Sr. HR Business Partner
Strategic HR Business Partner opportunity for a mission driven company! The Sr. HRBP serves as a strategic thought partner to executives/and brings a business-focused mindset to the business.

The Sr. HR Business Partner (Sr. HRBP) serves as a strategic thought partner to executives/senior leaders and brings a business-focused mindset to help translate business objectives into human capital strategies. The Sr. HRBP will lead organizational design and effectiveness (including business unit re-organizations) and talent development strategies for the Commercial Operations Team .

This role will work closely with the business, COEs and other partners to drive core people processes and solutions, as well as essential practices such as, talent attraction, engagement and retention strategies, workforce planning, performance management, compensation, employee relations, and change management. The Sr. HRBP will demonstrate expert consultation skills and support leaders to build, lead, and develop a diverse, high-performing, and engaged work force. Participates as a vital member of the business leadership team and serves as a positive role model for embracing change and transformation.

             

Roles & Responsibilities

  • Serves as a strategic business partner and owns the relationship with senior leaders of assigned client group(s)
  • Provides consultation focused on transformational talent and culture agenda designed to attract, develop, engage, and retain the best talent in the industry
  • Provides expert consulting and partners with the business to ensure the talent is prepared to deliver exceptional performance, through building strong organizational capabilities and culture
  • Develops, implements, and manages organizational programs relative to workforce planning, talent development, performance management, data analysis, total rewards, employee relations, employee engagement, and learning and development
  • Aligned with the Talent COE, develops and deploys talent development and succession plans to ensure a talent pipeline that will successfully enable current strategies and future growth
  • Works with HR Leaders, COE and the business on organizational change initiatives and provides organization design consultation on large-scale, complex business unit reorganizations
  • Provides daily work direction to HRBPs and/or HR Project Coordinators to deliver HR programs and initiatives
  • Delivers thought leadership on HR and talent-related strategies, initiatives, programs, and policies
  • Works closely with HR Centers of Excellence to maximize the strategic value of HR
  • Proactively identifies opportunities for business leaders to improve team performance; Analyzes business unit and talent data to identify trends and recommend innovative solutions to improve performance, retention, engagement, and employee experience
  • Provides coaching to build leadership capabilities; works with senior leaders to address all types of employee matters ensuring a balanced perspective & escalates matters as appropriate
  • Assesses the organization’s training needs and leverages the Talent, Learning & Organizational Effectiveness organization to meet those needs
  • Works on assigned HR and business facing projects that supports client groups and/or overall HR priorities; manages small, medium, and large projects simultaneously with excellent attention to detail and proficiency; communicates to varying levels across the organization with an ability to tailor presentation style to the audience; effectively communicates complex information in easy-to- understand methods; navigates complex situations with poise and resiliency
  • Builds critical partnerships and demonstrates high-level of collaboration with COEs and key stakeholders
  • Recruits, develops, and sustains a high-performing team while promoting a culture of shared accountability, operational excellence, and partnership across the organization
  • Assesses alignment and support for company mission, values, and strategies; provides recommendations on how to respond to emerging workplace trends and or how to address employee needs or issues with balance for both legal compliance and culture
  • Demonstrated keen understanding of the enterprise strategy and ongoing transformation of the business. Partners with organizational leaders and communications function to ensure proactive, effective communication strategies and processes for issues or situations of varying complexity
  • Understands latest trends in Human Resources overall and the HR Business Partnering discipline to continually advance knowledge, skills, and abilities
  • Models leadership competencies – courage, collaboration, and commitment by demonstrating resiliency, working together to make the best decisions, and holding self and others accountable
  • Supports and/or develops an environment in which employees and colleagues are focused on continuous improvement, exceptional employee engagement, and an unwavering commitment to clients
  • Shapes a culture that represents the purpose, promise and values, ensuring that trust and reputation remain strong with employees and clients

 

Required Skills and Experience:

  • A solid understanding of how people go through a change and the change process
  • Experience and knowledge of change management principles, methodologies and tools
  • Exceptional communication skills, both written and verbal
  • Excellent active listening skills
  • Ability to clearly articulate messages to a variety of audiences
  • Ability to establish and maintain strong relationships
  • Ability to influence others and move toward a common vision or goal
  • Flexible and adaptable; able to work in ambiguous situations
  • Resilient and tenacious with a propensity to persevere
  • Forward looking with a holistic approach
  • Organized with a natural inclination for planning strategy and tactics
  • Problem solving and root cause identification skills
  • Able to work effectively at all levels in an organization
  • Be a team player and able to work collaboratively with and through others
  • Acute business acumen and understanding of organizational issues and challenges
  • Familiarity with project management approaches, tools and phases of the project lifecycle
  • Experience with large-scale organizational change efforts
  • Change management certification or designation desired
  • Organizational Design: Demonstrated ability to use a systems perspective to diagnose an organization and facilitate process improvements, including the right org. design to meet the needs of the business
  • Employee Effectiveness: Demonstrated ability to keep in touch with the workforce, anticipating employee reaction and impact of business decisions
  • Employee Relations: Understanding of employment law and ability to effectively navigate difficult employee relations issues
  • Performance Management: Knowledge of the process of performance management that includes defining success, establishing measurements, providing feedback, and rewarding performance
  • Workforce Planning: Demonstrated ability to identify the HR implications of the business plan and develop and implement innovative systems, processes, and solutions to meet identified needs with an external lens
  • Bachelor’s degree in HR, industrial relations, business, or related field. Master’s degree preferred along with SPHR or SHRM certification
  • 7 – 10+ years’ experience in HR leadership and/or HRBP role combined with a background in employee relations, organization design/development, talent acquisition, total rewards and/or performance management in a mid to large size organization
  • Exceptional business and HR acumen, ability to connect the dots, identify strategic business priorities and drive meaningful impact in pragmatic and sustainable ways
  • Understands business processes, financial metrics, and organizational systems


About Versique

Versique is one of the largest recruiting firms in the Midwest and specializes in both consulting and permanent placement. With a valuable blend of functional, industry and recruiting experience, our award-winning team of headhunters has a proven track record of delivering exceptional talent acquisition solutions. The Versique brand represents a powerful combination of “versatile” and “unique” as it hints at the concept of “search” in it’s pronunciation: ver-seek.

Versique is an equal opportunity employer committed to creating a diverse workforce. We consider all qualified applicants without regard to race, religion, color, sex, national origin, age, sexual orientation, gender identity, disability, or veteran status, among other factors.

 

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