Business Partner jobs in United States

To work in partnership with business leaders, key stakeholders and HR colleagues to shape, develop and deliver HR plans and solutions in line with the needs and priorities of EKFC. The incumbent will advise, guide and support managers and HRBPs by providing people management and development support across organizational and people strategies that align structure, culture and talent with business priorities. The role serves as a consultant to management on a range of HR related issues as well as an employee champion and change agent.

Key Accountabilities:

• Partner with business leaders to identify, prioritize and build organizational capabilities, behaviors, structures and processes. Develop the annual HR Plan in partnership with the business and HR functions, ensuring cross collaboration and support is given in achieving the plan.
• Provide business insights and connections from internal networks, ensure solutions are tailored to address business needs (e.g. structure vs cultural change required). Support change management as it relates to structures, teams and people processes through professional project management. Build measures to review the success of change initiatives to validate the business impact.
• Support the development and promote ongoing feedback mechanisms for employees to influence the continuous improvement of the employee experience. Review and benchmark effective channels of communication for the employee group, supporting leaders to improve communication with their people. Facilitate discussions with executives and business leaders to identify where the employee experience and our value proposition are not aligned and recommend solutions or programs to promote change improvements. Design relevant people metrics to support actions and measure effectiveness.
• In conjunction with the relevant HR functions, equip leaders to facilitate coaching within their teams. Review key business performance targets and their related people implications. Develop ideas and influence the direction setting to align department with corporate values related to people management.
• Support the definition of talent needs, and support leaders to forecast and plan their workforce and talent pipeline requirements in line with the function or business strategy. Support leaders in providing employees with development opportunities that align with current and future business requirements. Collaborate with colleagues in HR departments to deliver tailored solutions for the customer.
• Support the definition and drive improvements in performance culture in line with corporate principles, work with leaders to translate department strategic goals into meaningful outputs that contribute to business results. Coach and support management teams in their understanding and management of a high-performance culture for all employees.
• Lead key projects, reviews, and initiatives to deliver change and improvements. Review and benchmark the internal and external environment, translating good practice into proposals that are aligned to HR and corporate goals. Take ownership as a Business Partner team, working together to make decisions in line with direction provided by senior HR leaders.
• Utilize opportunities to develop and stretch HRBP specialists through supporting/leading projects and initiatives that meet their development plans. Mentor, coach, guide and provide feedback to support their development and align with the future capability needs for HR.
• Drive business results through performance improvement, encourage, and reward behavior aligned to company leadership values. Participate in selection activities for mid-senior roles, in collaboration with colleagues in Recruitment, to ensure the right fit for the department and potential for future needs of the company.
• Provide inputs on strategic HR direction and performance reporting to the BU leadership team. Create value-adding interactions with HR department resources to meet business needs. Measure and understand success of HR policies and procedures in the business to ensure that concerned HR functions are updated based on business needs and changes.

Education Qualification:

Bachelor's degree in business administration or HR, CIPD is desirable.

Work Experience:

• Minimum 6 years experience leading HR business partner strategies and managing the provision of services related to performance management, employee engagement and change management.
• Experience gained within a large organization and must have led a number of company-wide HR initiatives, services and a team.

Skills:

• Ability to communicate effectively with all organizational levels
• Achievement orientated and problem-solving capabilities
• Team leadership
• Ability to understand business needs and anticipate future problems/risk, develop simple and effective solutions
• Connects internal problems with external knowledge and research, leverages networks to provide innovative recommendations to improve business results
• Strong collaboration focus to ensure shared goals are realized
• Ability to develop relationship with business leaders, act as a trusted advisor
• Analytical, ability to collect and synthesize large quantities of data, tell the story and formulate recommendation based on data trends and insights