HR Business Partner

Key Responsibilities:

HR Business Partner’s role is to put in place the policies and practices of the people of the organization that are aligned to the operational needs of the business. You'll be a champion of Schneider Electric’s culture and values, partnering with our business leaders to help them build their organizations. Your role is to solve complex organizational challenges through people-related solutions. You will need to understand every aspect of the business, acting as a thought leader regarding People and Organizational topics. It’s your responsibility to create and align the end-to-end People Strategy to Business Strategy. This will require you to think big, be comfortable challenging convention, and, in some cases, reinvent how work is done. As an agent of change, the HRBP is responsible for the implementation and success of HR initiatives. In addition to this, you’ll partner with a cross-functional group of subject matter experts to design and execute the strategy for how we staff, onboard, develop, motivate, retain and organize talent. Using experience, skills and knowledge of the HR to suggest new HR strategies and make an impact in key areas such as change management, organizational design, employee engagement and talent activities.

1. As the primary strategic partner to the business, ensure the delivery of all HR strategies.
2. Diagnose and deliver full talent interventions (quality, diversity and depth) to build organizational health to achieve business objectives.
3. Manage talent effectively to ensure we have the right people in the right roles. Enable business leaders to cultivate an effective leadership pipeline.
4. Succession plans determined, solidified, and delivered.
5. Accountable for final resourcing decisions down to agreed levels, embedding core processes, talent pipelines in place.
6. Develop Management Capability to build our leadership talent for the future.
7. Support the business leader to identify the gap and development area of the organization and suggest development solutions.
8. Support line managers across the business on organizational structure and design.
9. Define, communicate and put into effect specific capability requirements for business units.
10. Coach the leadership team ensuring they are delivering on their purpose and inspiring their teams.
11. Align and embed People Vision, Core Values and Leadership Expectation into the Organization.
12. Lead HR programs and initiatives to support Organization Transformation Day-to-day responsibilities.
13. Build trusted relationships with senior stakeholders and leaders in the business.
14. Provide strategic and day-to-day leadership to drive the delivery of the business’ HR plans.
15. Consult with line management and provide HR guidance.
16. Analyze trends and metrics from People dashboard.
17. Address complex employee relations issues and address grievances.
18. Work closely with management and employees to improve work relationships, build morale and increase productivity and retention.
19. Provide HR policy guidance.
20. Monitor and report on workforce and succession planning.
21. Identify learning & development needs for teams and individuals and evaluate training programs.
22. Suggest new HR strategies.
23. Assisting in building strong talent pipeline and driving recruitment in key positions.
24. Coaching and mentoring junior team members.
25. Implementing the people strategy and co-work with HR COE team to drive people priorities, lead all the activities on organization agility, talent acquisition, development and retention.
26. Implement concrete and strategic HR Plans for the assigned business units / functions.
27. Effectively communicate and support the deployment of key people priorities.
28. Contribute to the execution of key people priorities such as talent, leadership development, learning, diversity & inclusion, employee engagement, high performance and well-being.
29. Build management capability through effective partnering focused on coaching and supporting managers in their personal and professional development.
30. Drive and support key strategic projects for the business / function including Workforce Planning and Business transformation / change initiatives based on the business needs.
31. HR Business Partner who can translate the business strategy into HR strategy with concrete plans and programs to attract and develop and harness the talent needed for business growth.
32. Ability to coach, influence and partner effectively with business leaders and management teams.
33. Cultural sensitivity: able to understand and work with diverse and matrix culture and high ability in operating in a complex, transformational environment.

Qualifications:

• Bachelor’s Degree.
• At least 10 years experiences in human resources.
• Ability to develop strong trusting relationships and influence and challenge others in order to support and achieve results.
• Ability to understand the complexity of issues and problems, and assist in developing and implementing best practices solutions to resolve issues.
• Demonstrated business acumen and time and priority management skills.