, presentation); ability to provide guidance, using sound judgment and independent decision-making, at all levels of the organization, on diverse and/or complex issues to ensure compliance based on accurate interpretation of federal and state policies and regulations
• Ability to pro-actively execute and manage multiple tasks, excellent organizational skills and strong attention to detail
• Ability to work in a highly confidential, fast paced, flexible and collaborative environment; exhibiting strong analytical skills, solution-oriented problem-solving and the ability to influence others
• Previous experience training and coaching others on various topics including cultural orientation and performance management
• Ability to travel domestically, overnight, up to 5% of the time
• Broad experience as an HR Business Partner to a Business Unit
• Expertise in HR specializations including Comp & Ben, Talent Acquisition, Talent Development, Performance Development
• Business oriented HR professional who is keenly interested in the customer and commercial aspects of the business
• Excellent analytical skills, business reporting and a fact based decision making style
• Strong communications and influence skills
• Project management and coordination skills with the ability to deliver complex change project
• HR Business Partner experience, experience in a global environment preferred
• Experience of working in the high-tech industry and managing transformation of technology capability preferred
• Broad experience as an HR Business Partner to one or more Business Units
• Experience with Sales Compensation and Commission Plans
• Bachelor's degree, SHRM Certification or Advanced Degree a plus
• Significant HR Business Partner experience required, experience in a global environment preferred
• Experience of working in Healthcare and/or Information Technology is a plus
• Work closely with Sr. HRBP, HR colleagues and management team to identify the current and future needs of the business and lead HR strategies, priorities, plans and interventions to ensure successful results
• Collaborate with the Learning & Development organization to develop leaders, managers and employees for the future of the business
• Stay abreast of business and workplace trends. Analyze people processes, information and trends to make recommendations to leaders of the business for continuous improvement
• Analyze data to be used by HR and management team. Measure key people metrics, aligned with business goals to drive progress
• Drive projects and assignments that would be leveraged across the Markets HR team
• Ensure appropriate controls are in place and managed effectively for all critical HR processes
• Leverage HR colleagues in the Solutions team, Employee relations, etc. to deliver full HR solutions in matters of performance, policies, and other HR matters
• 3+ years HR experience (HR Financial Services experience preferred)
• High level of proficiencies in Excel, Word and Power Point is required
• 5-10 years of progressive HR experience to include: HR generalist, recruiting/ staffing, program/ project management, and process development experience in a rapidly changing environment
• Excellent communication skills and the ability to thrive in a lean organization and entrepreneurial culture
• Strong leadership and coaching skills with demonstrated results aligning people strategy to business strategy
• Understanding of organizational dynamics and the ability to think strategically and problem solve
• Solid track record of developing and implementing HR projects and programs to drive change and improve organizational and leadership effectiveness
• Demonstrated competence in employee relations and knowledge of employment laws
• Ability to think and take action independently, using sound judgment, in an environment that is often ambiguous and dynamic
• Advanced Degree
• 5 + years generalist experience
• Strong relationship building skills with internal clients at all levels
• Good knowledge of leading trends in the field of Human Resources, including HRIS and reporting
• Proficient Microsoft PC skills (including Word, Excel and PowerPoint)
• CIPD qualification desirable
• Demonstrated ability to work on own initiative
• Good team player with a sense of humour
• Typically 6-10 years of experience in multiple Human Resource (HR) functions and/or a generalist role
• Typically has experience designing and/or implementing HR programs globally or within a large business unit
• Experience partnering with managers to deliver HR solutions is preferred
• 5+ years broad based HR Generalist experience; including talent assessment and acquisition, employee relations and employment law
• HRIS reporting and analysis
• Must be highly collaborative and possess the ability to work with key stake holders to develop pragmatic, value-added solutions that drive measurable results within the context of IFF’s business strategies
• Forward thinking, ability to display vision and anticipate events
• Excellent Microsoft office suite skills
• Meet regularly with Management to update Human Resources activities, compliance, etc
• Recognize potential strategic employee relations issues, and take or recommend necessary action
• Work with Centers of Expertise to develop compliance and reporting, and recommend new program development or changes
• Contribute to the development of HR programs designed to reinforce the company’s strategic and financial direction (ROI)
• Ensure that disciplinary procedures are in compliance with state and federal law and company policies and procedures
• Proactively build and leverage HR Practices focused on enabling management and employees towards greater effectiveness, engagement, and retention
• Recommend improvements of HR capabilities
• Oversee and conduct investigations of harassment, discrimination, and other employee complaints
• Contribute to and develop recommendations for the Director of Human Resources for changes to policy and procedure, turnover analysis, and planning
• Provide direction on complex issues to ensure the uniform and equitable application of the organization’s policy and practices
• Actively participate in creating compensation policies and enforcement, as well as promotional guidelines and approvals
• Oversee performance management of employees/managers to include coaching, counseling, career development, and succession planning
• Effective communication (both verbal and written), negotiation, and presentation skills
• Ability to be influential and establish positive working relationships across the organization
• Proficiency in the use of PC software tools for analysis, audits, reports, and presentations
• Strong organizational and multi-tasking skills to include effective time management in all key responsibilities of the job
• Ability to handle sensitive and confidential situations with tact and diplomacy
• Masters Degree preferred, Bachelor’s degree required
• Minimum of 3-5 years of Human Resource Generalist experience
• Experience in Financial Planning, Profit and Loss analysis, Training, and/or Staffing/Recruitment a plus
• Knowledge of employment law to include, but not limited to, EEO, FLSA, FMLA, ADA, ADEA, etc
• Oracle HR experience a plus
• 10+ years of heavy Employee Relations experience, including conducting investigations, performance management, and employee engagement
• Senior Professional in Human Resources - Certified Professional (SHRM-CP) and/or Senior Professional in Human Resources (SPHR) certifications
• Strong working knowledge of multiple Human Resource disciplines, including: compensation practices; talent acquisition; employee and union relations; diversity; talent management; performance management; and, Federal and State respective employment
• Exceptional client management and business literacy skills
• Solid consulting, negotiation and conflict management skills
• Build solid relationships with all associates in client group
• Act as an in-house first level HR contact for all associates and leaders
• Participate in the full cycle of recruitment
• Administer orientation of new hires and work on continuous improvement based on the feedback of new hires
• Participate in organizational development plans and ensuring corporate consistency
• Lead and partner with management for effective succession planning
• Identify coaching and training needs among associates and leaders and participate in creating new or improving existing training programs
• Assist the Director of HR in all strategic planning projects
• Support and coach managers on the successful completion of annual performance evaluations
• Keep well informed on provincial and federal legislation and advise management accordingly
• Keep informed on compensation trends in a competitive market
• Be the advisor or coach in difficult situations to guide the managers on how to solve the situation
• Partner with HR colleagues to create, review or update policies and procedures
• Partners with departmental supervisors and HR management with regard to employee relations counseling, performance management, and exit interviews. S/he will lead investigations and ensure proper documentation and action
• Communicates and administers various human resources plans and procedures for all company personnel
• Acts as liaison with HR management the status of the field office and shares best practices with HR staff across the company. Participates in HR team activities and projects
• Participates in developing department goals, objectives, and systems
• Conducts new-employee orientation and other training as required
• Liaises with the HR Service Center regarding benefits administration and assists with the coordination of the annual Open Enrollment process
• Participates in staff meetings and attends other departmental meetings as necessary
• Identifies corporate risk and specifically in regards to the management of Human Resources. Escalates while coordinating resolution with HR management as directed
• Provides responsive and proactive customer service via telephone, e-mail, etc
• Bachelor’s degree in related field and 3-5 years’ experience as an HR Business Partner. Human Resources certification is highly desired
• Ability to work and lead multiple projects with proactive follow through and tenacity
• Strong organization skills with demonstrated success utilizing creative/effective-sourcing techniques
• Ability to use good judgment, and knowledge of legal requirements/company policies when faced with difficult challenges. Considerable judgment must be exercised when providing advice and counsel to employees
• Proven ability to interact, persuasively and communicate with all levels of management
• Knowledgeable on state, local and federal employment laws and regulations
• Ability to resolve complex problems and handle complex escalated employee and student problems
• Ability to maintain strict confidentiality and protect the rights of employees and students
• Ability to identify and manage company risk
• Must be able to work some evenings/weekends as needed
• Accountable for offering counsel and guidance to leaders and employees in all HR related matters
• Responsible for handling employee relations cases, inclusive of investigations and addressing employee or management concerns. Responsible for properly documenting, reporting and escalating any issues as appropriate
• Accountable for people data analytics and providing insights to LNO HR Team and business stakeholders
• Provide day-to-day HR support and response to LNO leadership and employees serving as their main point of contact for questions and transactions
• Manages Global Mobility including employee and leader communication, coordination with the global mobility team to ensure a positive employee experience while managing costs effectively
• Leads and/or supports people program delivery for the assigned business Unit on behalf of business executives working with local and global HR COE and delivery teams such as performance management, total rewards, and engagement
• Effectively builds partnerships with the leadership in business units he/she supports and is highly engaged and participatory at the level 3 lead team level to understand the unique demands and people needs of that business unit
• Talent Advisor and consultant developing and providing a strong talent point of view through strong leadership partnering ability and talent data driven insights
• Contributes to the people plan for the business unit(s) to align with business strategy
• Supports the COE and Delivery functions in understanding business plan and defining demand and needed people services (i.e. Talent Acquisition, Learning and Development, Total Rewards)
• Supports or facilitates leveling and calibration meetings
• Works along Finance to understand and help manage the overall labor budgets of the unit
• Partners with the assigned business unit(s) to develop and implement programs in partnership with the people program manager to support business needs
• May facilitate or lead training workshops with managers and employees in partnership with the Learning Portfolio Manager
• Strong analytical ability and critical path thinking
• Proficiency in excel (pivot tables, VLOOKUP’s). Experience in Qlikview or Tableau nice to have
• Ability to influence others, facilitate processes, and coach/advise leaders and employees
• Proven ability to make sound decisions fast and work in a high paced, high pressure environment
• Must possess strong time management skills
• Must be self-motivated, effectively work under minimal guidance and demonstrate initiative
• Build a culture of “Healthy” behavior and creates an atmosphere of confidentiality, transparency, and trust while ensuring that conflict is never avoided and always handled successfully
• Must possess the ability to work efficiently and deliver quality work
• Work in a collaborative style, demonstrating confidence and moves others to action by planning, motivating, organizing work tasks and executing
• Build effective relationships across geographic boundaries and functional departments based on trust, respect, and mutual understanding
• Promotes a proactive work environment by encouraging initiatives
• Demonstrate flexibility in adapting to ambiguous change and matrixed leadership structures in a global environment
• Proven experience working with leadership. Demonstrated ability in clearly articulating plans, concepts and activities to a broad/diverse global audience written and orally
• Dynamic individual with proven experience driving parallel, cross-functional activities in a fast-paced environment. Operates effectively across and bridges multiple organizational and functional area
• Organizational savvy and ability to influence others across all level of the organization and locations
• Bachelor’s Degree in Human Resources Management or related field
• 7-9 years of overall Human Resources professional experience with a minimum of 2 years’ experience in a global organization
• 3 to 5 yrs. experience in human resources business partner or generalist role with proven success supporting and delivering performance and compensation cycles/processes, employee engagement programs, and talent management/development
• Strongly prefer 1-2 years’ experience performing people data analysis, developing and presenting people data insights to management
• Business Partnering – Works directly with the team leaders in to ensure critical people processes are effectively and efficiency undertaken. Demonstrates sufficient business knowledge to be effective in contributing to critical people decisions. Balances business requests with a primary focus on delivering key IST People Plan objectives
• People Plan – Intimately understands goals of IST People Plan and role in achieving them. Partners with HR Manager to develop local implementation plan. Engages business partners in the successful delivery of key people initiatives
• Organizational Effectiveness – Provides line management with advice and options for improving organizational effectiveness, productivity and working practices in line with the Business / People Plan
• Talent Management and Succession Planning – Supports the delivery of Talent Review process for team leaders. Undertakes high quality analysis while ensuring Talent folders are produced on time. Facilitate Talent Review meetings and implement effective action plans to support an upgrade in the organization capability with a particular focus on differentiated careers paths
• Recruitment and Staffing – Ensures an understanding of the business staffing needs and partners with Resourcing and assists in the implementation of recruiting initiatives devised under the IST People Plan for successful adoption within regional businesses
• Leadership Development – Implements key Leadership Development initiatives and programs in partnership with team leaders. Contributes to development and improvement of IST People Plan agreed Leadership, Management and Personal Development programs
• Reward and Performance Management – Ensures team lead enrolment and execution of key reward and performance cycle programs and initiatives. Facilitates business unit Performance Management (SMART objectives, Performance Review) and Reward (pay / promotion review, bonus, stock and recognition) processes ensuring alignment with business / individual results
• Employee Relations and Engagement – Primary point of contact for all team leaders employee relations matters. Delivery of disciplinary processes, including execution of investigation needs as required. Advises line management on employment regulations and procedures to enable successful re-organizations, management change , improvement in working practices and productivity and without adverse impact on regulatory / legal compliance, company reputation or employee engagement
• HR Policy Administration and Services – Accountability for ensuring accuracy of team leaders people data. Ensures business compliance with HR policies and programs. Advise IST HR leadership and business leadership on local legal / regulatory requirements. Enrolls business in the smooth transition to SAP service delivery model through effective change leadership
• Successful influencing skills at middle/senior management level
• Current proven Employee Relations knowledge
• Performance Management skills
• Compensation knowledge
• Recruiting exposure
• 4+ years in HR role or equivalent
• Strong MS Office Suite experience, with specific focus on Excel and PowerPoint
• Excellent communication skills both verbal and written Focus on attention to detail
• Strong initiative to drive agendas forward
• Advises management and professionals on the interpretation of personnel policies, programs and procedures. Seeks to ensure compliance and understanding of HR policies
• Analyzes and provides advice to management on methods and approaches to resolve employee work problems
• Assures HR programs are carried out in accordance with company’s policies and procedures. May propose improvement to policies, programs and procedures to improve effectiveness of human resources and operations
• Acts as liaison between division and HR functional areas. Assists Division HR Director and HR specialists in coordination of HR processes such merit, bonus, goal setting, performance evaluation, supervisory training, succession planning, and performance improvement/discipline
• Engages HR specialists effectively and proactively as needed
• Carries out administrative work involving the HR functions and maintains related records
• May make presentations explaining HR programs
• May provide guidance and direction to HR specialists to ensure understanding of group’s structure, industry, market, policies, etc
• May assist with involuntary terminations and reduction-in-force activities as needed
• May be responsible for leading or supervising lower level support and clerical personnel
• 5+ years progressive HR experience in one or more functional areas
• Provides professional level support to Division HR Director in several of the following areas
• Advanced knowledge of HR programs, policies and procedures
• Good understanding of division administrative policies and procedures
• Good understanding of division’s business operations
• Basic financial acumen to understand key financial indicators, and recognize profitability and revenue opportunities
• Good leadership ability (team building, coaching, mentoring, change management, advising)
• Strong problem solving skills (identify, analyze, research, evaluate, resolve)
• Excellent conflict management and human relations (written, verbal, client service) skills
• Basic understanding of Human Resource Information Systems
• Strong communication
• Ability to develop and manage programs and processes
• 7 years ' experience in Labor Relations / Union Relations
• Strong talent management, leadership development, performance management, and org dev. experience
• Maintains knowledge of industry trends and employment legislation and ensures business compliance
• Contribute to the business strategy by helping leaders to identify, prioritize, and build organizational capacity, structures and processes to ensure that business needs are aligned with the strategy and equity of engineering industry infrastructures
• Provide interface to customers to manage key HR processes, identify business needs that have implications on strategy and HR policy and provide direct support in developing and implementing strategies to organizational efficiency
• Coach and guide clients in key areas such as talent management, performance management, recruitment, policy implementation human resources, compensation, employee development, employment equity, mobility, change management, organizational development and the effectiveness of the team
• Work with the recruitment team and managers to ensure collaboration in talent acquisition strategies and work closely with other shared services groups (HR Analysts and Global Mobility)
• Identify new opportunities for process improvement
• Minimum of 8 to 10 years’ experience resolving complex employee relations issues
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws
• Bachelor’s degree and relevant industry experience
• Offer expert HR guidance to managers in the following areas: career planning, performance management, coaching, compensation and rewards, employee relations, and learning and development
• Provide thought leadership regarding organizational and people-related strategy and execution. Use data insights to guide decision making and provide proactive solutions
• Collaborate with other People team members, leading and executing processes that allow for seamless employee development and People programs
• In partnership with finance and business leadership, maintain employee headcount and assist with metrics reporting
• Complete administrative tasks related to the execution of local HR management including HRIS system updates, maintaining personnel files, etc when needed
• 8+ years of HR experience in a technology-based company
• Extensive experience identifying and driving people solutions which align to business strategy
• Extensive experience partnering collaboratively across the HR and other organizational functions
• Extensive experience influencing executives and other business leaders individually and collectively
• Experience coaching mid to senior-level executives
• Bachelor’s degree from an accredited educational institution required
• Minimum 3 years of progressive experience in a human resources generalist position
• No relocation benefit is offered for this position. Only candidates residing within 50 miles of Raleigh, NC will be considered
• Proven track record of driving cultural change and organizational change
• Ability to lead, influence, and provide effective coaching
• Ability to demonstrate strong drive for results and sense of urgency; data and metrics-driven. Strong project management skills with ability to lead a cross-functional business team
• Ability to demonstrate experience performing analytics in Excel and other advanced tools and translating information into presentations and other communication channels
• Ability to effectively communicate and collaborate with all levels within the organization with proven ability to develop business partnerships across diverse groups and functions
• Ability to demonstrate commitment to employee engagement and continuous improvement
• Managerial courage with good conflict resolution and negotiation skills
• Strong knowledge of relevant local/state/federal/provincial employment laws
• Prior experience supporting technical functions
• Master’s degree and/or HR certification
• Prior experience with incentive plans
• Develop workforce plans and lead their implementation
• Advise leaders on strategies to grow talent and develop technical capability pipelines for the business unit
• Implement organizational structures that improve individual and organizational performance (including mergers and acquisitions)
• Support implementation of standardized processes for the assigned business unit
• Support change that enables the organization to thrive
• Provide consultation to leaders to deliver on their people goals
• Participate in the selection of candidates for senior positions
• Partner with COEs to: drive performance management, learning and development and key HR processes development
• Support succession planning
• Manage change management planning and activities
• Decision Capability & Quality
• Drives for Results & Productivity
• Integrity & Trust
• Strategic Agility
• Independently takes consultative approach with clients to anticipate, define and provide HR solutions to business priorities
• Demonstrates a strong working knowledge of the business and assists in providing creative solutions to HR issues to maximize success of the business
• Leads in the development, implementation and administration of HR policies and procedures and their dissemination through various employee communications
• Provides advice to associates and managers by partnering on complex HR processes, procedures, precedents and initiatives with referrals to appropriate resources
• Drives key talent processes with clients including talent review, succession planning, leadership development and talent assessment
• Supports the talent acquisition efforts of the business unit. Participate in the interviewing of strategic hires and leadership
• Performs role evaluations and creates new roles as the business requires. Conduct compensation evaluations working with corporate compensation
• Delivers training initiatives as required, mainly related to leadership effectiveness, policy and procedures implementation and change management
• Coaches management and employees and consults on organizational design/change/culture
• Maintains the pulse of the employee population, advising on risks to engagement and employee morale, potential performance level impacts and change management efforts. Assist with retention strategies to support culture and reduce turnover
• Utilizes reports and talent dashboards that measure talent efforts and provide predictive analytics for future changes or decisions
• Assists clients with employee communications (both through design and providing input )
• Participates and/or lead larger scale special projects at both the corporate Human Resources team and client level
• Partners with other HR team members on HR related issues and organizational initiatives
• Provides direct or indirect managerial guidance and expertise as HRGs take a consultative approach to partnering with clients to solve business issues. May supervise subordinate HRBP's or HR Generalists
• First HR point of contact for Associate related issues or concerns. May conduct Associate related investigations
• Local resource for corporate HR initiatives (e.g. benefit communication and enrollment, HR systems orientation, etc.)
• Completes other duties and assignments as required
• 8+ years of progressively responsible HR experience
• Broad understanding of HR principles, techniques and procedures as well as business strategies to assess HR implications
• Strong oral and written communication skills, sound judgment, ability to maintain a strict code of confidentiality and use of discretion
• Proven track record of building relationships and influencing all levels of organization
• Ability to work as part of a team, in a fast paced environment with changing priorities
• Ability to remain calm under pressure, and to organize tasks and work environment
• Strong knowledge and experience with talent management, organizational design and change management practices
• Experience managing associates or very strong mentoring experience
• Intermediate or stronger skill level with MS Word, Excel, PowerPoint and Outlook is required
• Intermediate or stronger skill level with Visio is preferred
• Experience with HRIS and payroll systems; e.g. ADP and Peoplesoft is strongly preferred
• 8+ years of progressively responsible HR experience is required
• Strong project management and analytical skills is required
• Excellent conflict resolution skills is required
• Experience managing associates or very strong mentoring experience *LI-RG1
• Takes consultative approach with clients in anticipating, assessing and providing HR solutions to business priorities, with guidance as needed from Sr. Director HR
• Demonstrates a working knowledge of the business and assists in providing creative solutions to HR issues to maximize success of the business
• Develops, implements and administers HR policies and procedures and their dissemination through various employee communications
• Provides advice to associates and managers by partnering on moderately complex HR processes, procedures, precedents and initiatives with referrals to appropriate resources
• HR point of contact for Associate related issues or concerns. May conduct Associate related investigations
• 5-7 years of progressively responsible HR experience
• Intermediate or stronger skill level with MS Word, Excel, PowerPoint, and Outlook required
• Experience with Visio is preferred
• Experience with HRIS and payroll systems preferred; e.g. PeopleSoft and ADP
• Design, develop and deliver tailored HR solutions to the business units’ needs, specifically in the areas of; compensation, workforce planning, employee relations, labour relations, training and development and performance management
• Provide coaching, consult and collaborate with clients to ensure balance in meeting their business and human capital objectives while sustaining global vision
• Maintain knowledge of business units’ operations and its strategic role within the organization
• Provide coaching and consultative support to employees on personal and professional development and goal attainment, playing an employee advocate role
• Contribute to continuous improvement and best practices to influence HR strategies, policies and procedures
• You have five (5) years or more of relevant Human Resources experience in a Generalist role
• You are a seasoned practitioner who is able to work with minimal supervision
• You are skilled at identifying the needs in development and working closely with the business to propose appropriate solutions and creative interventions
• Labor Relations experience in a manufacturing environment is an asset
• Experience in international recruitment is an asset
• You are a team player, change agent, project manager and you are able to manage several demanding clients simultaneously
• You have a high level of customer orientation; strong oral and written communication skills and are autonomous and dynamic in nature
• You are computer literate; proficient in Outlook and Microsoft Office Suite. HRIS systems knowledge such as SAP or other are considered an asset
• Formulate and recommend HR initiatives aligned with the business strategy
• Partner with management in all aspects of Human Resources including performance management, staffing/recruiting, retention & engagement, leadership development, change management and employee relations
• Assist with the integration of programs and practices that maximize, develop and help retain the business' top talent
• Drives employee engagement strategies and plans to create best places to work
• Assist management with interpretation and application of policies
• Serve as point of contact for employees. Answer questions regarding policies and procedures, and assist in resolving employee related issues
• In conjunction with HR Shared Services and Centers of Excellence, act as liaison and perform duties in performance management, staffing/recruiting/retention, employment, compensation, benefits, training and other HR related tasks at both a tactical and strategic level
• Recommend procedural changes that will improve and enhance the HR function
• Work with HR Business Partner peers, and HR management team, to recommend, develop and implement Human Capital Initiatives
• Deliver, and often create, employee and manager level trainings
• Own other HR Projects as assigned
• Be aware of, and comply with, all corporate policies. Responsible for ensuring compliance to applicable Federal and State regulations
• Bachelor's degree in Human Resources, Business or related field; PHR, SPHR or other HR certificate program preferred
• 10+ years of experience in an HR generalist or HR business partner function, preferably in a technology company engaged in direct manufacturing of aerospace and defense product. Experience providing employee relations support, successful track record resolving a wide range of employee and organizational issues. Experience working with legal counsel
• Experience working in a fast paced, high performance environment, matrixed environment desired
• Experience directing performance management systems
• Able to operate successfully with moderate supervision
• In-depth knowledge of employment/labor law and applicable Federal and State laws
• Strong analytical skills and the ability to provide recommendations based on varied data sources
• Excellent customer relationship and partnering skills
• Excellent presentation, facilitation and training skills
• Excellent planning, time management, decision making, and organization skills resulting in consistent meeting of deadlines
• Ability to assess tasks and issues in timely manner. Comfortable taking reasonable risks, without over-analyzing issues
• Strong attention to detail combined with an ability to think and work strategically
• Ability to work effectively with diverse groups of people
• Strong listening skills. Ability to listen to employees and identify root causes
• Empathy, with ability to deliver strong, direct information or direction with impact
• Knowledge Strong problem solving skills. Ability to find creative solutions to nagging problems
• Typically requires a Bachelors degree in Business Administration with an emphasis in Human Resources, Organizational Development or a related discipline and six or more years of progressive professional experience in a Human Resources department
• SPHR/PHR and/or SHRM SCP/CP preferred
• Strong influencing and coaching, collaboration and communication skills
• Outstanding verbal, written, and presentation skills
• Must have a comprehensive understanding of human resource principles, theories and concepts and a complete and thorough knowledge of practices, techniques, and standards
• Must be customer focused and possess: (1) the ability to identify issues and develop solutions to a variety of problems of diverse scope and complexity; (2) excellent analytical, verbal and written communication skills to accurately document, report, and present findings to a variety of audiences including senior management and senior external parties: (3) excellent interpersonal skills to influence and guide all levels of employees, including senior managers and senior external parties; (4) the ability to maintain the confidentiality of sensitive information; (5) the ability to initiate, plan, and manage projects; and (6) excellent computer skills
• Bachelors Degree and a minimum of 6 years related experience
• Intermediate proficiency with Microsoft Excel
• Subject matter expertise and demonstrated experience in multiple HR domains including: Talent Management & Acquisition, Orgazational Effectiveness, Change Management, Executive Coaching, Leadership Development, etc
• HR Systems and Analytics savvy
• Support the Business Unit by developing and implementing HR interventions in order to achieve strategic business initiatives and to deliver results
• Increasing employee engagement, providing change leadership, talent development, Career & Succession Planning and supporting process improvements
• Facilitating various communication forums such as HR Connect Sessions, Town Halls, Open Houses etc
• Project/Program Management activities for various HR initiatives including
• Performance Management, Promotions, Salary Revisions, Enhancement of employee satisfaction scores, Rewards & Recognition processes
• Review and analyze business unit data to identify trends and recommend solutions to improve performance, retention and associate experience
• Interpret and implement Organizational Policies/Programs/Procedures
• Partner with Business managers to retain, develop and motivate people to achieve their full potential
• Work with Business to assess, create and implement innovative solutions for a variety of employee engagement initiatives
• Provide ongoing support to the leadership team on any TM related matters, policies or procedures
• HR Communication: Working in close collaboration with HR functions to service associate requests and interacting with associates via calls and email communication about HR policies. Being responsive to business needs to ensure information is shared in a timely fashion
• Data Analysis: Analyze data and conduct spreadsheet analysis for different business projects and preparing spreadsheets for promotion and year end appraisals for committee calls. Supporting the talent review process for the business and assisting with compensation analysis and recommending fitments for travelling associates and validating associate supervisor hierarchy and governance structure on a quarterly basis
• Three (3) years of experience as a Human Resources Business Partner
• One (1) year of project management skills and experience with a drive for results
• Experience with HRIS Systems such as Peoplesoft, SAP, Workday, etc., with the ability to run reports and do analysis
• Experienced in MS Office tools and resources, specifically Excel, including PowerPoint, Excel and Word
• Experience providing all functions of Human Resources as a strategic business partner to a fast-paced and changing organization
• Strong overall business acumen and analytical skills with the ability to quickly grasp business issues and understand business strategy
• Adept at working with management to influence/facilitate change, implement strategy and accomplish objectives
• Interpersonal relations: particularly tact, sensitivity, professionalism, confidentiality and diplomacy
• Ability to work independently and to use good judgment in decision making
• Knowledge of commonly-used HR concepts, practices and procedures
• PHR/SHRP Certification
• Ability to work independently, set priorities and meet conflicting deadlines with a high level of accuracy
• Strong leadership skills, excellent communication and presentation skills
• Provide HR support including in the areas of hiring, termination, terms and conditions, programs and policies to client groups in Canada
• As a senior HR professional in the region, the position has additional advisory responsibilities to other HR staff both within the country and globally to ensure that the people needs of the client group are well managed and served
• Lead the development and implementation of corporate and local HR programs, including
• Seasoned HR professional with 8+ years’ experience
• Post-secondary degree in Business/HR
• Previous change management and coaching experience would be an asset
• Prior experience in a matrix organization is an asset
• Strong leadership and other interpersonal skills
• Excellent knowledge of Human Resources
• 10+ years of progressively responsible experience in HR with a Bachelor’s degree or 8+ years of progressively responsible experience in HR with a Master’s degree
• Successful track record as an HR generalist/business partner with involvement in organization design and development, change management, employee relations, compensation and benefits, employment, and employee training and development
• Computer knowledge and skills in HR Information Systems (HRIS) (ex: Workday, PeopleSoft, Oracle)
• Strong knowledge and experience with HR policies, processes and talent management practices
• Data analysis to demonstrate use of sound judgment and influencing client business strategies, especially related to organizational planning & design
• HR Masters or MBA with HR specification
• Professional in HR with SHRM accreditation (PHR)
• Results oriented and operates with a sense of urgency; ability to prioritize/problem solving skills; decision-making/analysis skills; ability to manage multiple projects simultaneously
• Demonstrated experience in developing and implementing change initiatives
• Experience using virtual collaboration tools such as WebEx
• Effective interpersonal/communication skills with the ability to influence and lead others
• Experience in a global, matrix management structure, and working with a virtual workforce
• Track record of bringing tangible value to business. Knowledge of employment law
• Self-directed work style, able to work autonomously with minimal direction and deliver results with customer service skills, action-oriented
• Strong coaching, consulting and facilitation skills
• Knowledge of immigration practices, H1-B visa, and other work visas
• Lead the implementation of core HR programs and processes as it relates to talent management, performance management, compensation, total rewards and training and development
• Increase team effectiveness and resolve conflicts as they arise
• Actively participate in or lead special HR projects that span locations, geographies and client groups
• 8+ years of experience as a HR professional, with significant employee relations experience within the “four walls” of a matrix organization
• Knowledge and background in most or all of the following areas: employee relations, training/facilitation, HR systems and analytics, policy administration, conflict management and resolution, compensation, benefits, HR process implementation and project management
• Demonstrated success in implanting programs and partnering with employees and managers using the following skills: coaching and consulting, courage and conviction, business acumen, dealing with ambiguity, data-driven problem solving, conflict resolution
• Change agent who can be situational in approach to explain and align employees and managers as they implement HR programs and practices and organizational change
• Minimum of 3 years of experience working in Human Resources, generalist, or specialist role, with some staffing experience preferred
• Demonstrated knowledge of HR policies, procedures and Canadian employment legislation
• Demonstrated strategic ability and strong knowledge of progressive human resources best practices and approaches
• Polished and professional written and verbal communication skills
• Working knowledge of various HRIS
• Strong business acumen with a track-record of collaborating with all levels of the organization, including senior executives
• Outstanding problem-solving skills and ability to multitask
• Ability to think both creatively and strategically
• Proactive, flexible, adaptable, results-focused and driven
• Bilingualism French/English an asset
• Work collaboratively with HR Colleagues and Management, to develop and implement innovative programs, processes and solutions that support the achievement of business objectives
• Support and facilitate the Performance Management / Talent Management agenda across LOBs
• Work with cross functional specialist teams in supporting and resolving day to day employee queries and issues pertaining to employees
• Support HR Colleagues and business managers to develop solutions pertaining to employee relations, talent planning, talent acquisition & staffing, compensation & benefits, development, organizational and change management issues
• Work with HR colleagues and line managers, to identify and resolve Human Resources issues, and address all concerns around performance, compensation and benefits, etc., in order to enhance employee motivation and retention
• Generate analysis of data which can support business decisions (Scorecards/Attrition analysis etc.)
• Exposure to HR Generalist activities, including a demonstrated ability to provide HR consultation to managers and employees on HR issues regarding employee relations, Talent acquisition & staffing, compensation, HR policies and performance management
• Ability to prioritize and manage multiple tasks, while remaining proactive and flexible in style
• Excellent communication skills, both, written and oral
• Assist with all Human Resources related activities in conjunction with Fanatics policies and procedures and budget requirements
• Consistently maintain a favorable and effective employee relations environment, working with all management to promote the Open Door Policy to ensure consistent, equal and fair treatment of all employees, while supporting the needs of the business
• Manage the administration of all orientation, compensation and benefit programs
• Provide counsel to staff and management in the areas of employee relations, performance management, and organizational and individual career development
• Proactively partner with management to identify staffing needs, partner with Recruiter to utilize creative solutions to fill open positions and retain key performers
• Minimum of 3 years professional Human Resources experience
• Working knowledge, understanding and application of HR principle concepts, practices and appropriate employment laws
• Ability to recognize, distinguish and aid in the resolution of employee issues
• Outstanding written/oral communication and facilitation skills
• Strong demonstrated decision making, problem solving and follow-up skills
• Strong PC skills within a Windows environment
• PHR/SPHR a plus
• Bachelor's Degree in Human Resource Management, Business Administration or related field
• 5+ years' experience supporting HR Operations in a Manufacturing environment
• Knowledgeable of Federal and state employment laws and demonstrated ability to apply knowledge across the assigned locations in multiple states
• Must be able to deliver consistent and quality results while upholding Company values and
• Masters in Labor Relations, or an MBA is preferred
• SAP HR Module experience is preferred
• Minimum 5 years of experience as a Human Resources Business Partner with increasingly responsible roles
• Highly proficient in Microsoft Office Suite
• Manufacturing and/ or industrial experience highly preferred including World Class Manufacturing
• Broad HR technical expertise and systems knowledge - working knowledge of HR functional areas through prior experience as an HR generalist
• Ability to act as thinking partner/coach for business leadership on various HR issues and processes impacting the strategic and long range business plans
• Ability to collaborate with shared services organization, centers of excellence and other HR business partner groups
• Change advocacy/consulting skills - effective in implementing change within role, seeks to learn and implement best practices
• Strong interaction with the other Faurecia US/European operations, to communicate in terms of a globally adapted HR-system issues
• Ability to establish and communicate company policies to prevent non-compliance with the law
• Awareness of the local and nationwide economical situation to effectively recruit and retain associates
• Ability to resolve conflicts and supports managers in building effective teams
• Sensitive treatment of confidential information
• 5-10 years of Human Resources experience
• 2 years in managerial position
• Postgraduate Qualification in Human Resources or Industrial Psychology
• Sound people management experience and demonstrated leadership
• Strategy Design and Implementation experience
• Ability to build and maintain relationships within Monsanto Global and with external stakeholders
• Assist business leaders in organizational design/development activities such as: designation of position profiles, Individual Development Plans, Personal Business Plans, Onboarding Development Plans, Plans for Performance Improvement, Development and Implementation Plans and Effective Organizational Planning
• Support Bargaining Unit employees in relation to benefits. Consult with the Human Resource Service Center to ensure benefits are administrated according to UAW Contractual Obligations. Coordinate resolution for local issues/problems/inquiries
• Advise, counsel, and coach business leaders, leading leaders, and leading business on workforce related issues, particularly: Performance Management, Individual and Organizational Development, Culture Implementation, Policy and Regulatory Adherence, and Compensation and Benefit Administration
• Develop, Implement, and Manage Effective Affirmative NBU Recruiting Programs to produce qualified candidates in the shortest possible time
• Provide HR Advice and Counseling to employees and managers
• Ensure local employment-related company policy and practices adhere to federal and local regulatory requirements
• Provide HR related Training and Facilitation Resources to customer groups as needed for People Development
• Provide effective employee communications through a variety of methods, such as: Face-To-Face Meeting and contributions to Truck Talk and presentations
• Support Corporate HR, GTO Leadership and Local Management in relation to special projects and initiatives, as requested
• Perform all other duties, as assigned
• Developing Direct Reports and Others: Provides challenging and stretching tasks and assignments; hold frequent development discussions; is aware of each person's career goals; constructs compelling development plans and executes them; pushes people to accept developmental moves; will take on those who need help and further development; cooperates with the developmental system in the organization; is a people builder
• Ethics and Values:Adheres to an appropriate (for the setting) and effective set of core values and beliefs during both good and bad times; acts in line with those values; rewards the right values and disapproves of others; practices what he/she preaches
• Learning-On-The-Fly: Learns quickly when facing new problems; a relentless and versatile learner; open to change; analyzes both successes and failures for clues to improvement; experiments and will try anything to find solutions; enjoys the challenge of unfamiliar tasks; quickly grasps the essence and the underlying structure of anything
• Listening: Practices attentive and active listening; has the patience to hear people out; can accurately restate the opinions of others even when he/she disagrees
• Managing Diversity: Manages all kinds and classes of people equitably; deals effectively with all races, nationalities, cultures, disabilities, ages and both sexes; hires variety and diversity without regard to class; supports equal and fair treatment and opportunity for all
• Planning: Accurately scopes out length and difficulty of tasks and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts for problems and roadblocks; measures performance against goals; evaluates results
• Presentation Skills: Is effective in a variety of formal presentation settings: one-on-one, small and large groups, with peers, direct reports, and bosses; is effective both inside and outside the organization, on both cool data and hot and controversial topics; commands attention and can manage group process during the presentation; can change tactics midstream when something isn't working
• Self-Development:Is personally committed to and actively works to continuously improve him/herself; understands that different situations and levels may call for different skills and approaches; works to deploy strengths; works on compensating for weakness and limits
• 5 Years Relevant HR Experience with a Bachelor’s Degree
• 10 Years of Relevant HR Experience without a Bachelor’s Degree
• Broad Generalist Profile with Cross-Functional Background or Specialist Background
• Bachelor's degree plus a minimum of 5-8 years of HR Generalist experience
• Demonstrated ability to drive major initiatives through the organization and influence decision makers at all levels
• Ability to be proactive, to anticipate and provide alternatives and options to the business
• Ability to diagnose and successfully handle organizational development issues
• Outstanding written and verbal communication skills; must be an articulate and persuasive communicator
• Excellent interpersonal, group, process and influence skills
• Ability to prepare and make senior level presentations, and collect, assimilate and analyze data. Must have knowledge of Excel and PowerPoint
• Ability to conduct group facilitation, and coach and counsel management at all levels
• Knowledge of federal, state and local laws, statutes, etc. which govern employment policies and practices
• Knowledge of staffing and compensation strategies, practices and processes
• Ability and desire to operate with a high degree of elasticity
• Are comfortable rolling up your sleeves to get things done and the next moment being part of complex strategy discussions
• Have great communication skills and understand how to communicate change
• Are able to build strong relationships, gain credibility and be able to influence at all levels
• Are capable of dealing with a variety of challenging issues under pressure
• Have a good understanding of Australian and New Zealand employment law
• Are a strong HR business partner able to develop and execute HR strategies and operating plans
• Ideally have 5+ years generalist HR experience preferably gained within a matrixed, multinational company
• Have a tertiary qualifications in Business or HR related discipline
• Have some facilitation or training delivery experience
• In consultation with engineering and business leaders and in partnership with the Regional HR Business Partner for INV Americas, develop and deliver an HR strategy for meeting business, leader, corporate and employee needs
• Coordinate and facilitate delivery of cyclical HR initiatives (such as strategic recruiting, workforce planning, new hire training, performance review, talent review, succession planning, compensation planning and review) for the business site
• Drive employee communications within sites
• Responsible to support compliance policies and its effective implementation
• Ideal candidate has a Bachelor’s Degree in Human Resources coupled with a minimum 7 years of relevant experience (PHR a plus)
• Demonstrated experience working in a fast paced, matrixed design & engineering environment
• Candidate should be hands-on, detailed oriented, strong work ethics and highly organized, with excellent verbal and written communication skills
• As an employee advocate and management advisor, strong interpersonal skills are required with a “can-do” attitude to provide guidance and counsel to the workforce
• Must take “ownership” over Site HR Initiatives/metrics
• Ability to interact effectively and influence technology leaders when making challenging decisions for the business or regarding people
• Experience dealing with visa and relocation matters preferred, but not required
• Intermediate to advance skills in MS Office suite (Excel, Word and PPT) is a must
• Assist Project Director, Construction Director and others Project Leadership Team
• Coordinate Assignment condition preparation and amendments (With Global Mobility)
• Project staffing in accordance with MFL
• Planning, monitoring and update site MFL with Project Controls
• Assist the business development team
• Participate to the preparation of proposals
• Provide their expertise in order to integrate costs related to the working environment (local regulation) and mitigate risks (compliance with laws)
• Coordinate Project’s HR activities in accordance with site management requirements
• Training (CoE certification)
• On boarding / Mobilization
• Demobilization
• Support corporate initiatives and processes
• Talent review and development
• Conflict of interest
• Salary reviews
• Manage employee relations and resolve local issue (advise on disciplinary / corrective actions)
• Benefits and compensation
• Development, implementation and update of Project HR tools and reporting
• Insure compliance with local immigration and labor laws and standards
• Maintaining all written and personnel files in a confidential and secure manner
• Redeployment of local and expatriates resources
• Define, build, and implement value-added HR strategies and solutions
• Act as an internal partner to managers and employees by providing guidance, consult and coaching on a range of organizational and change issues
• Provide employee relations expertise, ensures compliance to policies and procedures, in addition to state and federal laws. Investigate complex matters, handle employee relations matters in assigned areas and recommend appropriate solutions
• Partner with managers and recruiter in establishing effective sourcing strategy for key open positions
• Interpret policies and provide counsel and guidance to managers and employees concerning work related matters
• Identify key trends and collaborate with other members of the HR team to provide recommendations and solutions
• Analyze employee relations presenting issues; utilize data to identify trends, influence decision making and make recommendations to the management team for continuous improvement
• Provide HR support and expertise to the Valencia campus by actively partnering with Valencia HR, leadership and staff
• Design and deliver training sessions based on client needs. Coordinate professional development offerings for managers and staff, etc
• Strong employee relations expertise; ability to navigate complex workplace matters; strong investigative and report writing skills
• High level of cultural competence; ability foster strong relationships with individuals from diverse backgrounds and identities
• Excellent interpersonal, coaching consultation skills
• Sound judgment, ability to handle sensitive confidential information
• Ability to work closely and collaboratively with all levels of management
• Strong presentation skills; experience owning a training initiative from concept to execution
• Diplomatic, influential, must possesses calm, professional demeanor at all times
• 5-7 years human resources experience at a professional in a fast paced, diverse environment
• Previous employee relations and organizational development experience highly desirable
• HR Certification (SPHR or PHR) preferred
• Knowledge of federal ad state employment laws and practices
• Works with leaders to design, develop and implement organization structures and processes that promote efficiency, associate commitment and ensure the achievement of the business strategy
• Partners with line leaders to grow talent and technical capabilities
• Provides coaching to line leaders
• Provides support to line leaders on complex associate relations issues with significant impact
• Assists in the creation of retention strategies and development plans for high potential employees
• Acts as a change agent to client groups and partners with leadership to drive organizational change which prepare employees for ongoing change and transformation
• Provides process support and training
• Responsible for the successful application and implementation of the processes, frameworks and tools in support of the business needs in the areas of staffing, career and leadership development, compensation, performance management, employee development and talent management
• Works with Center of Excellence leaders to continuously improve our processes and tools to meet future business needs
• Creates processes and solutions in partnership with management which support a positive employee relations environment through effective communications, policies and practices
• Leads moderate to large scale project initiatives for assigned client groups. May also participate in enterprise wide special project initiatives
• Strong business acumen, project management skills, successful teaming with colleagues, and a strong results orientation
• Knowledge of, and proven capability in organizational development techniques and performance management
• Experience leading organizations through change management
• A highly effective communicator with the ability to clearly and concisely articulate ideas, concepts, and proposals
• Demonstrated capability to provide thought leadership, effectively articulate his/her point of view and communicate with business relevance. Can readily establish credibility with others
• Drives the implementation of the HR strategy in support of short and long-term business goals by building partnerships and alliances throughout the organization
• Assumes, leads and manages high profile Firm-wide projects as assigned
• Represents HR at the business table while becoming a strategic partner and trusted advisor to Partners, Principals, leadership teams, and management teams
• 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/the General Counsel as needed/required
• Possesses exceptionally strong consulting and coaching skills
• Guides and influences line, staff, key managers and officers on HR matters to ensure effective and compliant solutions
• Acts as a change agent by promoting and providing advice and support for organizational change
• Monitors employee engagement levels and tracks trends in organizational health; Support the implementation of cultures that drive innovation and employee engagement and inclusion in order to improve individual and organizational performance
• Provides a full range of HR consulting services and problem solving including employee relations; compensation and rewards; organizational design and development, EEO/AA, ACA compliance, talent acquisition, and performance management
• In partnership with the other HRBPs and HR Specialists (Talent Management/Learning & Organizational Development/Benefits) to ensure the Specialist solutions/strategy are completed and implemented effectively. This includes, yet not limited to: Succession Planning, Performance Calibration, Development Planning, Assessments, Engagement Survey follow-up, appropriate Staffing levels, Career Fairs, Total Rewards implementation, and facilitation of leadership solutions
• Navigates organizational complexity and complex change
• Ability to use data driven business information (analytics), to extract insight from analysis and translate the impact of HR solutions via measurable results
• Project manages merger/acquisition due diligence and company integrations
• Works with business leaders to anticipate staffing needs, looks for proactive ways to find talent in the most cost effective manner
• Self-starter with superb follow up and attention to detail; exceptional ability to manage day-to-day activities and administrivia efficiently
• Works independently and in accordance with all applicable federal, state and local laws/ regulations and corporate procedures and guidelines
• Minimum of 8 - 10 years of the resolution of complex employee relation issues; Bachelors degree preferred
• Effectively envision, develop, and implement new strategies to address competitive, complex business issues
• Manage multiple conflicting priorities
• Ability to understand issues domestically and communicate effectively with clients
• Be flexible and available to interact with employees at all levels
• Note: This description will evolve as the organization grows and the talent develops
• Prior supervisory experience preferred
• Proficient in using Microsoft Office Suite, especially Excel, Word and PowerPoint
• Excellent relationship building skills and ability to work both individually and as a member of a team
• Must be organized and have ability to handle multiple task with minimal supervision and work effectively within a fast-paced, deadline-driven environment
• Resolve employee relations issues to assist employees and managers in creating a productive, fun work environment
• Assess employee performance challenges or development needs and recommend solutions
• Proactively communicate and coach managers in team effectiveness, workforce planning, and management development
• Partner on Talent Management, Talent Acquisition, Compensation, HRIS, and HR Programs teams to build organizational capability
• Partner with HR Shared Services as they lead transactional work
• Deliver rigorous data analysis and reporting solutions to guide decision making
• Guide on-boarding and off-boarding; identify strategic workforce trends
• Consult to the business as key HR programs are implemented such as the performance management and employee engagement survey
• Add something on investigations and process
• Bachelors degree in HR or related business field
• Professional certification in HR preferred (PHR, SPHR)
• 5-7 years relevant HR generalist experience
• Wide ranging HR background – complex situations, creative problem-solving and strong influencing skills
• Strong employee relations experience – performance management, coaching and counseling at manager and employee level
• Employee Relations investigation experience
• User level knowledge of HRIS systems essential – Workday experience a plus
• Ability to manage and make decisions independently
• Experience supporting multiple organizations and HR partners preferred
• Ability to multi-task and manage shifting priorities
• Possess sense of urgency and ability to work under tight deadlines
• Partner and provide business teams with leadership around core people processes
• Collaborate and partner with our Enterprise HR teams such as Recruiting, Learning and Development, Total Rewards, Shared Services, Diversity, etc… in support of our business
• Learn, model, and teach our unique Enterprise culture as a source of competitive advantage
• Engage with the rest of the Enterprise HR business teams to support global and corporate needs as appropriate
• Help architect the broad business strategy àStrategic Partner
• University degree (focus on Business Administration, HR or related field)
• At least 10 years broad HR experience
• Assertive, yet empathetic presence
• Ability to facilitate and guide discussion
• Methodical, well organized approach to problem solving
• Self-confidence rooted in optimism and intuition
• Steady, well grounded personality
• Ability to work effectively in an international environment
• Experience in implementing effective processes around organization-, team- and leadership development
• Strong capability to learn and use business software (MS Office)
• Willingness to travel (approximately 10% of the time)
• Bachelor’s degree in Human Resource, similar field or equivalent education and experience
• At least 3 years of experience in Human Resources as a Generalist or related environment
• Previous experience and ability to deliver training and presentations relative to Human Resources
• Previous experience and ability to facilitate group discussions and problem solving
• Ability to resolve conflict and mediate as needed
• Strong organizational, analytical and project management skills, with particular attention to quality and detail
• Worked varied shifts, including weekends and holidays
• Bachelor’s degree in combination with a professional HR certification
• 8+ years of experience in an HR Business Partner or generalist role supporting business units and associates in multiple US locations
• Financial services industry experience, specifically wealth or asset management strongly preferred
• Demonstrated success building trusting partnerships with internal clients as well as an unwavering commitment to client service
• In-depth, hands-on experience in the following HR disciplines: associate relations and retention, HR laws and regulatory requirements, training and development, performance management, recruitment and selection, compensation planning and administration
• General knowledge and understanding of benefits and payroll administration
• Ability to lead and implement various projects to further our people strategy, and must also have a willingness to handle day-to-day tactical HR functions
• Experience with mergers and acquisitions, change management and company integrations
• Strong written and verbal communication, presentation and facilitation skills
• Work and lead in alignment with the company’s values
• Ensure talent needed to fuel growth
• Lead, Develop, and Manage a high performing HR Team
• Boundaryless Collaboration
• Active and Influential business leader
• Provide strong, business focused HR support in alignment with global Human Resources
• Drive employee engagement and retention
• Control Costs
• Ensure Compliance and employment laws and regulations
• Bachelor’s Degree in Human resources or related field. SPHR certification is a strong asset
• Seasoned HR professional with 7+ years HR experience and at least 2 years of people leadership experience
• Demonstrated leadership in developing and executing strategic HR plans that align with business goals
• Results oriented, services focused HR professional with a verifiable track record for adding value, organization and superior performance and results to overall operations
• Work with line managers and employees to address all types of employee relations issues ensuring a balance in representing all parties’ interests
• Partner with managers to retain, develop and motivate people to achieve their fullest potential
• Ability to influence and partner with different levels of the organization to achieve results
• Excellent written, verbal communication, interpersonal skills; high quality document and report preparation
• The optimum candidate should possess an understanding of technology teams and how to grow and develop technology leaders
• Excellent presentation skills and knowledge of employment laws
• Experience with assessing executive talent and filling technology/operations/management positions
• Proven ability to prioritize tasks and to organize workload to assure that short timelines are met while having frequent interruptions
• Exposure to multi-state employment laws
• 7+ years of relevant HR Business Partner experience
• Experience working with remote teams
• Must be open to travel, approximately 10-15%
• PHR, SPHR, Coaching certification
• Supply chain or distribution industry experience
• Experience supporting a global workforce
• Bi or Multi-lingual
• Communicate, implement and provide guidance on all HR programs and cycles to your respective client group
• Facilitate and lead a number of sessions on HR topics, including performance management, succession planning and workforce planning
• Provide coaching and support on all employee and labour relations matters
• Identify and interpret risk and develop options to best meet the business need within our HR framework
• Champion innovation and continuous improvement as methods to improve HR and business performance
• Facilitate organizational design transformations
• Liaise, collaborate and contract within the central HR function and the business to deliver effective, best practice solutions in talent management, organizational effectiveness and learning and competency
• Provide excellent customer service, including the ability to handle and manage competing priorities
• Build strong collaborative working relationships within the business partner community
• Five or more years of demonstrated HR generalist experience
• Employee relations and labour relations experience
• Degree in business or related discipline is an asset
• Senior Professional in Human Resources (SPHR) certification is preferred
• Strong computer skills, including proficiency with all Microsoft Office applications
• Proficiency with a HR information system is required; SAP proficiency is preferred
• Knowledge of key people processes to leverage and add value to our business goals Ability to work independently on business challenges and provide recommended solutions
• Strong verbal and written communication skills matched with the ability to negotiate and cultivate positive relationships with key stakeholders
• Attractive annual incentive program
• Rewarding pension and savings plans
• 10+ years of Human Resources experience, including: heavy employee relations; conducting investigations; performance management; and, employee engagement
• HR certifications (SHRM-CP and/or SPHR) BS Degree required; MS would be a plus
• Working knowledge of multiple Human Resource disciplines, including: compensation practices; talent acquisition; employee and union relations; diversity; talent management; performance management; and, Federal and State respective employment
• Solid consulting, client management and business literacy skills
• Bachelor's Degree in Human Resources, Business Administration, or other related field
• Strong HR consulting skills, with a focus on both strategic and tactical execution
• Change management expertise, specifically managing change within a large matrix organization
• Master's Degree in Human Resources, Business Administration, or other related field
• Experience using Workday software
• An ability to make prompt reliable decisions
• High level of competence in Microsoft Excel and
• Relevant experience and tertiary qualifications
• Performs role evaluations and creates new roles as the business requires
• Conduct compensation evaluations working with corporate compensation
• Intermediate or stronger skill level with MS Word, Excel, Outlook, PowerPoint required
• Visio experience preferred
• Experience with ADP payroll and PeopleSoft HRIS preferred
• Analyze the current organizational capabilities to deliver the business strategy, identify and act on gaps versus required capabilities
• Support the Business Leaders in all talent activities to ensure the right talent in the right place at the right time
• Be responsible for the talent reviews, competences assessment, identification and mobilization of high potentials, performance management and improvement, action plan per individual, resources and succession planning, recruitment and redeployment of people
• Coach and support the business leaders on understanding, communicating and following up on employee engagement and enablement plans
• Challenge the way of talent activities execution to ensure that Bombardier standards are met
• Support the development of leadership on site, so that management deliver on their commitments, mobilize people and teams
• Drive strategy while acting as per The Code of Ethics
• Leverage good practice, share knowledge and experiences, avoid duplications but customize current tools and programs
• Support Labor and Employee relations within the business
• You hold a Bachelor’s o Master’s degree in Human Resources or related field
• You cumulate a minimum of five (5) to eight (8) years of experience in a similar role
• You possess experience in a multinational company
• You have the ability to influence others and build partnerships
• You possess strategic thinking skills
• Your English and French communication skills are excellent, both written and spoken
• Responsible for all projects related to ZapLabs “People Operations” including the continued enhancement of the ZapLabs culture
• Primary point-of contact for employees regarding benefits, paid time off, performance evaluations, compensation, HR systems and company policies and practices
• Partner with corporate HR’s Communities of Expertise (benefits, payroll, compensation learning and talent management) to both deploy all HR initiatives in a way that fits with the ZabLabs culture and influence corporate HR on ZapLabs needs
• Lead all employee relations matters including investigations and overall resolution
• Administer enterprise Talent Management practices (setting performance objectives, development objectives, quarterly reviews and annual engagement surveys) to ensure ZapLabs participation and value gain
• Liaise with HR & Legal on any ZapLabs organizational changes
• Advocate for employee needs and develop local programs accordingly
• Ensure compliance with state and federal statutes (ADA, EEO, FMLA, Title VII) as well as company policies/procedures
• Assist with managing HR budget (headcount) and administer the annual compensation practices to include merit, bonus and equity planning
• Stay abreast and educate the ZapLabs leadership team on innovative concepts in the HR space
• 4 -7 years general Human Resources administration experience
• Basic to intermediate knowledge of HR fundamentals including: employee relations, compensation, benefits, HR analytics, HR policies and procedures and federal/CA state employment laws
• Stellar written and verbal communication skills with an emphasis on empathy
• Leads implementation of Division, Group, and Corporate HR initiatives for assigned customer groups
• Performance Management.Skilled at consulting with management to develop functional and department goals aligned with company, division and site. Ability to consult management on delivering continuous performance and development feedback
• Employee Relations.Skilled at coaching management on effectively responding to Employee Relations concerns and opportunities. Ability to lead comprehensive ethics and/or significant employee investigations, which includes knowledge and interpretation of respective federal and state law(s). Skilled with providing consistent, timely, and effective responses to employee and management inquiries
• Onboarding.Skilled at consulting with management to develop and implement function and employee-specific, onboarding, training and assimilation process. Skilled at effectively assimilating new leadership, including implementation of leadership assimilation and development processes
• HRIS. Skilled at utilizing Extract queries, developing reports, and generating employee change requests
• Recommends recruiting strategies to attract qualified applicants
• Ensures compliance with all pre-employment requirements and applicant tracking
• Advises employees and supervision on company guidelines and practices. Emphasizes rationale and importance
• Provides coaching to supervisors, managers and executives in business and employee relations situations
• Independently conducts investigations regarding employee concerns, ensuring due process is followed. Recommends courses of action consistent with company practices. May provide coaching to other business partners
• May represent the company in legal litigation
• Consults with other Human Resources Business Partners to ensure guidelines are administered fairly across the organization
• Recommend changes to processes, practices and guidelines
• Effectively supports training and development needs; has skills to proactively recommend solutions for leadership development activities and coaching
• May represent Human Resources on key organizational teams
• Manages projects on time and on budget, such as employee recognition events
• May supervise administrative employees
• May have accountability for special focus area such as EEO/AA, College Recruiting, Intern Coordination, INROADS
• Recruits personally the key talents for the internal client through IJP process
• Designs and maintain organization vitality charts as the performance of the business unit improves
• Collaborate with the TAG team to address challenges if any for the business in the hiring process and identify opportunities to improve
• Collaborate with other in driving best practices and creating a continuous improvement culture
• Act as Change Agent in Managing Organizational Change where this relates to HR related activities e.g. restructures, compulsory redundancies and voluntary severance schemes etc
• Play a role in revisiting and designing new policites to the organization
• Responsible for running regular HR salons/workshops to provide line managers with information on latest employment law changes/policies, bring awareness on existing policies and procedures
• Responsibility for the annual Staff Survey and analyzing data, benchmarking year on year and production of an Action Plan to address any areas of concern
• Responsibility for dealing with workplace conflict through the introduction of an effective mediation service and through the introduction of bullying and harassment ambassadors
• Responsibility with the HRD, for reviewing staff awards processes and to design an effective staff award system which recognizes excellent performance
• Collaborate with L&D to ensure the capabilities of the work force is increasing quarterly
• Bachelor’s degree in human resources, business administration, or related field
• Exceptional business acumen; good judgment and intuition
• Built systems and processes from the ground up, leveraging and managing in house, field based, and contract team members. Demonstrated results in evolving and maturing processes, programs and systems with a focus on innovation
• Executive presence, a dynamic professional with the ability to inspire confidence in all stakeholders with whom she/he will interact
• Strong verbal and written communication skills, in addition to strong presentation and listening skills
• Strong interpersonal skills, intellectual capacity, emotional intelligence and an ability to build relationships internally and externally
• A self-starter who works autonomously; “player/coach”
• Contribute to the development of the West Chester business strategy and link the human resources business plan and the functional human resources plan
• Develops strategic workforce plans in conjunction with client business group and HR Leadership to ensure the workforce shape and skills required to deliver the business strategy
• Lead, assess and manage the human resources strategy, policies, systems and practices in the areas of talent management, talent acquisition, organizational development and design, and employee relations. Ensure these practices are aligned with business goals and are implemented with consistency across the AstraZeneca enterprise
• Support the Regional Director of Human Resources for the Americas and the team as they: assess, identify and develop critical talent; develop accountability; foster more collaborative teamwork; promote efficiencies; and support the growth of the business
• Serve as an internal consultant and coach to the leadership team, managers and colleagues on all human resources and people management issues
• Provide business perspective and insight to ensure the company continues to grow and remain innovative
• Actively identify gaps as well as propose and implement changes as necessary to manage and cover risks
• Build effective and strong business relationships with internal clients
• Actively participate in the recruitment of key talent in a creative and responsive way to meet the demanding, ongoing needs of the organization and its clients
• Drive performance improvement processes and promote positive changes in the people management arena
• Drive succession planning processes for key talent and critical hiring needs
• Develop, coach and lead the human resources team
• Select, develop, evaluate and lead a team of human resources professionals with the goal of earning a high degree of credibility as an effective and responsive internal consulting team that has the ability to balance the company's short- and long-term objectives
• Identify potential employee relations issues, offer guidance and provide strategic initiatives to promote a productive and engaged workforce
• Drive the leadership development program and recommend program changes as appropriate
• Bachelor's degree required; master's degree preferred
• Minimum of 10 to 12 years of progressive human resources experience in a large, fast-growth global business. Experience working in complex and matrixed environment is important
• Proven experience in all areas of human resources with a strong focus on talent management, recruitment, change management, employee relations, organizational effectiveness, and training and organizational development. Possesses a working knowledge of compensation
• Demonstrated ability to lead and develop a human resources team; has successfully built a high performance human resources function and team
• Possess a solid business, analytical and process-oriented approach to human resources that positions human capital solutions in business terms
• Outstanding client service orientation
• Strategic thinker who is also accustomed to working in a hands-on manner to accomplish multiple priorities
• Ability to work autonomously in a fast-paced, flexible and high-growth environment
• Excellent interpersonal and communication skills with the ability to build trusting relationships as well as influence employees at all levels. Strong team player
• Solid judgment with a high degree of integrity that encourages others to trust and seek advice and counsel. Serves as a sounding board
• Proactive in identifying solutions to business issues; responsive with a high sense of urgency
• Seasoned change management and lean leadership skills; possesses an understanding of innovative approaches to engaging the workforce
• Develop and implement HR plans and solutions in order to achieve HR initiatives and deliver results
• Deliver results in a dynamic and often ambiguous environment
• Review and improve processes in partnership stakeholders and service teams
• Work with line managers and employees to address various employee relations issues, ensuring a balance in representing all parties’ interests
• At least 8 years of professional work experience, especially in HR or management
• Exceptional analytical skills, comfortable working with large amounts of data and communicating data findings
• Able to identify a business challenge, articulate it into a problem statement and then solve it using data, science and/or art
• Proven ability to prioritize, meet deadlines, and make the best use of limited resources
• Strong problem solving skills, critical thinking, and willingness to be vocally self-critical
• Strong ownership and attention to detail
• Undergraduate degree in human resources or business
• Passion for data, innovative HR solutions and process improvement. A keen interest in experimentation
• High proficiency in excel. Proficiency in data visualization tools is a bonus
• Broad experience and specific knowledge of human resource theory, including employee development and performance appraisal systems
• Experience working in a start-up like environment where the pace is quick and your responsibilities stretch between strategic and tactical
• A graduate degree in Human Resources or social science is preferred
• Create and maintain strategic partnerships with clients and managers to ensure that HR strategy is aligned with those of the business
• Oversee the acquisition and development of top talent
• Support performance management and compensation process (salary changes, incentives, equity, etc)
• Manage and oversee disciplinary and separation matters
• Participate in the interpretation of business line strategies and objectives to identify, develop, implement and manage recruitment & resource planning, retention & engagement, learning & development and change-management related talent management strategies in partnership with the CWM management team. Project-manage all aspects of assigned project portfolio including needs analysis, design, development, communication, implementation, on-going management and evaluation. The incumbent is expected to multi-task and manage to available resources without comprising deliverables or timelines
• In partnership with the Senior Manager, HR and directly, provide operational and strategic HR support to the CWM management team. This may include consultation in the areas of compensation, performance management, talent management, recruitment, job evaluation, change management and employee issue resolution. The incumbent must have (or have the necessary skill set to develop) a solid understanding of the client group and their diverse needs to ensure advice, approach and strategies are appropriate given the unique business requirements and/or culture of each group
• Participate in the implementation of all-Bank / all-Administration HR programs, policies and projects with the CWM client group, providing input on design and implementation as required, to ensure programs meet client needs. Partner with RMO team members including the CWM Leadership to respond to specific project requests including data analysis and the development of presentation and communication materials as required and during peak periods of activity within the RMO
• Contribute to the effective functioning of the CBHR RMO team by building effective working relationships across the team and with various business line and corporate function contacts. Maintain a high level of customer service. Facilitate a culture of open and honest communication by actively participating and contributing to one-on-one touchbases and team meetings, encouraging the generation of new ideas and approaches and actively sharing knowledge and experience to enhance the development of all team members. Develop and execute a meaningful employee development plan
• HRBP will plan and execute HR Strategy with focus in talent management, performance management, compensation management, engagement and recruitment processes
• Partners with client organization(s) to generate and track headcount reporting. Manages open position reports and requisition process to ensure accuracy of information and budget compliance
• Partners with Senior HRBP to develop annual workforce strategies for the client organization. May lead activities in support of talent management, performance management and compensation management processes
• Acts as a point of contact for associate concerns and/or questions. Assists in the resolution of employee relations and conducts employee investigations in regard to employee complaints and policy issues. Experience with Chilean labor regulations
• Supports engagement and recruitment processes in partnership with the business and HR Specialists. Works closely with recruiting team to ensure new hires are processed correctly and in a timely manner. Ensures job descriptions are graded and roles are created in Workday
• Provides counsel and support to assigned clients through cyclical HR processes
• Drives policy by ensuring all Human Resources functions, practices, policies & procedures reflect, encourage and recognize align alignment with Equifax values, principles and code of conduct
• Supports engagement and recruitment processes in partnership with the business and HR Specialist
• And future performance standards
• Provide expert advice and coaching to employees when appropriate
• Manage specific projects as determined in the annual HR operational plan and participate in functional and cross-functional initiatives
• 6-10+ years’ experience as a strong HR Generalist with an emphasis in employee relations and organizational development
• Ability to work well under pressure and flexible in adapting and responding to changing situations
• Strong interpersonal and business partnering skills along with project management and program development skills; effective partnering with T-Mobile stakeholders to achieve success in attracting and retaining the best talent
• Proficient in Microsoft Suite: Outlook, Word, Excel, PowerPoint and Visio
• Business, Human Resources or related field
• At least 18 years of age. Legally authorized to work in the United States. High School Diploma or GED. Pre-employment background screen
• Bachelor Degree in human resources or a similar field or equivalent education and experience
• Ability to multi-task and balance numerous priorities in a dynamic fast paced, deadline-oriented environment
• Ability to deliver training and presentations relative to Human Resources
• Ability to facilitate group discussions and problem solving
• Use discretion when working with confidential information
• Organizational change experience desired
• Organizational & leadership development experience preferred
• Knowledge of dispute resolution and intervention techniques
• Strong interpersonal-relationship and communication skills,
• Analytical skills and working knowledge of human resources policies and processes required
• Must have the ability to exercise sound, independent judgment in providing guidance and conflict resolution
• Strict adherence to ethics and business conduct policies and company values
• Proven experience successfully managing multiple projects/tasks from inception to completion in a changing and fast paced environment
• Proficiency in computer skills, and knowledge of federal, state and local employment law preferable
• Knowledge and understanding of the business
• Responsible for partnering, facilitating and managing all HR initiatives to assigned Responsible for partnering and facilitating all HR Service Delivery initiatives to assigned business units within a geographic area
• Function as a true business partner to provide clients with advice on key business objectives and execute on those strategies to solve business challenges
• Consult to clients in key areas include employee relations, employee engagement, coaching, workforce planning, HR training, performance management, and labor relations where a union is present
• Consult with client groups on application/interpretation of laws and regulations, HR policies, performance issues, transfer, terminations and promotions and employee problem resolution. Influence business leaders through certain scenarios
• Work with the business unit and Organizational Development to deliver and facilitate developmental opportunities for client groups, which may include performance management, succession/workforce planning, compensation/benefits, organization/team development, and change management
• If applicable, maintain knowledge of labor/union issues and best practices in order to promote positive labor relations. Working in union environment, understand & manage through a CBA
• Monitor employee climate to identify issues/trends and develop recommendations for problem solving with business units as appropriate. Develop solutions to implement with the business units
• Ensure compliance with established internal HR policies and procedures and regulatory requirements and conduct periodic audits, as needed/required
• Manage specific projects as determined by the HR Senior Leadership Team and participate in functional and cross-functional initiatives
• Maintain knowledge of progressive HR practices, continued business acumen and key trends
• Bachelor’s degree in human resources, business administration, organizational development, or a related degree required. PHR/SPHR preferred
• 7 years of experience in Human Resources business consulting
• Extensive experience in employee relations and delivery on a wide range of HR strategic initiatives. Experience with multi site responsibility and HR populations in excess of 300 employees are preferred
• Experience working in a union environment is strongly preferred
• Business and financial acumen, as well as general HR functional knowledge
• Broad knowledge of employment law, compensation and organizational development
• Experience operating and managing client groups in a highly matrixed & virtual work environment
• Strong interpersonal skills and the ability to create and maintain collaborative work relationships within the organization at various levels
• Must possess excellent verbal, written and communication skills
• Demonstrated problem solving and project management skills
• Assists in identifying critical HR goals and success factors; participates in developing related actions needed
• Cultivates a partnering relationship with management and professionals, while maintaining an HR perspective. Establishes open and trusting relationship. Engages productively and proactively in business discussions. Provides input and advises management. Performs role as change agent for implementing new HR programs and/or processes. Assists in development and executing communication plans
• Individual contributor with no subordinates. As a necessary aspect of the management, personnel or pay administration functions, this position has access to confidential personnel records and pay information not otherwise available. This position is responsible for protecting and maintaining the privacy of such records and information
• Provide day-to- day HR Business Partner support to 300+ leaders and associates
• Partner with leaders and their teams to drive their talent strategy in alignment with our Nielsen Employee Experience and meritocracy culture
• Drive talent processes including the annual performance and incentive planning and review process and the semi annual talent review process
• Coach managers to pro-actively manage associates and provide counsel to resolve disciplinary issues
• Partner with the compensation team to design, implement, and manage compensation initiatives and ensure that compensation practices are linked in the overall strategy to attract, reward, and retain top talent
• Process and maintain organization and associate updates to ensure that reporting structures/job titles/cost centers are correct and current
• Produce and analyze metrics (turnover, exit interviews, days to fill positions, cost per hire) and utilize data for process improvements
• Participate and lead other special projects
• 2-4 years of HR experience
• Excellent interpersonal & communication (written & verbal) skills
• Consultative with excellent coaching skills
• Strong project management skills - flexibility and the ability to manage multiple ongoing projects
• Results-orientation with outstanding time management skills
• Demonstrated passion for change and proactively drives change agenda
• Candid and willing to take risks
• Ability to thrive in a dynamic, fast-paced, matrix environment
• SAP or other HRIS knowledge a plus
• Responsible for partnering and facilitating all HR Service Delivery initiatives to assigned business units within a geographic area
• Consult to clients in key areas include employee relations, employee engagement, coaching, workforce planning, HR training, performance management, and labor relations
• Maintain knowledge of labor/union issues and best practices in order to promote positive labor relations. This includes working in union environment, understanding & managing through a CBA
• Seven years of experience in Human Resources business consulting
• Extensive experience in employee relations and delivery on a wide range of HR strategic initiatives
• Experience with multi site responsibility and HR populations in excess of 300 employees are preferred
• Ability to travel up to 25% and operational flexibility is required to meet sudden and unpredictable business needs
• Acts as business partner to client groups; 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
• Leads and manages all human resources activities to ensure the right people are in place and prepared to meet the challenges of the business. Responsible for acquiring the best talent required in the business units/departments
• Recommends designs and facilitates implementation of solutions to ensure alignment with the client group’s strategic development and long-term planning
• Supports the implementation (including launches) of all HR programs, activities and, annual processes, such as Performance Management and Compensation annual processes, Talent Review Process, Employee Value Proposition, Recruitment Process, Employee Opinion Survey, Change Champion Teams, etc
• Counsels and coaches client group management teams on governance of effective and efficient HR policies, annual programs and processes within the assigned business unit
• Plan, implement, communicate, and administer full span of regional human resources programs, policies, and practices
• Consultant to management on Human Resource related issues: including performance management, talent acquisition and retention, talent review and succession, employee development and total rewards
• Partner with client groups to help them achieve goals; focused on providing options and informed opinions to guide decision making
• Develop, modify and oversee implementation of company policies that impact assigned business group in concert with other managers
• Maintain an effective level of HR knowledge and theory, as well as, business literacy about the business units’ financial position, its mid-range plans, its culture and its competition
• Work cross-functionally to identify and develop HR solutions that will ultimately improve business results through lowering turnover, increasing retention, developing high-performing co-workers, etc
• Accountable for multiple HR projects from beginning to end and for using efficient project management methodologies and tools, as appropriate
• Advanced degree (MBA, Master’s), PHR, SPHR strongly preferred
• 5+ years progressive Human Resources experience required, agency or business service HR experience preferred
• High degree of proficiency MS Office Suite, Outlook and Internal applications
• Must possess strong strategic and analysis thought process, ability to prioritize interpersonal skills, problem-solving skills and strong presentation skills
• Experience with project management (from conception to completion), and planning skills
• Strong verbal and written communication skills (including analysis, interpretation, and reasoning)
• Ability to develop and maintain collaborative relationships with peers and colleagues across the organization, as well as, internal and external clients
• Ability to work well autonomously and with a team in a fast-paced and deadline-oriented environment
• Ability to work with and positively influence peers and senior management
• Self-motivated and high endurance with critical attention to detail, deadlines and reporting
• Partner line management in manpower planning, recruitment and selection, performance and talent management
• Advise and provide guidance on compensation and benefits, training and development
• Manpower budgeting and cost management
• Ad-hoc HR projects & assignments
• Partner with training specialist to facilitate training as needed
• Minimum 7-10 years applicable experience
• Experience should include serving at least three large organizational experiences
• Lead the implementation of core HR programs and processes as it relates to talent management, performance management, compensation, total rewards, and training and development
• Effectively partners with employees and management to provide proactive solutions to improve work relationships and increase employee morale, retention and overall effectiveness
• 8+ years of experience as an HR generalist/business partner, with significant employee relations experience within a matrix organization. Combined HRBP and HR CoE experience a plus (Talent Acquisition, Talent Management, Compensation, Employee Relations, etc.)
• Demonstrated success in implementing programs and partnering with employees and managers using the following skills: coaching and consulting, courage and conviction, business acumen, dealing with ambiguity, data-driven problem solving, and conflict resolution
• Evaluate grievances resulting from a union contract or labor agreement to determine if contractual violation has occurred and implement appropriate remedies to grieving parties
• Conduct fact-finding investigation activities (e.g., interviews, document review, consultation with appropriate Company officials) related to internal and external inquiries, complaints and concerns and prescribe appropriate remedy to resolve complaint or concern
• Counsel managers and employees regarding the intent, application, and compliance requirements of significant labor and regulatory laws (e.g., FMLA, Workers' Compensation, EEOC issues, ADA)
• Advise business unit leaders on the implications of short and long-term decisions, strategies, and large-scale change efforts that will yield sustainable business results
• Counsel and advise managers of appropriate interventions to address employee relations' issues (e.g., performance improvement process) and monitor progress
• Collective Bargaining: Knowledge of the collective bargaining process. This includes understanding of union organization process, contract negotiations, grievance handling, and labor & management relationships
• Employee Relations: Knowledge of the broad range of relationships that could impact an employee, employer, or applicant. This includes knowledge of federal and state laws, company policies, practices and ethical obligations to investigate, evaluate, and recommend an appropriate resolution to an employee and labor relations' complaint
• Grievance Resolution: Knowledge of procedures used to investigate and resolve employee grievances
• Labor Relations: Knowledge of major labor laws such as National Labor Relations Act or Taft-Hartley
• Employment Law: Knowledge of regulatory laws that affect employment. This includes an understanding of ADA, FMLA, and Title VII/Civil Rights Act
• Regulatory laws: Knowledge of regulatory laws that impact associate issues
• Safety and Security laws: Knowledge of regulatory laws that affect employee safety/security. This includes an understanding of OSHA/Worker's Compensation regulations to ensure consistency of application and legal compliance
• Lead talent management and succession planning process and provide counsel to leadership team on talent strategies that ensure we have a competitive workforce now and into the future
• Develop, communicate and implement proactive employee and labor relations strategies
• Responsible for all recruitment activity to include job postings in L-3’s applicant tracking system (Taleo), attend job fairs and college career fairs, sourcing and interviewing candidates
• Facilitate the on-boarding process for all new employees
• Support, maintain and improve HR systems to maximize the use of data needed to support business operations; maintain the Human Resource Information System; perform all required updates/changes as necessary to assure information integrity; run reports and queries and analyze data; conduct audits of data to ensure data credibility; maintain HR systems across multiple divisions
• Conduct investigations involving labor and employee relations issues and follow through to resolution
• Compile EEO and Affirmative Action data for annual Affirmative Action Plan, EEO-1 and VETS-100 filings; assures adherence to legal compliance and promotes diversity
• General benefit administration
• Bachelor's degree (BA or BS) in Human Resources Management or related field
• 5+ years’ experience as an HR generalist supporting and administering human resource activities
• Prior experience working with employees at all levels of an organization and experience investigating employee and management concerns/complaints
• Labor relations experience
• Prior HR experience working in a manufacturing environment
• Working knowledge of federal and state HR related regulations and compliance procedures; including preparation of an Affirmative Action Plan
• Must possess project leadership skills
• 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 levs of the organization
• Must be proficient in Microsoft Office Suite (Word, Excel, Outlook, PowerPoint)
• Strong systems background with working knowledge of SAP HRIS and Taleo
• Maintain strong HR expertise in HR Operations and Employee Relations in order to provide consultation to partners and leadership
• Is knowledgeable and supportive of the strategy of the firm, regional practices, and the business priorities of the market, office or practice
• Supports the execution of the firm strategy by co-designing and implementing a business-aligned people agenda that delivers measurable value to the business and an exceptional experience to the employees
• Oversees the market/ local office execution of all general HR/Talent programs including the following: performance management, training, employment law compliance, compensation and benefits administration,
• A business-minded people leader with several years of increasingly responsible HR/Talent positions with demonstrated ability to thrive in a culture that is collaborative, service-oriented, and consultative
• A functional HR/Talent specialist who delivers services with a pragmatic approach to business partnership and operations
• Operationally focused with ability to think strategically and deliver tactically
• Metrics-focused with ability and history of using analytics to solve problems and develop solutions
• At least eight (8) years of increasingly responsible HR/Talent Management experience and 2 years in an HR Business Partner role
• A reputation for discretion, integrity, judgment, responsiveness, strong attention to detail and common sense
• Past experience functioning as an HR/Talent Manager within an HRBP model, ideally in a matrixed environment within a services industry
• Solid PC skills with proficiency in MS Office
• Ability to obtain and maintain certain job-related certifications if no job-related advanced degrees
• Ability to sit in an office environment for long periods of time
• Meet or exceed continuing professional education (CPE) requirements
• Demonstrated experience in implementing HR/Talent strategies
• Management of employee performance issues, which may include assisting managers in preparing and documenting Performance Improvement Plans (PIPs), as well as ensuring processes are followed in managing the PIP
• Respond to all member concerns regarding policies, practices, and general Business Unit decisions
• Partner with Assignment Consultant to be knowledgeable and help facilitate project staffing requirements in the talent management lifecycle. Consult with and advise Project Managers during the process
• Ensure compliance with internal policies and procedures at all levels
• Sound understanding and adoption of applicable laws and regulations as it relates to all aspects of HR and Staffing
• Report on devise initiatives to influence HR Metrics as defined by HR Leadership team and business unit BI needs
• Assist sector unit leaders in all areas of staff member review and care
• Conduct New Hire Orientations, as necessary
• Minimum of 7-10 years experience in HR Consulting
• Bachelor's Degree and/or equivalent relevant education and experience
• PHR or SPHR certification not required but highly preferred
• Experience in an IT Services Environment not required buy highly preferred
• Experience with Service Contract Act (SCA)
• Excellent interpersonal and facilitation skills
• Ability to effectively work independently and in a team environment
• Ability to present varying training related sessions in multiple media settings both in person and virtually
• Participate in professional development sessions and/or seminars
• Communication (Oral/Written)
• Partner closely with leadership to link the organizational and workforce strategies to improve organization effectiveness, talent quality and performance
• Identify strategic HR issues in partnership with business team leaders and support them with advice and expertise to resolve, coordinating HR resources as required
• Coach and assist with the development of managers of people; equip managers with the necessary knowledge and skills to effectively manage employee performance and to communicate the highest standards for managers and employees
• Provide insight and counseling around employee/management communications and issues; understand the internal needs of the organization and maintain sensitivity to cultural and diversity needs; align internal communications with business goals
• Effectively counsel leaders on significant employee relations issues and reduce potential liabilities. Partner with legal department as needed/required
• Lead the performance management, talent review and compensation processes within business teams including leading the calibration process. Ensure that goals and objectives are aligned with strategy; that quarterly connection meetings occur, and that individual development plans and performance improvement plans are documented and implemented
• Identify training needs for business teams and individual executive coaching needs and work with Talent Management on roll-out of initiatives
• Lead the ongoing talent review process within business teams; assess and identify high performing /high potential leaders, ensure succession and development plans are in place
• Partner with other HR team members to execute and continuously improve the following HR disciplines within Gogo: recruiting; HRIS; compliance; compensation; benefits; employee relations; performance management; employee engagement; and organizational development to meet client needs
• Provide accurate and timely information, data and advice to managers on human resources policies practices and procedures
• Drives execution of cross-functional and cross-divisional HR initiatives working with other HR partners
• Guides, coaches, and mentors other divisional HR partners toward level of consistent partnership and service across all business teams
• Bachelor’s degree in Human Resources, business or related field
• 10+ years of experience as a HR Business Partner
• Proven leadership capabilities
• Experience working at a fast growing, global, technology-oriented organization, specifically supporting the technology teams (i.e. engineering, software development)
• Experience onboarding and integrating employees hired outside the US
• Experience in an environment demanding flexibility and true generalist skills
• Demonstrated ability to seamlessly move between senior leadership and an employee population, understanding the distinct needs and issues at all levels of an organization
• Demonstrated ability to partner within and outside of HR with a keen ability to develop trust
• Results-oriented and hands-on approach
• Independent thinker, possesses strong organization skills, strong customer focus and orientation
• Ability to multi-task, often on projects ranging from strategic business matters to complex, highly detailed projects while delivering high quality results
• Ability to facilitate and resolve difficult situations
• Ability to deliver difficult messages with sensitivity and tact
• Systems knowledge (HRIS, ATS, MS Office, Outlook), Workday experience a plus
• Contributes to the development of the business strategy by partnering with business leaders to identify, prioritize and build organizational capabilities, competencies, skills, and processes
• Participates in or councils to strategically develop, implement and administer HR programs and policies for the organization
• Consults with business leaders on enterprise programs including performance management, total compensation framework, workforce planning, engagement and training and development
• Supports managers in forecasting, planning and developing their talent pipeline requirements in line with the function/business strategy and employee demographics
• Drives change through the business by identifying areas of opportunity and assessing results of actions taken
• Serves as an expert resource and acts as a trusted advisor by building effective, consultative relationships through advising and coaching
• Manages or participates in projects as required in functional and cross-functional business and/or HR initiatives
• Build effective relationships within HR to stay informed on relevant business trends and people issues
• 15 or more years of relevant HR generalist experience
• Comprehensive understanding of the link between HR and business strategy
• In-depth knowledge of HR policies and processes (e.g. workforce planning, talent management, compensation)
• Expert knowledge of local employment laws and regulations
• Innovative thinking to develop clear, actionable steps in support of the overall business strategy
• Experience within the BFSI industry (strongly preferred)
• Master’s degree / diploma in Human Resources (strongly preferred)
• Responsible for providing HR leadership and guidance to assigned client groups, along with consultation and delivery of HR programs and services to achieve business plans
• Organization and HR Planning – including identifying the people and organizational implications of the business strategy, the identification and development of key talent, and succession planning
• Build strong partnerships with the HR specialist functions such as compensation, benefits, talent acquisition, HRIS and leadership & employee development to roll out corporate wide programs and ensure client’s needs are understood and met
• Work with clients to implement and manage key HR processes, such as the year-end performance management process (performance assessment, calibration, and compensation planning)
• Provide employee relations expertise to client groups ensuring compliance to company practices; state and federal employment law
• Work with managers and employees in identifying and addressing performance related issues
• Partner with Staffing and managers on sourcing strategies. Conduct interviews and recommend candidate selection for manager and senior level positions
• 10 or more years of human resources experience, including experience implementing HR strategies, experience in the areas of talent management, organizational effectiveness, management development, employee relations and strategic process management
• Bachelor’s Degree in Human Resources or applicable field of studies and 10 years Human Resources Business Partner experience; 5+ years’ experience supporting Director-level leaders and above in a dispersed environment
• 5+ years’ of employee relations experience; ability to manage conflict resolution
• 5+ years’ experience with organizational and leadership-development
• Ability to work and manage multiple projects/priorities in a fast paced environment
• Strong interpersonal-relationship; communication skills; and analytical skills
• Exceptional MS Office Suite skills
• Familiar with internal processes and procedures
• 5+ years working in a large government contracting environment
• Assists in roll out of company-wide programs and initiatives (e.g., workforce planning, talent management, organizational change, process improvement, etc.)
• Acts as the voice of the client with HR internally ensuring that position, decision and or direction taken by HR remains customer centric and business focused
• Supervises the daily activities of business or technical support or production team to ensure expectations are met / exceeded and that the team is operating in an efficient and effective manner
• Sets priorities for the team to ensure task completion; coordinates work activities with other supervisors and managers
• Collaborates with other levels of management and other departments to create and maintain efficient work processes
• Collaborates with other levels of management, departments, and clients regarding requests
• Participates in both internal and external projects as needed
• Ensures that the team is made aware of changes to the organization’s policies and procedures
• Ensures that the team is made aware of new products and services, as well as, other relevant information such as press releases, media advisories, etc
• Maintains discipline within the team to ensure that every member of the group acts in a manner consistent with the organization’s code of conduct and cultural norms
• Ensures timely, accurate and complete reporting to appropriate parties regarding the team’s operations
• Ensuring that the team maintains the appropriate tools and equipment to perform the necessary work
• Establishes formal goals for each employee to achieve within established timeframes and conducts regular meetings with employees to review progress
• Motivates, develops, recruits and retains employees while rewarding and cultivating a culture of high performing teams
• Education Required: Degree in relevant discipline or equivalent working experience
• Experience Required: At least 5 years of experience as a Human Resources Business Partner or Generalist
• Prior management experience is required
• Provides consultation, advice and guidance to Business Leaders
• Supports organizational change by carrying out Human Resources initiatives and process improvements
• Deliver key Human Resources strategies for our Global Technology Team
• Builds long term, trusting relationships with clients and HR colleagues
• Works to support in acquisitions and special projects
• 3+ years of experience as a Human Resources Partner or generalist working directly with a business unit
• Understanding of technology and experience with HRIS systems
• Experience participating in change and cultural transformation within a global organization
• Abilities and approach requirements
• Level 3: BA/BS degree in Human Resources, I/O psychology, Business Administration or related discipline and 6+ years of experience
• Level 4: BA/BS degree in Human Resources, I/O psychology, Business Administration or related discipline and 10+ years of experience
• Level 3: Master’s Degree in Human Resources, I/O Psychology, Business Administration or related discipline and 4+ years’ experience
• Level 4: Master’s Degree in Human Resources, I/O Psychology, Business Administration or related discipline and 8+ years’ experience
• Develop strategic staffing plans and manage the recruiting function for LaSalle North America
• Conduct full-cycle recruitment activities, including drafting job descriptions, posting, resume screening, scheduling and conducting interviews, and assisting the hiring managers with candidate selection & offer development
• Responsible for the new employee on-boarding process, in coordination with the HR Service Center. This includes but is not limited to reviewing offer letters, distributing new hire forms, and creating and maintaining employee files
• Partner with the business on campus relationship/recruiting efforts for the region’s Financial Analyst program
• Serve as the Analyst Coordinator from an HR standpoint to support the firm’s Financial Analyst program. This includes partnership and leadership with the business in training, development, & ongoing support of the program
• Assist employees with the employee referral process
• Build strong relationships with hiring managers as well as with all levels of the organization
• Manage HRIS systems and support organization with analytics, reporting and HR related statistics
• Input and maintain employee records in PeopleSoft and Global HR Tracker, ensuring it is up-to-date and accurate at all times. Partner with Finance and other teams regarding data management. This includes data reviews for accuracy, integrations, and continuous improvement of employee information systems
• Organize participation in appropriate compensation surveys and studies and analyze results
• Assist with organization for HR processes including: Talent Reviews, Succession Planning, Performance Management, Learning & Development, Compensation and Global Engagement Surveys
• Coordinate and support internal training sessions held for employees and management
• Act as resource for HR-related processes, issues/questions for managers and employees
• Act as a resource/sounding board to stakeholders concerning internal policies and procedures
• Partner with managers to effectively address performance issues
• Conduct exit interviews with departing employees to gather feedback and make suggestions to improve the employee experience at LaSalle
• Assist with visa and sponsorship support for global mobility as needed
• 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
• This role will also have exposure to global projects, as time permits
• Bachelor’s degree with a concentration in Human Resources, Industrial Relations or Business Administration, PHR certification is a plus
• Minimum of 5-8 years of experience in a client-focused HR Generalist role, including experience as a specialist in one of the following core HR disciplines: staffing, employee relations, learning, or compensation
• Must be proactive and take initiative
• Strong analytical abilities
• Strong project management skills, ability to successfully multi-task
• Ability to coach and influence management
• Ability to adapt and prioritize, proactively meeting deadlines in a fast-paced environment
• Ability to perform as a trusted advisor as well as maintain confidentiality to the highest degree
• Strong knowledge of MS Office, including Word, Excel, Outlook, and PowerPoint. Experience working with HRIS systems and with Excel functions such as Vlookups and Pivot tables are a plus
• Demonstrated strategic, critical, analytical and innovative thinking skills
• Ability to effectively influence and coach all levels in the organization
• Organizational Development/Effectiveness experience a plus
• Experience in a large, complex organization preferred
• Demonstrated analytical skills with experience developing and /or tracking HR metrics
• Experience diagnosing ‘people’ (individual/team) issues and recommending interventions
• Business and strategic planning skills
• Strong developer of organizational talent within the business unit
• Lead the transition of employees from incumbent contractor to PAE to include coordination with departments within PAE, system set-up, development of program-specific communication materials, facilitation of information sessions and transition meetings, onboarding, provision of training and guidance and other related activities
• Partner with the onsite Program Manager to promote a diverse and inclusive working environment, support the development of the workforce, and foster an ethical culture
• Support program imperatives and assist the program in meeting financial and non-financial objectives
• Promote effective business operations
• Investigate employee complaints/allegations by interviewing appropriate parties, gathering information, providing feedback as appropriate and making recommendations for corrective action to prevent recurrence of situation
• Maintain in-depth knowledge of legal requirements related to day –to-day management of employees, reducing legal risks and ensuring regulatory compliance
• Answer questions regarding compensation, SCA compliance, paychecks, benefits, performance, company policies, workplace concerns, training, and career development
• Identify process improvement opportunities within and outside of functional area and coordinate with relevant stakeholders for implementation
• US Citizenship
• TS/SCI clearance
• Minimum 5 years exempt level experience in Human Resources with a minimum of three years working in the government contracting environment
• BS/BA Degree
• Demonstrated experience in providing HR leadership and guidance to a large, diverse, client base
• Successful identification and implementation of actions that have enhanced employee engagement and decreased voluntary turnover
• Knowledge of HR Laws and disciplines including recruiting, talent management, compensation practices, organizational diagnosis, employee relations, training and development, diversity, performance management, and federal and state employment laws
• TS/SCI with Poly
• Lead the effective implementation of all HR initiatives across assigned business groups to ensure achievement of objectives. Partner with HR colleagues to improve processes within the organization to increase the level and quality of service provided to business groups
• Partner with the Centers of Expertise in the areas of talent acquisition, organizational effectiveness, benefits, and compensation to ensure a holistic delivery of human resources support to the business
• Work with Senior Managers and VPs to implement business and organization sponsored initiatives
• SHRM or HRCI Certification or Master’s in Human Resources Management
• Specialized knowledge in several HR disciplines such as compensation, benefits, recruitment, HRIS, performance management, etc
• Detailed oriented and driven to close open matters
• Strong networking and collaborative skills
• Customer focus - demonstrated ability to partner and deliver on commitments
• Ability to analyze data to make decisions that add value to the business
• Master's degree in Human Resources or related field
• Proven ability to think enterprise wide and be a thought leader
• Crafts and deliver key Human Resources strategies for our Global Technology Team
• 6+ years of experience as a Human Resources Partner and leader
• Ability to provide direction and leadership to a small HR Team
• Support client leaders in the areas of career planning, coaching and performance feedback for the leaders and associates on their team
• Lead Human Resources processes including organization design, leadership and employee development, salary planning, performance management, performance development review and Organizational Leadership Review, assessing training needs and employee relations activities
• Participate as an active member of the Genworth Human Resources team in driving the key initiatives in support of the overarching people strategy for the business
• Lead organizational effectiveness work to drive enhanced business capabilities and facilitate more effective employee engagement
• Develop training plans based on assessment of organizational needs and operating budgets
• Conduct new hire orientations
• BS/BA degree in Human Resources, Business or other relative discipline
• 5 years Human Resources experience in the areas of direct HR business partner support, employee relations, organization change/development
• Track record of delivering on commitments
• MS in Human Resources or related experience
• Proven leadership skills, including decision facilitation, influence strategies and change management
• Proven ability to provide valued consultation, build partnerships, coach and influence senior leadership team, playing the role of trusted advisor
• Strong communication skills, both verbal and written
• Liaise with Austin & Bedford Texas based office locations and Pune, India location for HR business needs
• Manage employee relations function; performance improvement planning, exit interviewing, and process terminations
• Work with managers to develop and maintain a positive company culture, implement motivation strategies, and encourage employee growth and development
• Act as a resource for addressing individual employee inquiries and concerns
• Helps to maintain company org charts and employee directory
• Maintains HRIS system and records; compiles ad hoc reports
• Implement and annually update compensation plan and reward strategies to help attract and retain talent
• Conduct new-employee orientation and on-boarding
• Identifies and prepares development plans for the key employees and high potential employees
• Identify opportunities to develop organizational development solutions that blends organizational effectiveness, talent development, change management and learning to drive significant improvements in performance and productivity
• Monitors employee relations within assigned client organization for developing or actual trends and assists client management with addressing issues and resolving conflicts
• Provides ongoing support collaborating with Compensation, Recruitment, Training and Education functions
• Additional responsibilities, tasks or projects as assigned by the Management
• 5+ years recent and progressive HR experience with proven results. Preferably in a Technology or Engineering environment
• Proven leadership skills, ability to challenge and motivate management teams in an atmosphere of mutual respect and by fostering innovation. Is intellectually acute, capable and agile
• Experience in designing structure to assist in goal accomplishment that effectively relates human and non-human resources to the HR processes for the corporation
• Works with unit/area management to identify key business objectives and translate into human resources initiatives and actions. Assists management in aligning business objectives with strategic human resources issues in long term plans
• Identifies and implements processes to improve HR/business effectiveness such as assisting groups and teams identify and resolve problem issues, coaching managers on employee performance issues, and providing consistent interpretation and application of personnel policies, statutory regulations and laws
• Assesses organizational needs, provides diagnosis and recommendations of interventions. Implements interventions. Assists management in the development of strategic plans and change management to redesign organization. Provides leadership coaching to management and employees on organizational and change management issues
• Manages organizational change. Develops and executes action plans to develop leaders and key talent in the organization
• Partners with COEs to: drive performance management, learning and development and key HR processes development
• Supports Talent Reviews and Succession Planning
• Partner with training specialist to conduct training as necessary
• Minimum of five (5) years applicable experience working with human resources principles, practices and procedures
• Demonstrated ability advising on talent management and employee development plans
• Working closely with client leadership and HR team to implement priorities that directly support business priorities
• Delivering solutions to business problems and resources that help the business achieve its objectives
• Implementing performance management processes and annual compensation processes to promote the best performance possible from each employee
• Promoting employee engagement through the development, communication and implementation of pro-active employee relations strategies
• Assuring adherence to legal compliance
• Measuring and utilizing key metrics to drive improvements
• Develop strong and effective team relationships within the HR team and HR specialist functions/Centers of Excellence
• Maintain and develop local HR policies regarding employment legislation, HR systems, practices, procedures and
• Sound knowledge of local and relevant employment legislation. Strong working knowledge of California labor laws
• Strong coaching and counseling skills
• As a business partner, actively participate on the management team to provide strategic HR input, solutions and support for management with HR related issues
• Provide support to assigned business units in decision making related to employee competency development, recruitment, succession planning, diversity, performance management, terminations, leader sourcing, training, and workforce planning
• Partner closely with the HR Centers of Expertise, HR Service Center and Volvo Group University to execute on business strategies, implement HR best practices and continuously improve HR processes
• Proactively build and promote strong employee trust and open communication between all organizational levels
• Implement and communicate HR policies, processes and tools
• Serve as Engagement Ambassador and Change Manager during Employee Engagement survey and survey follow-up
• Ensure that managers have access to HR data and analyses that support the organization in achieving strategic and business objectives
• Ensure the evaluation of HR policies and procedures to assess quality, efficiency and effectiveness of HR organization
• Support managers, in collaboration with Service Centers and Centers of Expertise, to comply with regulations on labor and employee relations issues
• Support new employee orientation training, as well as employee communication initiatives and recognition programs
• Build relationships at all levels within the organization to effectively maximize employee and management involvement in driving change
• BA/BS in Business, HR or related field required
• Master’s Degree and/or professional certification preferred
• 5+ years of progressive experience with proven track record as human resources professional
• Strong organizational, budgeting & project planning skills with ability to meet deadlines & manage multiple priorities
• Knowledge of hiring practices, employment regulations and compensation/salary setting
• Sound business judgment, analytical skills, & decision making abilities
• Ability to think strategically & champion change as a business partner
• Ability to build relationships and network
• Ability to question leadership decisions, status quo and manage conflicts effectively
• Strong consulting, coaching, group facilitation and presentation skills
• Ability to assess training needs, develop content and deliver training
• Understanding of interpersonal relationships, human dynamics and organizational behavior
• Excellent communication skills with customer & quality focus
• High level of integrity, credibility and discretion with confidential information
• Demonstrated proficiency in all MS Office Suite products; expertise in HR database tools desired
• Flexibility and adaptability with proactive, service oriented approach
• Innovative problem solving and analytical skills
• A high level of integrity, energy, and a positive customer and quality focus with ability to work within and in support of a team environment
• Proficiency in reading, writing and speaking English; additional languages a plus
• Customer focus: Maintains effective and positive relationships with customers and colleagues; gains trust and respect
• [MB1] Managing Diversity: Manages all kinds and classes of people equitably; deals effectively with all races, nationalities, cultures, disabilities, ages and genders while supporting equal and fair treatment and opportunity for all
• Fairness to Direct Reports: Acts fairly; has candid discussions without a hidden agenda, never gives preferential treatment
• Informing: Provides information people need to know to do their jobs and feel good about being a member of the team and/or the organization
• Integrity and Trust: Widely trusted and seen as a direct, truthful individual who keeps confidences and admits mistakes. Never misrepresents him/herself for personal gain
• Learning on the fly: Learns quickly when facing new problems; is a relentless learner; open to change; quickly grasps the essence and the underlying structure of anything
• Perseverance: Pursues everything with energy, drive, and a need to finish and seldom gives up before finishing, especially in the face of resistance or setbacks
• Priority Setting: Spends time and the time of others on what's important; quickly senses what will help or hinder accomplishing a goal. Creates focus; eliminates roadblocks
• Drive for Results: Exceeds goals successfully; consistently a top performer who steadfastly pushes self and others for results
• Self-Development: Personally committed to continuously improving him/herself; understands that different situations and levels may call for different skills and approaches. Intellectual curiosity
• Analyze HR metrics for assigned business groups to help managers arrive at appropriate people decisions; understand trends and proactively develop plans to address concerns through meaningful actions
• Provide direct partnership for managers while remaining connected with and approachable for employees in addressing HR issues such as: work place conflicts, performance issues, job redesigns, development planning and corresponding processes such as change management, reassignments, training, job eliminations and terminations
• Lead talent reviews and succession planning with managers and work with Senior HR Director to implement plans and measure progress
• Participate in and potentially lead, large scale projects
• Bachelor’s degree required; advanced degree or progress towards completion preferred
• 7+ years of overall HR experience with at least 3 years of proven HR partnering experience, ideally in a large global matrix organization
• Effective in working with peers, business partners, and other colleagues – embracing different people and cultures to positively impact business performance and foster strong team work and inclusion
• Experience leading or participating in large scale, global projects is preferred; PPI or lean six sigma knowledge is a plus
• Demonstrable experience building credibility and trust among both employees and managers
• The ability to focus on collaboration within and across the business/function and understand end-to-end implications of decisions; leverages sound decision making and strong judgment even under challenging circumstances
• Frames the right holistic questions to “connect the dots” and makes priorities accordingly, balancing strategic and operational needs; delivers on commitments and trusted to follow through
• Exceptional oral and written communication skills; easily demonstrates for stakeholders capability in creating sustainable results
• Provide impact to business teams around talent, organizational development, strategy development, coaching, and change processes
• Act as a Change Agent by diagnosing needs and institutionalizing change through organizational structure and processes
• Serve as a strategic partner to leaders by understanding business needs and market dynamics to align and develop organization and frame strategic choices
• Partner in aligning integrated business, people planning, and development processes
• Coach broad leaders and support development of associates for leadership or key roles
• Act as a broker between business teams and the right HR resources delivered in the Enterprise
• Take on high-impact project work in support of HR functional and Enterprise business needs
• Learn and model our unique Enterprise culture as a source of competitive advantage
• University degree (focus on Business Administration, HR or related field preferred)
• Minimum of 5 years HR functional experience or equivalent demonstrated capability via business experience
• Strong inter-personal relationship and communication skills
• Demonstrated experience and capability in leadership coaching, complex facilitation, contracting, conflict resolution, change management, Organizational design and development
• Influencing skills, and ability to work across a matrix organization
• Experience in implementing effective processes around organization, team, and leadership development
• Willingness to travel (up to 20% of the time)
• Partnering and providing business teams with consulting, capability, and awareness around human resources
• Willingness to move as needed to areas of highest impact
• Collaborating and partnering with our Enterprise HR teams such as our Talent and Organizational Effectiveness Center of Excellence, Total Rewards, Shared Services and Operations, etc., in support of the best solution to meeting business needs
• Learning, modeling, and teaching our unique Enterprise culture as a source of competitive advantage
• Engaging with the rest of the Enterprise HR business teams to support global and corporate needs as appropriate
• Coaching and development, organizational and leadership development, and change management
• Strategic Partner
• Bachelor's degree (preferably with focus on Business Administration, HR or related field)
• At least 10 years of business experience, which includes a minimum of 5 years of broad HR experience
• Ability to develop, facilitate and guide high value, complex discussions, processes, or meetings
• Methodical, well-organized approach to problem solving
• Self-confidence rooted in capability and intuition
• Strong capability to learn and use business software (MS Office, BT Conferencing, IBM connections, etc)
• Talent Acquisition: Work with OpCo leaders to create and maintain workforce staffing plans. Recruit, interview, and select associates to fill vacant positions in the Operating Company as well as manage the pre-employment process. Plan and conduct new associate orientation and on-boarding process. Ensure that competent, diverse, and skilled workers are hired and workload levels are appropriate and maintained, and work to minimize turnover. Track retention and assist OpCo leaders in developing strategies that maintain and improve retention
• Leadership Development: Partner with senior management to identify and proactively develop talent through formal training, mentoring, coaching, and “stretch” assignments. Participate in succession planning to ensure talent is available and ready to assume positions of greater responsibility both at the OpCo and elsewhere at Sysco. Responsible for personal development through internal resources as well as external resources
• Performance Management: Oversee the performance management process. Work with OpCo leaders on their associate evaluations. Provide training and consultation as necessary
• Employee Relations: Provide coaching and guidance to OpCo leaders and associates regarding employment issues in such areas as policy and procedure interpretation/application, dispute resolution, corrective action, leaves of absence, harassment, and terminations. Facilitate the Sysco Speaks associate engagement survey efforts in the OpCo. Analyze findings and review trends with senior management and recommend actions to ensure positive organizational changes. Coordination of employee relations/recognition related events
• Compliance: Review, interpret, administer and ensure compliance with federal, state, and local employment laws, and company policies and procedures; including the maintaining and retention of all personnel records. Maintain all DQF’s (driver qualification files) through iCertainty as required by Sysco and the Department of Transportation (DOT). Develop and maintain the OpCo’s Affirmative Action Program (where applicable), complete required Equal Employment Opportunity (EEO) reporting and ensure Equal Employment Opportunity Commission (EEOC) compliance. Perform investigations and prepare written responses to EEOC claims, unemployment claims, etc
• Reporting & Documentation: Prepare reports as requested. Develop and disseminate reporting, as necessary, related to retention, labor, expenses, etc. Document investigations, terminations, and any other related matters. Conduct exit interviews upon voluntary separations to better understand the reason behind the separation
• Safety: Support the installation, maintenance and continuous improvement of the process and strategies of Vision Ø, Sysco’s Behavioral & Compliance Safety program. Ensure compliance with all applicable federal, state and local laws as well as company policies and procedures. Adhere to all GMP’s (Good Manufacturing Practices), PWM’s (Preferred Work Methods), and all other safety policies. Direct resources and activities to support a culture of prevention awareness and accountability across the organization. Support the development of Health, Safety and Environmental (HSE) plans to meet operational goals to reduce accidents, injuries and incidents. Partner with 3rd party administrator (TPA) to manage workers compensation claims
• Training: Oversee the execution and delivery of all local training for all associates. Deliver leadership training for all OpCo leaders on various HR topics, including ethics, labor laws, policies, and procedures. Oversee administration of Sysco Interactive University (SIU) programs
• HR & Safety Team: Provide day-to-day direction and support to HR and Safety staff including proactive guidance, troubleshooting support, and issue escalation
• Bachelor’s degree with major or emphasis in Human Resources, Business Administration, or a closely related field; or equivalent related experience
• Advanced experience in labor relations (union)
• 7 years of HR experience in the design, development, and execution of HR strategies and tactics
• Strong consultative, presentation, and business communication skills
• Bilingual in Spanish or Creole is a plus
• Leadership Development: Partner with senior management to identify and proactively develop talent through formal training, mentoring, coaching, and "stretch" assignments. Participate in succession planning to ensure talent is available and ready to assume positions of greater responsibility both at the OpCo and elsewhere at Sysco
• Labor Relations (in Union locations): Respond to grievances, review disciplinary programs, conduct investigations, prepare for arbitrations, and participate in union contract negotiations
• Training: Oversee the execution and delivery of all local training for all associates, including the supervision of a Training Manager (where applicable). Deliver leadership training for all OpCo leaders on various HR topics, including ethics, labor laws, policies, and procedures. Oversee administration of Sysco Interactive University programs as well as Sysco’s STEP program
• Knowledge of applicable laws and regulations related to HR and business practices
• Critical Thinking: Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems
• Reading Comprehension: Understanding written sentences and paragraphs in work related documents
• The ability to occasionally lift and/or move up to 20 pounds
• Must be able to do limited travel to Sysco facilities or operating companies
• Partnering with the Business and HR leadership to develop and execute corporate and firmwide HR strategies and special projects or initiatives
• Partnering with the Recruiting team and hiring managers to define staffing goals, and evaluate & close candidates
• Partnering with the Employee Relations team to ensure issues and concerns are properly identified, reported & resolved
• Partnering with the Rewards & Analytics team and Organizational & People Development team to improve cross-functional calibration of performance and rewards
• Coaching employees and managers at all levels
• Strong employee relations background (anticipate, identify and facilitate resolution of employee relations issues). Must be able to work with department managers who might not have as much experience with employee relations
• Someone very comfortable working in a 2 person department, doing transactional (onboarding, processing new hires, etc.) as well as strategic work
• Communicate HCA’s company HR policies and practices, respond to questions regarding interpretation, and provide advice and consultative services to HCA’s employees and leaders enabling them to make informed business decisions
• Working with data/metrics; any exposure to Excel, Lawson/Taleo is ideal
• Strong communicator who is passionate/enthusiastic about what they do
• The ability to understand business goals and recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity and development of employees within the company
• Coaching and mentoring at management level and employee level
• Experience with rapid and complex changing work environment, including rapid growth
• Success in driving effective development, employee relations, retention and reward programs, including conducting investigations, coordinating the performance management process, and responding to manager / employee requests
• For us, key strengths are recognized as - flexibility, organization, fantastic communication skills and huge amounts of drive
• Should be comfortable with high volume workload and "roll up your sleeves" and get things done yourself, researching out answers as needed to help others
• A strong solutions focus and be comfortable working in an environment which demands strong deliverables along with the ability to identify problems and appropriate solutions
• Strong experience with program management, defining what we hope to accomplish and following through to deliverables and analysis of effectiveness of the programs
• 5+ years human resource experience, with at least 2 years as a Business Partner or in HR Program Management
• Experience with MS Office Suite (especially Excel), HRIS, People Soft
• Master’s Degree or MBA in HRM preferred
• Leading teams through change management
• Coaching managers on their development
• HR experience in complex technical environments and technical teams
• Knowledge and Skills
• Intimate knowledge of Human Resources policies, procedures, laws, standards and government regulations; Intimate knowledge of people management skills; particularly influence management and conflict resolution; General knowledge of finance, including ability to read and understand financial data such as P&L statements, balance sheets, etc
• Technical and business knowledge
• Communication skills; Interpersonal skills; Teamwork and leadership; Analytical skills; Organizational skills; Selfmanagement; Management /supervisory skills
• Educational and Experience Requirements
• Bachelor's degree or equivalent and three
• (3) to (5) years' in talent adquisition and Human Resources experience
• Design and deliver targeted including strategic planning, visioning, change management and team building
• 10+ years HR experience in a high growth environment (preferably in a technology, or high-tech organisation)
• 6+ years experience as a HR Manager or Business Partner or equivalent
• A roll up your sleeves and get it done leadership style and marked by a high level of energy and attention to detail
• Strong focus on innovation and deep understanding of the business and these markets
• Knowledge of HR laws and applications and demonstrated project management/change management skills
• Ability to manage numerous projects simultaneously and with tight time frames
• Strong analytical thinking and ability to analyse trends and propose recommendations
• Experience in APAC HR a strong plus
• Respond to day-to-day inquiries from clients
• Conduct exit interviews with employees and identify and analyze exit trends
• Provide data for workforce planning initiatives, finance, RFPs, and other requests as needed
• Work with managers on informal rewards & recognition options (programs, incentives, etc) as well as the annual compensation process and the benchmarking of a variety of jobs
• A minimum of 3-5 years of HR generalist experience strongly preferred
• Basic experience in all major HR disciplines is preferred, as is the ability to understand client needs and related business drivers
• Keen customer focus, relationship-building skills, and the ability to deliver commitments on a timely basis
• Strong analytical and problem solving skills, with the ability to resolve problems and make decisions independently
• Strong judgment, conceptual thinking skills, and the ability to clarify key issues in complex situations
• Work very closely with the Head of HR for AP Consumer & Vision Care and Business Leaders to drive leading edge talent development solutions
• Leads key HR processes in support of talent agenda: talent review and succession planning, career management and development, performance management and talent acquisition
• Partners with HR Specialist groups and local HR Operations team to ensure coordination of HR and flawless execution across the organization
• Provides group and one-on-one coaching to managers and employees to support leadership development, business decision-making, human resources management, problem-solving and performance management
• Responsible for supporting organizational development through identifying, developing and implementing programs that drive improvement in the skills, development, engagement, and retention of staff across the organization
• Be responsible for the talent reviews, competency assessment, identification and mobilization of high potentials, performance management and improvement, action plan per individual, resources and succession planning, recruitment and redeployment of people
• Challenge the execution of talent activities to ensure that Bombardier standards are met
• Support the development of leadership on site, to allow management to deliver on their commitments, mobilize their people and teams
• Leverage good practice, share knowledge and experiences, and avoid duplications while customizing current tools and programs
• You hold a College diploma or University degree in Human Resources or related field
• Your Certified Human Resources Professional (CHRP) designation will be considered an asset
• You have two (2) years of experience in a similar role within a unionized and/or industrial environment in addition to five (5) years of experience in Human Resources
• Your English communication skills are excellent, both written and spoken
• Your French communication skills will be considered an asset
• Works closely with the Chief Talent Officer to create, develop and implement talent management programs and services that support Intelex’s business objectives, performance objectives and growth plans
• Provide responsive, high quality specialist advice supporting Managers on all aspects of the talent management function with an emphasis on taking shared responsibility and ownership for decision making involving people issues
• Facilitate timely resolution of all employee relations issues while maintaining an appropriate balance between employee and management advocacy
• Develop of talent programs and services required to support the development of a performance based culture and the achievement of business objectives
• Creation, implementation and management of talent policies, processes and programs working closely with the management team
• Support the management of illness and/or disability related to either occupational or non-occupational absences and support the business with the development of Return to Work Plans and accommodation
• HR legislative compliance (Canada/UK) and employment law (i.e. employee relations and employment documentation) including health and safety
• Organizational Management – role and scope of responsibility documentation (i.e. organizational structures and corresponding job descriptions), provide consul on the use of cross-functional project teams, career management and succession planning for key individual contributor roles within the organization
• Provide advice and support for change management initiatives, organizational/departmental restructures, and job role redesign
• Support Recruitment, Onboarding, Career Planning, Learning and Development as well as retention of key employees critical to achieving business objectives in collaboration with the Management Team
• Employee Communications – ensure branding and key messaging alignment working in collaboration with Marketing (i.e. Employee Surveys, Recruitment Materials, etc.)
• Day to day management of Canadian and UK benefit plans and third party vendor relationship management
• Support Employee Compensation Programs – Salary, Benefits, Bonus/Commission Structures, Profit Sharing, etc
• Seek to continuously improve the quality and value of the HR service provided to the organization
• Ability to champion and promote new and innovative ideas that contribute to the aims and objectives of the business as a whole as well as meeting the needs of business units across the organization
• A self-starter with the ability to take initiative from concept through to implementation
• Ability to communicate and engage with employees at all levels internally as well as with external stakeholders
• Proven ability to manage multiple responsibilities and projects with competing priorities and deadlines
• Ability to bridge cross-functional boundaries within the organization
• Strong working knowledge of Canadian and UK labour laws
• Strong HR generalist background and business experience
• Ability to act as a professional trusted advisor to the business in the management of all people related matters
• Proven ability to develop a good understanding of business issues and how to identify and deliver HR interventions and solutions to meet the needs of the business
• Demonstrated ability to influence change and act as a change agent within the organization by leveraging strong working relationships built on trust
• Knowledge of Environmental, Health & Safety and/or Quality Management Systems would be considered a strong asset
• 3-5 years progressive Human Resources background with experience gained in technology environments
• Having developed an HR function alongside the growth of a global business would be beneficial to this role
• 3-5 years of previous HR Generalist experience, accountable for direct reports, preferably in a manufacturing or warehousing environment
• Job Title:* Human Resources Business Partner
• Req ID:* 713299BR
• Canada Walmart Division:* Distribution Centre
• Canadian Cities:* Cornwall
• Store Location:* 2401 SCM Way
• Delivers practices and results that attract and develop high-potential, diverse talent for the organization. Work with leaders to relate and maintain workforce staffing plans. Recruit, interview, and select associates to fill vacant positions in the specific areas as well as the pre-employment process. Plan and conduct new associate orientation and on-boarding process. Ensure that competent, diverse, and skilled workers are hired and workload levels are appropriate and maintained, and work to minimize turnover. Track retention and assist leaders in developing strategies that maintain and improve retention
• Provide coaching and guidance to leaders and associates regarding employment issues in such areas as policy and procedure interpretation/application, dispute resolution, corrective action, leaves of absences and harassment. Coordination and drive of effective employee relations/recognition related activities
• Facilitate business change and performance across supported groups through the implementation of an effective people strategy; influence significant business decisions through a close partnership with team leaders and partners
• Work with line leaders to ensure that associates are treated in an equitable and consistent manner within company policies and practices. Find the right balance between the business need and associate advocacy. Provide consultation to line leaders on associate engagement strategies
• Utilize business acumen and organization knowledge to improve processes in a way that enhances overall productivity while reducing costs
• Facilitate interactions to drive team effectiveness and associate engagement including but not limited to alignment sessions, high performing team interventions, and new associate assimilations
• Work independently and in accordance with all applicable federal, state and local laws/ regulations and corporate procedures and guidelines
• Maintain the integrity of Herbalife employment policies by providing managers and supervisors with guidance and interpretation of corporate policies, practices and procedures
• Drive the implementation of the HR strategy in support of short and long term business goals by building partnerships and alliances throughout the organization
• Support the implementation of cultures that drive innovation, management accountability, employee engagement and inclusion in order to improve individual and organizational performance
• Detail oriented with ability to juggle multiple projects and meet deadlines
• Proven track record of effectively interacting with all levels of the organization, performing a diverse set of tasks in a fast-paced environment using appropriate cultural sensitivity, judgment, confidentiality and integrity
• Demonstrated ability to maintain a professional image and relationship with internal and external contacts via phone, email and in person interactions
• Must be able to maintain high level of confidentiality, professionalism and effective interpersonal communication skills
• Must be proficient in all MS Outlook, Word, Excel, PowerPoint, as well as other computer programs required by the job
• High level of interpersonal skills, sensitive to confidential situations and information, demonstrates poise, tact, diplomacy and good judgment and able to handle confidential material in a reliable manner
• High attention to detail and accuracy, great follow-through
• Ability to work independently as well as in a team environment and within established guidelines
• Requires 5+ years of Human Resources generalist experience and/or equivalent experience
• Knowledge of all HR disciplines with a demonstrated in-depth knowledge in at least one of the following areas: Talent Acquisition, Employee Relations, Organizational Development, Benefits or Compensation
• Experience with HRIS systems (TalentWise, Taleo, ADP, Oracle & etc)
• Advance computer skills required including Excel
• Proven ability to work in a high paced environment
• Experience working in a multiple shift manufacturing environment within human resources
• Working knowledge of current Good Manufacturing Practices (cGMPs) and regulatory guidelines in a FDA environment
• Master’s Degree (BA/BS) in Business/Human Resources
• SHRM-CP or SHRM-SCP
• At least four (4) years of relevant HR Generalist experience including 3-years employee relations and recruiting experience
• Experience working in a distributed business services model, working across multiple locations and territories
• The ability to create something new and thrive in an environment where standard HR practices currently don’t exist
• Previous work experience in a manufacturing or construction-related environment
• Provide guidance and assistance to business leaders to determine their people strategy
• Research, propose, implement, and/or administer programs and practices related to human resources, organizational development, job enrichment, and employee engagement at the business unit or division level
• Collaborate with senior management in the development, delivery and communication of creative solutions to drive organizational effectiveness and efficiency
• Identify trends and partner with Executives to anticipate and plan for human capital requirements to achieve both short-term and long-term objectives for the business and serve as a catalyst to promote positive change management strategies
• Ensure legal compliance with a variety of HR-related regulations and recognize when to seek advice from Human Resources management
• 7+ years of HR experience as a Human Resources Generalist or in multiple related human resources disciplines including experience with employee/labor relations, organization development/effectiveness, compensation, talent acquisition, benefits administration, and/or change management
• Previous HR business partner or HR consultation experience is highly desired
• Bachelor’s Degree or equivalent work experience in human resources or related field required. Master’s degree in a business field or human resources is a plus
• Fully Bilingual (English-Spanish)
• Mexican Labor Law Knowledge
• Must be willing to work nights, weekends and holidays if needed
• Labor Relations Experience in Call Centers/Distribution Centers or manufacturing environments
• Collaborate to develop the strategic HR priorities for the business it supports
• Responsible for identifying, prioritising and communicating business needs to HR Solutions, HR Services and other HRBP’s and follow up on service level agreements as necessary
• Understand the business and customer requirements in order to ensure that HR activities and programmes are ultimately aligned with their needs and to ensure they can contribute effectively as members of business teams
• Ensure the voice of the customer is heard when management decisions are being made
• Ensure successful application of HR solutions through consulting and implementation to solve client and organisational issues
• Collaborate, develop and implement effective communications’ strategies to keep the business and its employees informed and engaged
• Drive action planning and execution following employee surveys to ensure a constant focus on improving employee engagement
• Lead and/or support employee engagement initiatives and activities
• Take a lead and active role in workforce planning & analysis with business leaders and managers. Support leadership in maximising workforce efficiency while increasing organisational capability
• Leverage tools and systems to generate reports and perform analytics in support of the business
• Ensure disciplined and consistent approach and processes for change are utilised in the business for all types of change projects
• Acting as an internal consultant, advise and coach business leaders on what should be done and how – facilitating and managing the process for change
• Ensure the organisation, its structure, resources and key relationships are aligned to business strategy, goals and processes
• Support leadership in the integration of strategy, process, and people into the right structure with the right competencies and capabilities to realise the business plan and maximise performance
• Act as trusted advisor by providing proactive and strategic HR consultancy, advice and coaching to business leaders
• Translates business strategy into a clear, concise and engaging message
• Focus on execution of business strategy by aligning HR systems to help accomplish the organisation vision and mission. Integrate systems to ensure all the different elements of the formal strategic plan come together in a coordinated way
• Participate and/or lead company people programs and projects such as compensation review, performance and development plans, succession planning and talent management; M&A, special projects, competency studies as requested
• 3+ years HR business partner experience; experience supporting senior leaders and client groups
• Credibility and integrity to act as a trusted advisor
• Collaborative working style while able to work independently
• Highly developed internal customer orientation
• Experience in affecting change including at leadership level
• Strong communication, coaching, consulting, facilitation and problem solving skills
• Effective analytical skills with the ability to identify needs and issues and work with HR in developing programs to drive business performance
• Strong work ethic; takes initiative
• Manage multiple projects and tasks simultaneously and prioritize work to meet deadlines
• Demonstrated knowledge of Australia employment laws
• Seeks to continuously improve performance; agile and adaptable
• Mature and balanced in temperament; able to effectively deal with ambiguity
• Able to build relationships at all levels
• HR experience, ideally within financial services
• Compensation and Employee Relations experience
• Knowledge across all HR disciplines: Comp & Bens, Employee Relations, Performance Management and Learning and Development
• Numerical, analytical and effective problem solver. Technically proficient in Excel
• Experience of building strong relationships, working with and influencing management
• Commercially minded with an understanding of the private banking and/or investment banking business, the environment and its people
• Execution oriented excellent problem solver, flexible and adaptable in approach
• Strong eye for detail
• Lead talent reviews and succession planning with managers and work with Vice President, Human Resources to implement plans and measure progress
• Participate in and potentially lead large scale projects
• Bachelor’s Degree in relevant discipline highly preferred
• Five (5) + years of overall HR experience with at least 3 years of proven HR partnering experience, ideally in a large global matrix organization
• Effective consultative and influencing skills
• Strong understanding of Federal and California employment law
• Maintain the highest degree of confidentiality
• Ability to anticipate and deliver upon the needs of the organization
• Provide and apply creative solutions to maintain work flow
• Ability and willingness to prioritize and realign priorities when situations change
• Handle a fast-paced, multi-tasking environment, and prioritize effectively
• Establish relationships with managers and executives to understand key business issues in order to be a strategic business partner and advisor. Provide full service human resources support for assigned groups
• Provide proactive input regarding employee relations, organization design, leadership development and other human resources issues
• Provide coaching to supervisors, managers and executives in business and employee relations situations in order to provide a positive work environment
• Independently conduct investigations regarding employee concerns, ensuring due process is followed. Recommend courses of action consistent with company practices
• Manage talent acquisition for assigned groups by ensuring the best qualified candidate is hired for each opening, consistent assessment processes are applied and appropriate affirmative action is taken
• Two (2) years related Human Resources experience
• Employee relations experience in a large manufacturing environment
• Strong HR generalist foundation with a breadth and depth of HR knowledge, best practices and processes, legal and regulatory requirements and union avoidance
• Ability to understand and effectively help facilitate employment, HR strategies and organizational objectives
• Demonstrate knowledge of HR practices, retention, engagement, change management, and employee relations
• Ability to maintain in strict confidence all personal information; possess and models the highest level of personal integrity
• Demonstrated skills and experience in building relationships, proactively negotiating, influencing, and persuading others
• Must have exceptional verbal and written communication skills
• Excellent customer service skills; establishing and maintaining collaborative relationships across the organization
• Business acumen, political astuteness, adaptability and flexible critical thinking skills are a must
• Strong attention to detail, understanding of data and concepts, analysis and reasoning processes, problem resolution and decision making skills
• Results oriented with the ability to manage multiple and concurrent priorities while effectively providing guidance and counsel in a high volume fast-paced environment
• Must have experience working in an HR Shared Services model
• Advanced proficiency in Microsoft Office Suite (Excel, Word, PowerPoint) required and HRIS
• HRMS experience, PeopleSoft preferred
• Demonstrated knowledge and understanding of LEAN or Six Sigma methodology and concepts as it relates to process and continuous improvement
• Bachelor’s Degree preferably in Business, Human Resources, or a related field
• Minimum of 5 years’ experience as an HR Generalist in a hospital setting and similar sized healthcare organization
• Minimum of 2 years’ experience in an HR supervisory/management
• Master’s Degree (Business, Human Resources or related field)
• 5 years of practical HR experience in a variety of specialist roles
• 3 years’ experience in an HR Manager within a hospital setting and similar sized healthcare organization
• Consistently exhibits behavior and communication skills that demonstrate HealthCare Partners’ (HCP) commitment to superior customer service, including quality, care and concern with each and every internal and external customer
• Conducts investigations, documentation, analyses and writes comprehensive fact finding reports on employee relations issues for review by Employee Services management
• Interprets and applies HCP policies and procedures, past practices and applicable federal and state laws and regulations to decisions impacting employer-employee relations; makes action plan recommendations to management
• Administers all HealthCare Partners policies and procedures pertaining to employee relations practices, which may include but are not limited to: Leaves of Absence, Terminations, Performance Management, Payroll notifications, workforce reductions, site relocations, etc
• Mentors managers and supervisors to enhance their performance management, employee communications and other management skills; prepares training materials and facilitates workshops to orient new managers and supervisors on HCP and E&CS policies and procedures (e.g., Performance Management, FMLA, legal compliance, etc.)
• Works with management staff on employee Performance Improvement Plans (PIP); obtains approval from and provides feedback to ES management regarding PIP and Annual Performance Assessments for non-provider employees
• Administers the Unemployment and State Disability functions; attends EDD unemployment hearings, along with HealthCare Partners’ third party Administrator as required
• Prepares responses to claims filed with state and federal regulatory agencies (e.g., DFEH, EEOC, Labor Board, etc.) for review by ES management; gathers documents required for discovery in employment litigation matters at the request of the ES management and/or outside legal counsel
• Responds to employee requests for information on company benefit programs before referring them to the Corporate Benefits Manager
• Generates HRIS database reports (emPath) to measure and evaluate exit interviews, voluntary and involuntary turnover data, etc
• Recommends new processes and procedures within the employee services function to promote department efficiencies and realize cost savings
• Coordinates company-wide programs (e.g., Service Award Programs and other employee recognition initiatives)
• Uses, protects, and discloses HCP patients’ protected health information (PHI) only in accordance with Health Insurance Portability and Accountability Act (HIPAA) standards
• Working knowledge of applicable Federal, State and Benefit employment laws and regulations
• Excellent research and organizational skills
• Strong interpersonal and facilitation skills
• Responsible for various people metrics, as well as be actively engaging in department activities in his/her areas of responsibility
• Provide timely communications / counsel to the departments in their respective areas, and be the designated HR contact for key intitiatives
• Responsible for taking action to ensure that all employment practices under his/her control, including hiring, promotions, demotions, and discipline are conducted in compliance with equal employment opportunity laws and Arconic policy
• Stay current with local, state and federal laws, rules, regulations and statutes governing equal employment opportunity practices
• Strong communication skills (both written and oral)
• Effective listening skills
• Ability to coach managers and employees in difficult situations
• Ability to remain objective
• Experience with organizational design and development
• Excellent working knowledge of his/her respective areas
• Results-oriented
• Flexibility to work in a matrix organization
• Thorough understanding of the company’s business challenges, and the ability to articulate the company’s position in a positive and effective manner - excellent business acumen
• Quick thinking, ability to respond fast
• Forward thinking
• Customer Orientation
• Five years of Human Resources experience
• This position is subject to the International Traffic Arms Regulations (ITAR) which requires U.S. person status. ITAR defines U.S. person as an U.S. citizen, U.S Permanent Resident (i.e Green Card holder), Political Asylee or Refugee
• Experience in a manufacturing environment
• Familiarity with Puerto Rico employment laws, and industry standards
• Experience interfacing with local government organization as it pertains to employment regulations
• Proven knowledge and experience in the use of project management concepts to include: project schedule, scope, and deliverables
• Demonstrated ability to manage multiple projects and lead, prioritize, and delegate cross-functional teams
• Proven leadership, decision making, and negotiation skills
• Experience supporting large diverse teams
• Proven excellent verbal and written interpersonal and communication skills including the ability to work effectively with customers, staff, management at various levels and diverse populations
• Demonstrated ability to identify and implement system efficiencies and continual process improvement
• Demonstrated ability to lead, coach and mentor individuals
• Experience coordinating site events
• Familiarity with Lockheed Martin and Enterprise Business Services
• Partner with division leadership to develop and implement HR strategies that support the goals and objectives of the business
• Provide strategic Human Resources support for organizational development/departmental structure decisions and activities. Provide direction and support for change management
• Support overall Talent Management Objectives and subsequent plans and goals
• Develop, monitor, and execute development and succession strategies for client groups
• Partner with leaders in defining talent acquisition strategy and execution for respective assigned client groups
• Assist with onboarding, development strategies and activities to build organizational effectiveness
• Provide proactive Human Resources coaching and consulting services to management and non-management for employee relations issues
• Escalate issues to and partner with HR Generalists and Legal as needed
• Must use discretion and independent judgment with respect to matters of significance. Problem solving often requires originality in determining new procedures, programs or practices
• Partner with HR specialist functions – Compensation & Benefits, Talent acquisition & Development, HR excellence & Communications
• As a strategic partner, the HRBP plays a key role in HR and business unit operations management. The HRBP develops practical solutions that are responsive to the needs, responsibilities and objectives of assigned business areas. The HRBP is a business leader that facilitates the development and implementation of better people management and development practices, and shares responsibility for goals and deliverables with clients
• Bachelor degree preferably in Management, Business or Health Care Administration or Human Resources, or equivalent training or experience. Master degree preferred. And equivalent combination of education and experience will be considered
• 4 to 7 years of experience advising managers or working at a managerial level, preferably in a complex organization
• Partner with client groups to assist them in achieving goals: focused on providing options and an informed opinion to guide decision making
• Acts as a change agent when managing organizational change where it relates to core HR activities (department restructures, severances, new policies, etc.)
• Presents reporting metrics to field leaders to identify trends and partners with HRBP II to propose and implement strategies to reduce risk
• Manages and resolves complex Team Member relations issues. Conducts effective, thorough and objective investigations
• Maintains in-depth knowledge of legal requirements related to day-to-day management of Team Members, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required
• Works closely with management and Team Members to improve work relationships, build morale and increase productivity and retention strategy
• Consultant to leaders on Human Resource related issues: including performance management, talent acquisition, Team Member development, talent review and succession planning
• Ability to develop and maintain a collaborative relationship with peers and colleagues across the organization as well as internal and external clients
• Ability to work with and positively influence peer and Senior Management
• Partners actively with different functions within the organization to achieve business objectives
• Responsible for participating on HR projects from implementation to completion and for using project management methodologies and tools, as appropriate
• Bachelor’s degree and or equivalent experience
• SHRM-CP or SHRM-SCP Certification a plus
• Minimum of 4 to 6 years’ experience in a Human Resource generalist role including compensation practices, organizational diagnosis, Team Member relations, diversity, performance management, talent management and federal and state respective employment laws
• Strong understanding of HR processes and ability to achieve impact and influence through quality information, access and awareness
• Service driven with strong customer orientation. Strong change management skills required
• Ability to work well autonomously and with a team in a fast-paced, dead line-oriented environment
• Ability to travel (auto, airplane, etc.) as required, in the geographic market which includes overnights, as needed
• Participate in company-wide programs and initiatives (e.g., workforce planning, salary/bonus/stock review, organizational change, performance management, and training assessment)
• Proven Human Resources experience, within a “business partner” capacity, supporting key executives and large lines of business (400+ employees)
• Ability to create analytics in support of HR business initiatives
• Must be self-directed and able to work independently as well as in a team environment. Ability to work independently and be resourceful in finding solutions
• Key skills and abilities also include coaching, influencing, facilitation, presentation, communication, process development, analysis, and problem solving
• Work as a strategic partner with business leaders (consulting on issues such as organizational effectiveness/behaviours and design, team cohesiveness, talent assessment and management, implementation of the people aspects of declared business strategy)
• Provide support and thought leadership to people managers within the business who are dealing with people related issues and business trends for example attrition/turnover rates
• Extensive experience of working with Works Councils is essential
• Support special employee cases (complex individual employee circumstances, secondments, grievances)
• Drive local compliance with HR initiatives and activities (e.g. Talent/Performance Management)
• Through their client interfaces, provide rich intelligence to the HR Centres of Excellence (COEs) that is to say Recruitment, International Mobility, Compensation, Talent & LOE as they shape their delivery agendas. The COEs will need to frequently partner with the HRBP to deliver pragmatic solutions to business client needs
• Collaborate with other HRBPs and HR COEs where needed to bring in expertise when needed, deliver complex organizational change initiatives and deliver HR processes (workforce planning, talent/performance management, salary review and benchmarking)
• Capture and feedback key insights/un-serviced-requirements from the business and overall trends that need to be fed back into the segment
• Use own perspective that can ensure COEs remain aligned with the requirements of functions
• Degree qualified, HR or equivalent
• Proven HR generalist experience in a fast moving, dynamic environment
• In-depth knowledge of German employment law and HR practices with a solid track record in managing/advising on sensitive legal issues as well as considering the impact of new legislation and devising new HR policies and procedures
• Exceptional interpersonal skills - credible at senior level and able to challenge the status quo. Influencing skills combined with the ability to manage a challenging and diverse client base and the confidence to question management about actions/decisions
• Strong skills in project management with experience of running a number of projects concurrently as well as excellent organization skills, particularly in order to multi-task/handle a high volume of work in order to meet challenging deadlines
• Keep technical knowledge up-to-date in order to display innovative and pre-emptive solutions to business requirements
• A pragmatic, results orientated individual with a collaborative approach to providing HR solutions to meet internal client requirements
• Ability to work under pressure and comfortable with ambiguity
• Positive attitude towards team work and developing the HR function, displaying the drive and determination to make a difference, supported by a strong work ethic
• Strong user skills of HR systems and Microsoft office programs
• Fluent German and English written and verbal language skills, plus additional languages, would be advantageous
• This position will require some travel between Frankfurt and Munich
• Support the organization’s growth by championing change and challenging the leaders on organizational structure
• Ensure the organization has the capabilities and skills to deliver on business strategy
• Additional HR related duties such as conducting exit interviews, data gathering and reporting, assisting in the process of payroll and/or HRIS related changes and updates, and assisting in the recruiting process as necessary
• Ensure compliance of federal and state regulations
• Bachelor degree in human resources, business administration, or other related area
• Professional HR certification preferred
• Experience with cross-functional and multi-functional project team(s) as a member and/or lead
• Recruitment and Onboarding
• Generalist Responsibilities
• Learning and Employee development
• Remuneration and Benefits
• HR Project Work
• Internal Communications and CSR
• HRIS, HR Analytics, Legal
• Strategic Business Partnership and Leadership
• HR undergraduate degree; with substantial post graduate operational HR experience
• Knowledge of California employment labor law
• Drive for results via action orientation
• Significant experience in recruitment including ATS administration
• Very strong analytical skills and critical thinking ability
• High level competency in the use of MS Office Suite including Word (mail merges), Excel (advanced) and PowerPoint
• Working knowledge of contemporary HR practices
• Strong interpersonal skills and emotional intelligence
• Able to connect, engage and influence
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance
• Identifies and facilitates training needs for business units and individual executive coaching needs
• Consults with management and senior leadership, providing HR guidance when appropriate
• Relevant bachelor’s degree
• 5+ years’ experience in an HR Generalist / Business Partner role; including experience resolving complex employee relations issues
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, performance management, and federal and state respective employment laws
• Experience in CA state employment laws and employment relations preferred
• Able to work with a diverse array of people and build strong working relationships
• Willingness to take ownership, be held accountable and achieve a good outcome for all stakeholders
• Able to work with a diverse array of people, challenging in a non-confrontational way and builds successful working relationships
• Strong written and verbal communication skills with the ability to communicate effectively at all levels
• Passionate customer service orientation with extensive experience in managing multiple stakeholders
• Driving engagement and high performance in order to leverage talent as a competitive advantage
• Attracting, developing and retaining top talent to support business imperatives
• Experience working in highly matrixed organizations
• Demonstrated success leading organizational change and influencing and coaching at the executive level
• Ability to Travel 20%
• Labor Relations experience
• Prior experience supporting corporate staff functions
• Bi-lingual (Spanish)
• LI-POST (LinkedIn Posting)
• Coach leaders on issues of effective team building and organization effectiveness
• Drive communication between HR and the Business Unit
• Be accountable for the creation and implementation of the company’s workforce development program, including performance management components
• Strong project management skills with an ability to identify and analyze business and audience needs to deliver messages via the most appropriate mix of media and channels
• Advanced PC skills (Windows, Word, Outlook, Excel, Visio, and PowerPoint); strong writing skills; self-motivation; the ability to stay current with developments in the field; and the ability to work effectively independently or in teams
• Experience with Oracle, SharePoint, & Oracle Cloud, required. Experience implementing Oracle Fusion HCM, preferred
• BS/MS Degree in Business/HR/OD or equivalent
• 2-5 years HR experience as a business partner, as well as experience in leadership development, OD, change management, compensation, talent acquisition and development, and/or employee relations
• Experience in a high-tech environment is a plus
• Ability to influence HR strategy and programs based on business needs
• Lead corporate initiatives
• Program and Project Leadership skills
• Ability to operate in a positive, helpful and productive manner
• A demonstrated high level of comfort interacting with all employee levels from individual contributor to executive
• Proven experience is assisting and coaching senior leadership through change management
• The ability to build trust among organizational leaders by driving performance-oriented results and effectively coordinating the resources of others to contribute to the organization’s most pressing priorities
• The ability to be a strategic thinker and develop communication strategy, key messages and tactical execution plans
• Working with all groups within the HR function, translate business strategies and objectives into the appropriate HR actions and initiatives
• Coach and consult with business managers on issues affecting employees and organizational effectiveness
• Ensure proper implementation and execution of HR programs and initiatives
• Measure and monitor key HR performance indicators
• University degree or equivalent in a related field
• Excellent communication skills in English and French
• 7+ years of HR business partner experience, preferably in a large publicly traded organization
• Knowledge of fundamental HR regulations and practices in both Ontario and Quebec
• Strong interpersonal and project management skills
• Experience in navigating efficiently through a matrix organization
• Well-developed teambuilding and influencing skills, unquestioned integrity, and the experience, confidence, and stature to effectively address sensitive HR issues
• Sound judgment, business acumen and the ability to make a contribution to the business as a whole; and
• Works with business leaders to champion a high performance culture and to create an environment of trust, dignity and respect, where behaviours are aligned to the Company values
• Sponsors and manages complex organisational change projects and their associated people implications
• As part of the MSD Manufacturing Division, participates in the development of the manufactuiring division strategy within Cramlington and long term business development plan
• Has a deep business understanding and is able to link global and UK & Ireland HR strategic goals to site/departmental business strategy
• Work with client leaders to support delivery of their people strategy
• Develops HR practices that act as strategic differentiators
• Facilitates talent management and succession planning across the Cramlington site aligned to global processes
• Provides effective coaching for managers through handling of complex employee relations issues
• Bachelor’s degree. CIPD qualification or relevant masters degree
• Substantial and demonstrable experience in an HR role, with experience of working in a HR Business Partner model
• Proven track record of delivering high performance through consulting & coaching
• Depth of Employment Law knowledge
• Highly effective at handling complex employee relations issues
• Highly effective communicator with the ability to influence outcomes at all levels of the business
• Ability to project manage multiple projects and initiatives through to successful delivery
• Stakeholder management of multiple decision makers, corporate colleagues and cross-functional teams
• Ability to build trusted partnerships and to work effectively with people at all levels
• Advanced PC skills such as Excel, Word, and PowerPoint
• Experience of working in a manufacturing environment would be an advantage
• Bachelor Degree required with at least 5 years of progressive HR experience; 10 years progressive HR experience accepted in lieu of a Bachelor’s Degree
• Knowledge of the Real Estate industry a plus but not required
• Strong communication and presentation skills, both written and verbal
• Intuitively collaborative; ability to work as a member of a team or independently
• Desire to continuously improve, optimize and streamline processes
• Technologically proficient in all areas including but not limited to: familiarity with various operating systems on PCs and ability to navigate computer software and hardware
• Ability to learn new software programs on an as needed basis, skillful in using the following programs including, but not limited to: Microsoft office programs such as Outlook, Word, Excel, PowerPoint, and Publisher, and Adobe programs such as Adobe Acrobat
• Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice
• Travel may be required on a very occasional basis
• Scheduled hours are based on business need
• Act as main Human Resources point of contact for the associates and managers in designated client group
• Proactively support the delivery of HR processes with clients
• Build strong business relationships with internal clients
• Lead leadership and performance management processes and programs
• Designs succession plans for key talent and critical roles to the business
• Identify emerging and key talent and assist in creating and executing on experiential development plans
• Actively identify succession planning, organizational design, and talent gaps; propose and implement changes as necessary
• Utilize Danaher Business System tools (TPI, VRK, etc.) to streamline HR processes, improve quality, and reduce administrative cost
• Lead clients and business leaders through bi-annual organizational design and organizational talent assessment processes
• Assist associates, as needed, with HR related issues
• Act as a member of the HR Management Team
• Manage and lead a team dedicated to HR full-service to the client group
• Relationship building and influencing skills
• Excellent communication skills – both written and verbal including presentation skills
• Project management and change management skills
• The ability to maintain confidential information
• BA or BS degree highly preferred
• MBA or Master of Industrial Relations (MAIR/MAHR) preferred
• 5 - 10 year’s HR generalist experience
• Travel up to 20%
• 10+ years of demonstrated success leading strategic HR efforts
• Candidates must demonstrate past success in introducing transformational change efforts to an organization and the results those efforts produced
• Strong executive presence and ability to represent HR at various executive level meetings
• Experience in organizational and leadership development will be key
• Candidates must demonstrate their ability to partner with and influence senior management and key decision makers
• An understanding of government contracting rules and regulations and how they affect employees and employee programs and practices will be important
• SPHR designation is preferred
• Bachelor’s degree in a business discipline or equivalent work experience. MBA degree or an MS in organizational development is preferred
• Bachelor’s Degree in HR or related field with a minimum of 5-7 years of progressive human resources partnering
• Demonstrated ability to understand the business and be able to balance human/organizational decisions with business considerations
• Key skills and abilities include coaching, influencing, facilitation, presentation, verbal and written communication, process development, analysis and problem solving while ensure confidentiality on all fronts
• Working knowledge of multiple human resource disciplines including compensation practices, organizational design, performance management, and employment legislation, talent management, and talent acquisition
• Ability to solve complex moderate to complex problems effectively and manage multiple high priority tasks
• Proven high-level consulting skills, conflict management skills, and interpersonal and negotiation skills with a strong ability to earn credibility across leadership
• Experience interacting with both domestic and global audiences at all levels within an organization
• Proficient with the use of Microsoft Office tools
• Microsoft products, (PowerPoint, Word, Excel), and other office equipment experience required
• Knowledgeable of ADP HR software or similar Human Resources Information System software preferred
• Ability to cope with sensitive, confidential and stressful situations involving other employees, staff and outside entities
• Experience leading through influence and providing coaching at all levels of the organization
• 2 - 5 years HR experience
• Providing management coaching to leaders
• Implementing and driving HR Programs
• Reviewing and analyzing business metrics including data on retention and employee experience in order to recommend systemic improvements
• Providing guidance and coaching to all levels of managers in addressing complex performance issues as well as prepare effective corrective action and termination documents. Providing training to managers and employees as needed
• Clearly understanding the client business, mission, challenges, business initiatives and model. Consulting with senior management to influence and facilitate the development of their organizational priorities and related change initiatives
• Monitoring and analyzing employee relations data and recommending appropriate intervention and training
• Complying with all existing governmental and labor laws
• Partnering with HR Manager to identify major problems and build effective solutions
• Protecting the interests of employees and the business in accordance with company HR policies and governmental laws and regulations
• Supporting employees through exiting process, including conducting exit interviews
• Supporting HR Manager with special projects
• 10+ years of direct HRBP experience
• Bachelor's degree in Business Administration or Human Resources
• Experience working within the professional services industry or within a technology company preferred
• Ability to travel to the offices within the region and to Seattle as needed
• Demonstrated competence in organizational development, coaching, compensation, and employee relations
• Ability to deal effectively with ambiguity, recognize trends, and identify systemic approaches to solving problems in a fast-moving, constantly changing environment
• Experience working with managers and multi-client groups
• Demonstrated skills in business acumen, consulting, analysis, project management, communication, presentation, negotiation, conflict management, and problem solving
• Partners with Senior Executives to drive the talent strategy for the business
• Translates current and future business needs into an overall integrated strategic workforce plan
• Understands customer trends and cyber security needs that will impact business
• Leads organizational assessment to actualize business strategies into actions that deliver results. Collaborates and manages relationships with other partners and key stakeholders
• Embraces change and organizational transformation leadership
• Ensures the relevant HR operating mechanisms and initiatives are embedded in their client organization Typical operating mechanisms include: Predictive talent analytics and consulting, org and talent reviews, formal and informal performance mgmt. Provides input on/champions change to operating mechanisms to ensure relevancy
• Effectively leads team to apply and influence strategic thinking, E2E, W2W and process excellence to all touch points
• Understanding about and preferable working experience in Sales or Go to Market organizations
• Masters degree or similar level of learning preferred
• Multiple year’s of professional Human Resources or comparable experience
• History of innovative and creative thinking that translated into 2X+ improved results
• Able to model and teach Symantec’s business and leadership models
• Provide advice, challenge and solutions on people and organisation implications of business strategies and decisions
• Enable leaders to lead and manage people and teams with high quality
• Organizational development – make sure the organization is aligned with business objectives
• Partner in bringing in and developing capabilities fit for the future
• Talent Management – support the business in accelerating development of key talent
• Compensation and benefits – ensure MSD has competitive terms and conditions
• Create a performance driven culture through objective setting, development planning, continuous performance feedback and appraisal in line with the company’s process
• Employee relations – ensure MSD complies with laws and regulations and lead an effective dialogue with work councils
• Support the business in building a strong company culture
• Drive initiatives and projects on Pan-Nordic level
• Academic degree in business / Human Resource Management or equivalent
• At least 5 years of experience in business focused HR partnering
• Experience in the pharmaceutical area is a plus
• Experience from working within a global HR environment
• Knowledge of Swedish labour relations and state of the art practices in HR
• Strong stakeholder management skills of multiple decision makers by demonstrating the ability to maintain and strengthen trustful relationships with people on all levels
• Capability of inspiring, getting buy-in and influencing to achieve results
• Understands the business and its challenges in order to help address the organization and people needs
• Takes a proactive approach with the business/clients on anticipating needs, suggesting improvements, and driving the success of the organization
• Leads organizational design/alignment activities with clients in partnership with OD
• Works with business leaders on strategic workforce planning
• Design and implement change management and communication strategies for the client group
• Partners with leaders regarding talent reviews (9-Box, etc.), 360 assessments, succession planning, etc
• Experience supporting large global organizations
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational development, workforce planning and change management
• Experience working effectively in a matrixed, global organization
• Travel percentage 15% or more
• Strong conflict management and interpersonal skills
• Promote and maintain all steps of the Red Carpet Customer Service program
• Develop and maintain positive working relationships with corporate staff, property employees, and vendors
• Provides HR coverage as needed
• Enters employee information such as personal data, compensation, benefits, tax data, attendance, performance reviews or evaluations, and termination date and reason into corporate HRIS. Maintain records of training and reporting documents as outlined by Corporate, Federal and State regulations
• Compiles data from personnel records and prepares reports as required by management
• Develops, tracks, and delivers effective, high impact education and development initiatives in a classroom setting or in the Learning Management System
• Administer all aspects of the Employee Benefits; including billing invoices, employee enrollment, and verification of eligibility
• Administer FMLA and other Leave of Absence Policies
• Prepares documentation and represents organization at personnel-related hearings and investigations
• Educates and coaches employees on business and HR processes, policies, effective practices, and systems
• Provides guidance and counsel to management concerning corrective actions, terminations and other employee issues
• Conducts investigations of employee complaints
• Assists with full-cycle recruitment process including requisitions, sourcing and screening qualified candidates, executing employment offers, and facilitating the on boarding process
• May be required to perform duties outside of normal job description where, in the Company’s judgment, it is necessary in the interest of efficiency, productivity, or improved guest service
• Comply with company policies; all state and federal regulations; and internal controls as it relates to this position
• Bachelors in Human Resources, Organizational Effectiveness or equivalent degree/work experience. Post graduate in HR; Masters in Human Resources preferred
• Speaks English and Spanish Fluently
• Is able to travel within the Caribbean, Central and South American countries (has a valid passport and qualifies for visa requirements)
• Has worked with global organizations for 5-7 years
• Assist with the development, administration, support, and management of employee relations functions
• Support, consult, and guide management at all levels of the organization on employee relation issues
• Provide input and solutions for solving specific team concerns
• Act as a mediator between opposing views of personalities
• Understand current state of Management Development functions and propose new strategies to improve processes when necessary
• Provide Human Resources related training at all levels of management as needed, including preventative training to ensure policy adherence and damage control
• Create materials that update and inform management on pertinent work force issues and concerns
• Review exit interviews and summarize data for management review
• Monitor and report on employee morale by proactively addressing employee relations and potential legal issues with management's cooperation
• Assist with interpreting policies, regulations, and programs in a manner conducive to company goals
• Support community events and programs such as United Way, Blood Drives, etc
• Coordinate, schedule, and promote programming efforts for specialized needs of division and departments
• Research some complex employee issues, and if necessary, coordinate efforts through Human Resources and/or Legal
• Responsible for selecting, training, developing, and managing performance of professional and non-exempt direct reports; providing prompt and objective coaching and counseling; and coordinating, planning, and assigning work for staff in accordance with the organization's policies and applicable legal requirements
• Bachelor's degree in Human Resources Management, Business Administration, or related field from a four-year college or university
• PHR certification desired
• Four to six years Human Resources experience or equivalent combination of education and experience
• Must have proficiency with various software applications programs including Microsoft Outlook, Word, and Excel
• Excellent negotiation and problem solving skills
• Ability to organize and prioritize projects in a fast-paced, deadline-oriented and rapidly changing business environment
• Proficient knowledge of local employment, wage and hour laws, family and medical leave, equal employment opportunity (e.g., FMLA, EE0)
• Ability to motivate people in a dynamic environment
• Experience in managing functional groups
• Experience in a call center environment strongly desired
• Provides consultation and support to department business partners and associates on all HR-related issues. Serves as the primary point of contact for the assigned operations team
• Advises business leaders on all aspects of organizational effectiveness including hiring, performance management, employee relations and policy interpretation
• Evaluates organizational climate and issues, assists with employee communications and facilitates improvements in the employee experience
• Conducts thorough investigations, maintains proper documentation, partners with leadership on outcome, and ensures timely resolution and follow-up on employee relations issues
• Provides guidance and assistance in the disciplinary action process; makes recommendations on the appropriate level of corrective action
• Fulfills staffing needs for exempt and non-exempt job openings; sources and identifies talent, conducts job interviews and fills open positions in a timely manner
• Assist management with writing effective and accurate job descriptions, requisition process and approval, salary administration, etc
• Serves as lead on various HR projects, such as documenting policies and procedures, updating HR manuals and identifying/implementing process improvements
• Collaborates with corporate business partners and assists in the management, administration and communication of employee benefits, such as health and welfare benefit plans, policies on time away from work and leave of absences including FMLA, Workers' Compensation, and Paid Time Off (PTO)
• Promotes safety in the workplace. Conducts assessment of incidents in partnership with the Safety Specialist and directs reporting procedures, mandatory drug/alcohol testing and investigation process
• Utilizes various systems/tools to track HR issues, identify trends, measure progress and analyze data. Compiles information and generates reports
• Helps drive the execution and periodic analysis of on-going HR processes and programs, such as bonus programs, performance reviews, HR audits and recognition programs
• Ensures legal compliance with all Federal and State regulations. Upholds consistency in the interpretation and administration of policies. Educates business partners on employment laws
• Assist in assessing, creating, conducting and measuring associate training
• Coordinate and or act as the HR sponsor for roundtables, town halls and or employee committees
• Bachelor's or an equivalent combination of experience and education
• 3-6 years’ experience in progressive HR roles
• Proficiency with federal and state labor law, employee relations, leaves of absence, workers' compensation, and safety
• Proficiency in Word, Excel, PowerPoint, and Outlook
• PHR, SPHR Certification
• Master’s / Advanced
• 3-6 years in an HR Business Partner role in an environment requiring significant change management consulting
• Knowledge of compensation and benefits, talent acquisition, learning and development and organizational development and change management strategies and best practices. Project management experience
• Advanced proficiency in Word, Excel, PowerPoint, and Outlook
• Own recruiting and employee selection efforts for multiple internal clients, partnering with senior leadership to deliver quality and timely results
• Develop and implement strategic programs and practices to align the workforce and achieve company goals
• Provide day-to-day performance management guidance (coaching, counseling, career development)
• Partner with HR specialists in the areas of employee relations, OD, succession planning, training, compliance, and other specialty areas
• Team with sourcing specialists to create strategies to ensure a strong candidate pipeline
• Experience in an information technology company during a time of high growth
• Partners closely with designated corporate teams to resolve issues and provide direction that drives business value
• Addresses employee relations issues and filter through appropriate channels for resolution
• Oversees new employee onboarding and orientation
• Handles Immigration process working closely with corporate, shared services and legal
• Acts as a liaison between employees and shared service HR functions (i.e. benefits, payroll, LOA, workers’ compensation, unemployment, VOE)
• Acts as on-site resource to employees on leave of absence, disability and workers’ compensation process
• Provides support for annual HR processes (i.e. performance management, compensation review, MBO (bonus) calculations and talent review)
• Partners with internal communications and HR Manager on HR related communications
• Oversees coordination of all employee engagement initiatives
• Works with line leaders to bridge talent gaps and provide developmental/training opportunities
• Fosters high performing, results driven culture by being able to performance manage and engage in disciplinary action when deemed appropriate
• Develops and promotes feedback mechanisms for employees and managers to influence the continuous improvement of HR services and processes
• Challenges the status quo and proactively identify/develop solutions that positively impact the workforce
• Partners with the business in executing change management strategies and behavioral adoption
• Assists with HR department projects as needed
• Works closely with cross-functional HR team to deliver key HR initiatives: recruitment, onboarding, performance management, compensation planning, benefit administration, engagement & retention, training & development, and succession planning
• Bachelor’s degree in related field required or relevant experience
• Strong communication skills and ability to influence
• Aptitude to engage, inspire, and influence people
• Ability to identify opportunities and proactively lead and drives change
• Strong business acumen and organizational agility
• Ability to manage multiple priorities simultaneously in a fast pace environment
• Functions comfortably and effectively in an entrepreneurial and high growth environment
• Understanding of federal, state and local employment laws/regulations,
• SAP/ADP HRIS System knowledge a plus
• 3 years of prior Human Resources Management experience, supporting a corporate population preferred
• Strong Employee Relations
• Experience with metrics and analytics for reporting and project analysis
• SPHR/PHR Preferred
• Requires experience in advising/educating managers with respect to employee relations issues and the Human Resources-related laws, regulations, and practices (preferably in California)
• Must have demonstrated expertise in consulting with managers and employees regarding Human Resources issues that arise through all stages of the employment relationship
• Knowledge of Human Resources policies and statutory and regulatory requirements including Title VII of the Civil Rights Act, California Labor Code, CFRA, California and Federal Wage and Hour laws, Workers' Compensation laws, FLSA, FEHA, ADA, FMLA, OSHA, EDD, and other applicable laws and regulations
• Must be able and willing to travel within Northern California (typically day trips, occasionally overnight); must have a current/valid California driver's license and able to provide own transportation
• Working in a union environment a plus
• 3+ years of previous Human Resource-related experience
• Microsoft Office/Suite proficient (Access, Excel, Word, etc.)
• Human Resource and Payroll system experience
• Ensure PS activities are aligned with DaVita’s culture, values, and mission, fostering a special place for teammates, executing on PS strategy to support the needs of the business
• Act as trusted advisor, positioned as integral member of the leadership team, advising, challenging and influencing leaders
• Partner with other corporate PS functions (e.g., Teammate Relations, Compensation, Benefits, Recruiting), acting as internal consultant and strategist to deliver positive business results
• Ensure adherence to PS policies and compliance with Teammate Relations findings and action plans
• Implement talent development activities (e.g., workforce planning, performance management process, succession planning, leadership development), while utilizing best practices and tools from the corporate talent management team
• Collaborate with leadership on the engagement survey process; development and follow-through of action plans and leading activities to keep the pulse of the workforce (e.g., focus groups, needs assessments)
• Design, develop and deliver best-in-class People Practices through training, education and facilitation, partnering with internal teams to meet local business requirements
• Leverage data and analytics to help drive key people and organizational decisions, opportunities and actions
• Act as an expert in organization design to assist with structural changes, and facilitate and act as a change management champion for this and other changes
• Key Competencies
• Commitment to DaVita's values with ability to demonstrate those positively and proactively to patients, teammates, leadership, physicians and/or vendors in every day performance and interactions
• Able to exercise considerable judgment, discretion, and confidentiality
• Able to interact internally and externally with all levels of teammates
• Demonstrated ability to work well with cross-functional groups
• Strong collaboration skills to help teams achieve their goals
• Comfortable working with imperfect/ambiguous information and tight deadlines
• Strong written, verbal and interpersonal communications skills
• Well developed consultative and coaching skills
• Proven experience owning major strategic initiatives, implementing change management and organizational development strategies
• Able to travel up to 35% of time
• Bachelor’s Degree required; Human Resource Management or other related field preferred, Master’s Degree preferred
• Five (5) or more years of HR Generalist experience; three (3) years of which must have been in an HR partner/manager position supporting a client group within the business
• Commitment to and role model of DaVita’s values of Service Excellence, Integrity, Team, Continuous Improvement, Accountability, Fulfillment and Fun with ability to demonstrate those positively and proactively to patients, co-workers, management, physicians, and/or vendors in every day performance and interactions
• Demonstrated ability to create, refine, develop, implement, and manage new and innovative processes
• Demonstrated professional interest in workforce quality and development; demonstrated commitment to continuous personal professional growth
• Demonstrated ability to work effectively at both detail and big-picture levels and to drive projects forward
• Proven leadership skills and the ability to collaborate across functions and with all levels of the organization
• Organizational Development – Develops and delivers strategies for supporting managers in their responsibility for employee development and organizational and cultural change
• Industrial Relations – Provides coaching and counseling to all management on issues surrounding the Collective Labour Agreements and general employment relationships
• Performance Management – Provides coaching and counseling to managers on performance management and rewards and recognitions to support the performance management cycle
• Facilitates the implementation of HR programs originating from Corporate and/or Canada Centres of Expertise and ensures the Centres of Expertise understands and accounts for business specificities in the design of HR programs as appropriate
• Minimum University degree plus a minimum of seven to ten years of progressive human resource experience in a similar industry
• Masters degree and/or certification in Industrial Relations/Human Resources is an asset
• Experience in any of the following areas is preferable: grievance and collective agreement administration, organizational design, training & employee engagement, compensation & benefits, and health and safety
• Sound knowledge of Human Resources practices, and employment & labour relations is required
• Demonstrated Leadership qualities
• Strong teamwork, interpersonal, analytical, and negotiation skills
• Workday knowledge is an asset
• Bilingual French/English an asset
• Employee relations management by engaging with both front line supervisors and employees to assist with operational performance improvement and compliance with Policies & Procedures
• Engages with department supervisors and employees to assist with various departmental performance programs
• Manages the facility’s attendance policy and employee’s adherence and recommends appropriate corrective actions
• Administers various employee engagement & communication activities in coordination with all levels of the organization
• Manages various leave programs including FMLA, STD, and other authorized leaves
• Facilitates effective cross functional communication of HR initiatives and employee programs such as training, benefit enrollment, new hire orientation and employee action programs
• Coordinates and supports coaching and communication with managers and employees regarding job expectations
• Develops appropriate documentation
• Understands function’s strategic plans and initiatives to provide recommendations for organizational planning
• Active engagement and planning with all levels of client groups to develop trust and credibility
• Develop and lead planning, design, implementation, communication and delivery of RealPage HR initiatives to support current and future business needs
• Partner to the heads of Global Talent Management, OD, Talent Acquisition & Global Rewards
• Provide insightful data to guide decision making and provide proactive solutions
• Lead and coach the team, assisting with the overall execution of team deliverables and the growth and development of direct reports
• Demonstrate the ability to understand business goals and recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity (utilization) and development of people within the company / clients in multiple locations with global travel as required
• Excellent organizational, multi-tasking, presentation and time-management skills
• Proficient in Microsoft Office Suite (emphasis on Excel and PowerPoint utilities)
• Passion for technology & leading workforce trends
• Serve as employee advocate and business partner by providing coaching and guidance to managers and counsel to employees regarding policies, procedures and programs
• Facilitate communication and information sharing within the organization and promote understanding of programs, policies, and objectives along with developing positive employee engagement
• Partner with business leaders to manage and resolve employee matters in accordance with company policies, processes and procedures with the goal of facilitating positive employee relations
• Recommend new approaches, policies and procedures in effort to continuously improve employee engagement while ensuring compliance with policies and procedures
• Provide strategic coaching to employees and leaders as related to succession planning, career path development, and performance management
• In partnership with the COE, lead talent assessment across designated groups, identifying key employee strengths and development needs in order to recognize and develop key talent, create strong talent pipeline and select the best candidates for open positions
• Actively support strategies for identification, development and engagement of high performing diverse talent to enhance organization effectiveness
• In partnership with the COE, lead succession planning and talent development strategies for designated groups, identifying critical roles and preparing potential talent and pipelines mentoring, training, etc
• Work with leaders to facilitate the onboarding and off boarding process, including conducting exit interviews to solicit employee feedback and recommend organizational improvements
• Partner with COE to manage leaves of absences in accordance with company policy and applicable Federal/State laws/regulations
• Analyze trends and metrics to develop solutions, programs and policies and improve effectiveness of HR processes
• Conduct investigations, audits and/or assessments to ensure consistency and compliance with all Federal and State laws and regulations
• Carries out other duties as assigned
• Bachelor’s degree in Human Resources Management or a related area
• Seven plus years’ experience in Human Resources
• Professional Human Resources (PHR) or SHRM Certified Professional (SHRM-CP) active certification is highly preferred
• Gain a clear understanding of current and future business strategies in order to influence the Global Breeding People Strategy and implement an effective people plan
• Develop effective coaching relationships with key business leaders
• Provide counsel and assist employees and people managers in resolving complex or controversial Human Resource problems, including disciplinary counseling, legal issues and terminations
• Assist in developing and implementing diversity and inclusion as well as people development efforts
• Deliver operational excellence and direction around Monsanto’s people processes, policies and philosophies
• Support the Global Breeding HR Lead and team in delivering the People Strategy across the function
• Bachelor's Degree in Human Resources or related field required. MBA or Masters degree in Human Resources, Organization Psychology or related field preferred
• 7+ years of progressive Human Resources required
• Bi-lingual in English and Spanish languages required
• Functional knowledge of HR practices, policies, practices, and programs
• Strong business acumen and ability to translate business needs to talent imperatives
• Strong communication and presentation skills including the ability to communicate effectively with employees at all levels
• Solid understanding of HR policies/procedures, as well as local, state and federal employment laws
• Recognize, respect, and leverage talents, skills, and resources of others, both in and outside Monsanto
• Practical hands on experience, attention to detail and results orientation
• Ability to partner successfully as part of a virtual HR team
• Availability to travel domestically (10-20%)
• Analyzes data and documentation to evaluate and influence employees and management regarding employee relations
• Works closely with management to implement corporate human resources policies at the business unit / site level
• Coaches, mentors and/or advises managers and employees at all levels to help drive growth and development
• Works on significant and unique issues where analysis of situations or data requires an evaluation of intangibles. Engage in HR program delivery to Intel’s business groups
• Aids in the development of an organization’s culture consistent with strategic direction, business imperatives, and company values and ethics. Supports the transformation of the Business HR organization into a strategic learning organization
• Engage in HR program delivery to Intel Security’s business groups in India
• Minimum of 5+ years HR Business partner role or in HR Functional role. A successful candidate would have had HRBP exposure in an IT product company, supporting senior leadership in the business and experience in working across cross functional teams
• Strong knowledge of India Labour Laws
• Ability to thrive in a fast paced, result oriented environment requiring a high degree of flexibility
• Strong Communication (verbal/written and presentation) and Facilitating Skills, employee training,
• Strong Business Acumen, Time Management, Process and Priorities Management Skills
• Coaching, influencing, stakeholder management in a matrixed environment
• Excellent interpersonal skills and ability to manage multiple stakeholders
• Act as a strategic partner, advising business leaders on the development of the business group(s) plans and programs, particularly from the perspective of the impact on people. Analyze business unit data to identify trends and recommend solutions to improve performance, retention/engagement, and team member experience. Lead implementation of workforce planning, succession planning, career and performance management to support the assigned group(s) growth plans
• Partner with HR shared services (e.g., Recruiting, Compensation & Benefits, Learning, etc.) to ensure the business groups receive the necessary services, support, and communications from these centralized HR functions
• Provide management coaching to build leadership capabilities to address and resolve team member issues
• Implement/administer/interpret policies/programs/procedures; manage compliance across the business, including policy creation, release, and adoption. Provide ongoing support to the leadership team on HR-related matters, policies, and procedures
• Manage complex employee relations issues and investigations as needed to resolve potential conflicts, violations of policy, or workplace issues
• Identify HR trends across the business groups and proactively design programs to address these trends; continually assess the competiveness and effectiveness of programs and practices against relevant comparable companies, industries, and markets
• 5-7 years of experience in HR areas of expertise and/or business experience, displaying increasing levels of expertise and complexity
• Bachelor’s degree in HR, Business Administration, Organizational Psychology or related area preferred
• Solid understanding of compliance within the HR field and its application and impact on the business
• Ability to influence and partner with leadership and individual contributor levels of the organization to achieve results
• Strong HR and business acumen, including strong problem-solving skills, critical thinking, and self-initiative
• Must have the ability to diagnose problems and identify and drive appropriate solutions
• Demonstrated experience and/or knowledge in organizational development, change management, employee relations, and leadership development
• Experience working in a matrix environment preferred
• Prior management experience preferred

Related Job Titles

Human Resources Business Partner Resume Sample

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Work Experience

• The HR BP provides advice and counsel to line of business leadership and other managers on integrated Human Resource solutions that have multiple sets of legislative policies and procedures
• The HR BP has the authority to examine the application of HR programs and processes to ensure adherence with the HR policies and regulatory requirements
• Given the nature of the role, the HR BP has the authority to collect and/or be provided with employee information when reviewing reports or conducting HR related activities
• Proficiency in excel (pivot tables, VLOOKUP’s). Experience in Qlikview or Tableau nice to have
• Good understanding of division’s industry, market, technology, business model and metrics
• Good understanding of division’s business operations
• Drive consistency in the implementation of enterprise-wide programs and processes, including promoting decision making based on Mallinckrodt’s Cultural Hallmarks and specifically promoting a culture of diversity and inclusion
• Provide guidance and counseling regarding legislative, regulatory and compliance issues including company policies, practices and procedures in order to achieve business goals and objectives and consistency across business functions
• Partner with assigned business units and HR Center of Excellence teams in support and guidance of talent recruitment, rightsizing, organization design, development of personnel, pay planning, labor relations, talent review and succession planning as applicable
• Proactively identify business and HR objectives/expectations; develop, manage or participate in project teams as appropriate to achieve desired results in a timely manner
• Create the right environment as a champion for HR initiatives, employee advocacy and the values of Celanese
• Lead and Manage the HR function to provide strategic and operational support to the Monsanto Africa Business
• Design and implement HR Strategies that are consistent with the Business Strategy and business priorities
• Together with the team, partner with all functional areas of the Africa business on HR related aspects

Professional Skills

• Excellent written and verbal communication skills, including strong presentation and facilitation skills
• Proven coaching and conflict resolution skills. Strong influence skills at multiple levels of leadership
• Proven coaching and conflict resolution skills. Strong influence skills
• Demonstrated skills in the areas of: problem solving, systems thinking, diplomacy, conflict resolution and influencing skills
• Demonstrated project management skills and effective critical thinking and problem-solving skills
• Excellent written and verbal communication skills; including effective presentations skills
• Excellent verbal and written communication skills, including executive presence Effective leadership and customer service skills

How to write Human Resources Business Partner Resume

Human Resources Business Partner role is responsible for interpersonal, business, organizational, analytical, leadership, influencing, organization, presentation, influence, coaching. To write great resume for human resources business partner job, your resume must include:

• Your contact information
• Work experience
• Skill listing

Contact Information For Human Resources Business Partner Resume

The section contact information is important in your human resources business partner resume. The recruiter has to be able to contact you ASAP if they like to offer you the job. This is why you need to provide your:

• First and last name
• Telephone number

Work Experience in Your Human Resources Business Partner Resume

The section work experience is an essential part of your human resources business partner resume. It’s the one thing the recruiter really cares about and pays the most attention to. This section, however, is not just a list of your previous human resources business partner responsibilities. It's meant to present you as a wholesome candidate by showcasing your relevant accomplishments and should be tailored specifically to the particular human resources business partner position you're applying to. The work experience section should be the detailed summary of your latest 3 or 4 positions.

Representative Human Resources Business Partner resume experience can include:

• Excellent written and oral communication skills including strong presentation and public speaking skills
• Proven team player with excellent communication and interpersonal skills who can effectively work with all levels of a global workforce
• The position requires strong interpersonal communications, facilitation and conflict resolutions skills. Strong presentation and training skill desirable
• The position requires very strong writing skills and investigation skills
• Strong leadership skills : collaboration, communication, influence, drive for results, effective planning / prioritization, project management·
• Excellent consulting skills, client management and business literacy skills

Education on a Human Resources Business Partner Resume

Make sure to make education a priority on your human resources business partner resume. If you’ve been working for a few years and have a few solid positions to show, put your education after your human resources business partner experience. For example, if you have a Ph.D in Neuroscience and a Master's in the same sphere, just list your Ph.D. Besides the doctorate, Master’s degrees go next, followed by Bachelor’s and finally, Associate’s degree.

Additional details to include:

• School you graduated from
• Major/ minor
• Year of graduation
• Location of school

These are the four additional pieces of information you should mention when listing your education on your resume.

Professional Skills in Human Resources Business Partner Resume

When listing skills on your human resources business partner resume, remember always to be honest about your level of ability. Include the Skills section after experience.

Present the most important skills in your resume, there's a list of typical human resources business partner skills:

• Good leadership skills, with the ability to effectively function in a supportive/consultative/coaching role, influencing others
• Multi-task effectively, highly organized with strong problem solving skills
• Strong, interpersonal and networking skills with the ability to communicate and partner effectively at all levels of the organization
• Outstanding interpersonal skills and ability to work effectively with a variety of people and departments
• Solid analytical skills and experience using and presenting data to make decisions
• Very strong analytical and systems skills; Demonstrated ability to drive data based decision making

List of Typical Experience For a Human Resources Business Partner Resume

Experience for human resources business partner resume.

• Planning skills, interpersonal relationship, influence skills, and ability to communicate effectively within a multicultural environment
• Demonstrated superior communication skills, including written and oral skills, with strong listening and investigative abilities
• Strong client facing skills with a consultative mindset and ability to effectively problem solve; ability to understand and analyze data to make decisions
• Strong project management and change management skills to effectively design, socialize and execute significant HR and business change
• Demonstrated project management skills with a solid track record of driving and implementing HR initiatives independently
• Critical thinker with strong problem solving skills with demonstrated courage to intervene
• Demonstrated adaptability skills to work within a diverse workforce with competing priorities
• Excellent interpersonal, organizational and effective leadership skills
• Proven project management skills with demonstrated ability to manage projects and initiatives
• Demonstrate strong collaboration and communication skills and work in a team environment to share knowledge and influence best practices
• Proven ability to effectively organize, prioritize, and handle multiple projects simultaneously
• Interact with employees at all levels; demonstrated integrity and trust. Strong communication skills – both verbal & written
• Strong analytical skills with an aptitude for formulating context, identifying patterns, developing insights and implications, and delivering
• Experience working with senior managers and leaders utilizing the skills and knowledge described
• Have good writing skills and are at ease communicating in both English and French
• Experience managing associates or very strong mentoring experience LI-RG1
• Strategic mindset with an ability to see the bigger picture, yet solid execution skills and very comfortable rolling up your sleeves to get things done
• Strong communication, relationship management and influencing skills
• Strong quantitative and qualitative analytical skills (including Excel)
• Effective consultation and coaching skills
• Excellent written, listening and verbal skills
• Strong relationship building skills at all levels of the business
• Excellent Comunication Skills – verbal and written
• Proven project management skills with cross-functional teams with the ability to lead and manage small to mid-scale projects
• Strong oral and written (samples required) communication skills
• Excellent communication and active listening skills, both oral and written
• Strong analytical, data and technology skills
• Effectively manage employee, client and/or human resource conflicts, ensuring effective resolution
• Strong relationship building, interpersonal, customer service and collaboration skills
• Demonstrated ability to interact effectively with all levels and partner with leadership to lead and support organizational change
• Excellent interpersonal skills with the ability to communicate with all levels of staff and work with a team
• Collaborative, consultative, effective facilitation skills
• Excellent written and verbal communication skills at senior level
• Strong diagnostic skills and exceptional judgment
• Proven ability to effectively manage multiple projects/work streams and deliver timely/quality results
• Demonstrated ability to work independently, take initiative, and perform effectively in a heavily matrix environment
• Excellent People Skills, Empathetic
• Excellent Communication Skills (oral, verbal and great listener)
• Effectively manage multiple priorities and work in a fast-paced environment
• Excellent written and oral communication skills; English and German fluency required
• Team player and self-starter, with strong attention to detail and project management skills
• Experience in Human Resources with strong employee relations experience
• Strong knowledge base and prior experience as an HRBP
• Strong verbal and written communication skills, with the ability to clearly articulate thoughts and ideas
• Demonstrates numerical and financial skills
• Excellent organizational and interpersonal skills refined for customer interaction
• Strong PC skills, especially Microsoft Word, Excel, and PowerPoint
• Strong leadership, persuasion and influence skills
• Advanced skills in project management; able to manage multiple priorities in a high volume environment
• Coach, facilitate and transfer knowledge Strong communication skills
• Strong organization skills, detail-oriented
• Working knowledge of HR functional areas through prior experience as an HR generalist specifically within the assembly and stamping manufacturing organizations
• Outstanding communication skills including written, verbal and presentation
• Training on soft skills as well as legal requirements and Preventing Workplace Harassment
• Influencing skills, across an enterprise
• Outstanding interpersonal, influence and communication skills both verbal and written
• Problem solving: Well-honed analytical and problem-solving skills. Creative, risk-taking and results oriented mindse
• Experience in coaching, leadership development and succession planning with demonstrated success in building talent pools and leadership pipelines
• Demonstrated experience in assessing and resolving a variety of employee relations issues
• Demonstrated human resources experience, with emphasis on recruiting, training and employee relations
• Demonstrated experience managing complex employee relations issues escalating to manager when necessary
• Experience in HR areas of expertise and/or business experience, displaying increasing levels of expertise and complexity
• Demonstrated experience interpreting or applying labor laws
• Demonstrate excellent teamwork, are at ease with giving coaching and share pertinent information with your colleagues
• Three to five years of HR generalist experience, including experience with employee relations, internal investigations, workers compensation and training
• High level organizational design and troubleshooting/problem solving skills
• Experience coaching, facilitating and ability to coach and influence strong personalities at all levels
• Demonstrated experience creating and implementing large strategic change initiatives
• Prior experience facilitating presentations and speaking to large audiences

List of Typical Skills For a Human Resources Business Partner Resume

Skills for human resources business partner resume.

• Strong analytical and problem solving skills as well as relationship building, conflict resolution and influencing and negotiation skills
• Effective interpersonal skills including the ability to collaborate, influence, negotiate, resolve conflicts and effectively coach both managers and employees
• Strong project management and leadership skills, ability to effectively manage multiple projects
• Business skills: business writing, computer/information systems, presentation skills
• Solid business acumen and good problem solving skills
• Demonstrates effective oral and written communication skills of compensation plans and makes both easy to understand by the client
• Excellent coaching and relationship building skills. Demonstrates a track record as a valued coach and peer in the business
• Strong interpersonal skills, personal effectiveness, flexible in approach and adaptable to changing situations
• Demonstrated experience with proactive influence, change management and negotiation skills
• Demonstrated self-starter with strong service orientation and project management skills
• Demonstrated effective interpersonal and organizational skills
• Have strong interpersonal skills and demonstrate high professional and emotional maturity
• Customer service skills with the ability to interact professionally and effectively with stakeholders
• Extensive experience in a managerial role with strong facilitation skills
• Analyze and synthesize facts, and exercise sound judgment in arriving at conclusions; strong critical thinking and decision making skills
• Demonstrated experience coaching, influencing and building effective relationships with leaders and employees to influence decisions
• Effectively lead and manage changing plans, goals, actions or priorities to deal with changing situations
• Experienced in managing ambiguity and effectively operating within a complex and highly dynamic business environment
• Strong computer skills using HR applications, HR reporting and MS office suite
• Demonstrated effectiveness in interactions with large groups and skilled at working with individuals of all levels of understanding
• We are looking for HR Professionals who are passionate about project management and have strong influencing skills, drive and commitment
• Excellent leadership and influencing skills, including the ability to coach and counsel senior management
• Strong analytical andproblem solving skills, including the ability to analyze data, understand trends, develop recommendations for action based on the analysis
• Strong problem solving, analysis, and decision-making skills
• Strong experience handling Employee Relations matters, and some experience in managing change management initiatives
• Excellent teambuilding,consulting and interpersonal skills
• Strong communication, interpersonal, relationship building, consulting, teamwork and leadership skills
• Demonstrated experience providing effective coaching and consultation
• Talent for fostering relations, recognized aptitude for interpersonal communication and strong listening skills
• Very good analytical and problem solving skills targeting structured and pragmatic solutions
• Excellent planning and organizations skills, attention to detail, and comfortable working in a fast paced ambiguous environment
• Strong consultative, mentoring, coaching and presentation skills
• Proven success in effectively influencing leaders at all levels
• Good communication, negotiations and influencing skills
• Excellent verbal and written communication skills, including creation and delivery of presentation materials
• Manage multiple competing priorities efficiently and effectively
• Excellent interpersonal skills in dealing with leaders management
• Strong customer service, problem-solving, and verbal and written communication skills
• Excellent analytical, project management, and problem solving skills required to develop and manage the execution of people related projects
• Strong technical skills across the full range of HR activities including
• KNOWLEDGE/SKILL: Has substantial understanding of the job and applies knowledge and skills to complete a wide range of tasks
• Experience in facilitation and consulting skills and able to work with all levels of the organization
• Great problem-solving skills and a strong work ethic
• Proven leadership and influencing skills with ability to energize and motivate others
• Strong analytical skills and data driven approach to making decisions
• We are looking for a team player who is process focused with strong project management skills
• Excellent written and verbal communication (listening) skills
• Strong analytical and quantitative skills, with the ability to incorporate metrics and analysis into HR delivery
• Exceptionally strong consulting and coaching skills
• Solid Organizational development and change management skills
• Utilize effective written and oral communication skills
• Strong communication skills and ability to lead and drive change
• Strong interpersonal, diplomacy, communication, and listening skills
• Strong computer skills including Microsoft Office products; specifically Word, Excel & PowerPoint
• Good coaching and facilitation skills
• Capable of handling pressure and prioritise effectively
• Excellent customer service, influence, and negotiation skills
• Excellent interpersonal skills and customer orientation
• Strong teamwork mindset with the ability to partner effectively with subject matter experts
• Excellent analytical, organizational, diplomacy, and customer service skills
• Strong platform skills with ability to address large groups
• Strong communication skills and ability to work closely and influence senior leadership
• Strong computer skills, proficient in MS Office applications
• Possession of excellent analytical and client-handling skills
• Possession of excellent project and problem-solving skills
• Strong organizational design, organizational change management, talent development, HR project management, coaching, and employee relations skills
• Strong communication and messaging skills with the ability to build long term partnerships with clients (employees and managers) in the IT function
• Strong presentation, conflict-resolution, and interpersonal and communication skills, both verbal and written
• Strong relationship management skills to influence key stakeholders and clients
• Excellent communication skills and professional approach
• Strong conflict negotiation skills; able to influence, deliver constructive advice, diagnose and resolve problems and positively influence change

List of Typical Responsibilities For a Human Resources Business Partner Resume

Responsibilities for human resources business partner resume.

• Excellent collaboration skills and proven ability to influence change
• Project planning and management experience an advantage. Track record of operating as an HR Generalist, ideally with good business partnering experience
• Solid PC skills, including Microsoft Word, Excel and PowerPoint and SAP, including report writing and data analysis
• Excellent skills in coaching, counseling and mentoring employees/supervisors
• Excellent Trade Union engagement skills preferably in the Transport [Overland Rail] Sectors and dealing with the RMT union
• Computer skills to include experience with SAP; Applicant Tracking Systems (ATS)
• Strong facilitation, conflict resolution, problem solving, negotiation and presentation skills
• Self-starter, quick learner, strong networking & communication skills
• Excellent spoken and written communication skills, both in French and English
• Willing and able to alter working hours to effectively support a global workforce
• Translating the business strategy into a people strategy, in line with the broader business priorities to build team and organisational effectiveness
• Demonstrated experience contributing to career development initiatives, workforce planning strategies, and enhancing employee engagement
• Prior experience supporting multiple locations, and working with all levels of management is needed
• Demonstrates a strong working knowledge of the business and crafts solutions to business issues by leveraging human capital
• Demonstrate a high level of creative problem-solving and priority-setting
• Strong tenure in retail business with understanding and experience in a variety of roles supporting stores
• Strong HRIS experience and an appetite for learning and leveraging new technologies to aid in productivity
• Prior business experience / background in supporting Service Provider/ Consulting companies in a highly dynamic commercial environment
• Participate fully in key people related change decisions, anticipating and effectively dealing with any people issues
• Experience in an HR Generalist / Business Partner role; including experience resolving complex employee relations issues
• Proven success in delivering results; strong approach to developing business cases
• Use your employee relations skills to provide coaching/consulting plant leadership and hourly staff onsite
• Presentation skills and a track record of public speaking
• Provide coaching to business leaders on core managerial skills
• Prior experience working as a strategic partner to client base
• Prior experience working in a supervisory or leadership role
• High level of interpersonal, coaching, and facilitation skills
• Strong relationship building skill set
• Strong relationship management experience, with a results orientation and a commitment to exceeding customer expectations
• Relative experience and a proven ability to provide strategic HR consulting
• Significant experience with a proven track record of HR business partnering
• Exceptional communication skills (written, verbal and listening)
• Best in class staffing skills and process knowledge
• Proven ability in facilitating effective meetings and interactions
• Builds skills to prepare to support training efforts and leadership development
• Experience in Human Resources business consulting. Union experience is required
• Proven track record in those activities that ensure effective operation, including leadership and motivation of the associate action toward goals
• Progressive HR leadership experience with strong HR generalist background from a manufacturing environment
• Effective people leadership and coaching experience, in a dynamic environment
• Experience as an HR Generalist, HR Business Partner or related experience and/or training
• Negotiation skills with an understanding of conflict management concepts
• Demonstrated experience working in a Human Resources generalist capacity
• Ensure that HR strategy and policies are implemented effectively and uniformly across all facilities in the New York area, and other East Coast locations
• Experience progressively responsible experience as a professional HR generalist or related position
• Previous consumer goods, manufacturing or distribution experience
• Effectively communicate TEGNA’s value proposition to external candidates and serve as a brand ambassador for the company
• React productively to change, effectively work at an operational level with multiple stakeholders, and act quickly and confidently under pressure
• Strong customer service orientation and ability to successfully handle multiple tasks and frequently changing business priorities
• Coach business managers on issues of effective team building and organizational effectiveness
• Effectively present information and respond to questions from management, general employee population, and vendors
• Managing HR Priorities in support of realizing our global HR Operating Model at the local level
• Leading strategic projects in support of business and HR priorities, examples include Employer Branding, Onboarding and Assessment programs
• Coaching and mentoring experience at the management level
• Applying your business acumen to an organization’s problems/challenges and developing solutions that reflect solid judgment
• Working experience in international companies and working in matrix organizations
• Working experience of resolving complex employee relations issues
• Understanding of and work experience with Austrian Labor law
• Working knowledge and previous experience in Workday, or other SAS software
• Developing strong relationships with the business leaders & employees to gain support and achieve results
• Partnering with the Director of HR to support implementation of forward-thinking programs to enhance the employee experience
• Working knowledge and experience with MS Office
• Developing, fostering and maintaining strong, productive working relationships?
• Considerable experience identifying and addressing internal needs: building, maintaining, and utilizing networks of relationships and community involvement
• Experience in extracting, analyzing, and reporting on a variety of HR metrics, and using them to develop and recommend solutions to leaders
• Strong team leadership, including coaching, mentoring and counseling
• Experience researching and interpreting labor law and regulatory issues in developing countries
• Previous experience supporting a large client base of employees and developing relationships virtually, supporting locations across the country
• Good knowledge and understanding of current HR Talent Management practices, including Learning and Development, Recruitment and Engagement
• Proven success in leading / influencing others, building relationships
• Experience with creating, conducting, and interpreting surveys
• Experience of supporting organisation change, including restructuring, redundancies and TUPE transfers
• Experience or training in implementing a Lean culture in a manufacturing environment
• Demonstrated ability in building relationships, communicating with influence and partnering with the business
• Experience working with, managing and negotiating with works councils
• Strong sourcing, recruiting and staffing capabilities

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