Description:
The Strategic Human Resources Business Partner (HRBP) is a collaborative advisor and consultant to business leaders creating and driving talent strategies that strengthen organizational performance and foster an inclusive, high-engagement culture. This role closely partners with Regional and Practice Area leadership to translate business objectives into comprehensive workplans encompassing talent acquisition, performance enablement, and organizational effectiveness. This role operates with a high degree of autonomy, applying deep HR experience, wisdom and expert judgement. The Strategic HRBP uses data, insights and business knowledge to challenge assumptions, identify opportunities, mitigate risk, influence decisions and measure impact through clear performance indicators. The role will partner with their Strategic HR Lead, Super Region HR Lead, HR Centers of Excellence (COEs) and HR Support Services teams to drive alignment to talent strategies, prioritize critical initiatives, and deliver a consistent and high-quality experience for employees and managers.
Responsibilities Business Acumen:
- Engage with leaders and other various stakeholders to learn the nuances of their operations, and apply that knowledge to shape talent strategies that support business priorities, build capability, advance performance, and support M&A integration.
- Remain current on industry, labor market and HR trends, and use this information to inform and revise talent strategies.
Strategic Consulting
- Provide expert HR guidance demonstrating effective critical thinking, influence, problem solving, program management, and change management.
- Act as a consultative and creative problem solver who listens to business problems, challenges business leader assumptions, teaches leaders about talent implications of decisions, and presents alternate explanations and ideas.
- Lead strategic projects and initiatives that enhance culture and belonging, engagement, and leadership effectiveness; may also lead or contribute to HR initiatives across the enterprise.
- Apply project management skills and risk management principles to proactively address potential challenges and drive strategic initiatives to completion.
Relationship Management
- Build strong, credible, collaborative and trusting relationships with leaders by learning about and understanding their business, acting with integrity, and applying critical thinking and HR expertise to influence decisions.
- Foster and maintain strong partnerships with HR colleagues, leveraging collective knowledge that supports the business and drives consistent HR practices.
- Partner with HR Centers of Excellence to execute on a variety of programs such as compensation, engagement, performance management, and talent development.
Talent Management
- Actively apply HR expertise across the talent lifecycle, supporting workforce planning, succession planning, talent acquisition, talent development, and retention initiatives.
- Drive employee experience initiatives that improve engagement, productivity, and organizational effectiveness.
- Lead change management efforts, helping the organization navigate transformation with agility and resilience, and care and consideration for employees.
- Provide coaching to leaders to ensure high-performing and inclusive team environments.
- Advise managers and employees on employee relations issues, offering proactive, inclusive solutions and escalating complex matters when needed.
Data Judgement
- Leverage resources and tools to collect, manage and analyze workforce data.
- Interpret and translate data into compelling stories that resonate with managers and lead to better and faster decisions, with positive outcomes.
- Quantify the value and impact of HR initiatives on the business, using data and insights to assess progress and demonstrate ROI.