HRBP Supervisor

The HR Business Partner (HRBP) Supervisor seeks to build a strong advisory and support relationship with its HRBP Director and business leaders within a particular business unit, focused on a particular district/country/function, as needed. This role will act as strategic support to research, design, and provide guidance on deployment of business-relevant HR strategies and solutions within an assigned district/country/function. This role leverages in-depth business or functional group knowledge to identify and drive HR-related improvement opportunities and collaborates with key stakeholders to assess the design and delivery of HR programs, services, and initiatives to ensure the needs of the organization and the business are met. This role will act as an overall function advocate, change champion, and support for the HRBP Director. The HRBP Supervisor will help the Director-level HRBP to proactively forecast the needs of the business, from a talent perspective, manage BU talent retention strategies, partner with COE counterparts, and support the HRBP Director with managing and maintaining succession plans. This role will support specific projects and initiatives, as directed by the HRBP Director.

Job Requirements

Overall

• Support the strategic relationship between HR and the BU’s district/country/function management to define business challenges for the assigned district/country/function and help the HRBP Director translate them into focused HR initiatives.
• Understand the core business processes and drivers of a particular business unit’s district/country/function and support the HRBP Director with talent expertise and optimization across the district/country/function’s employee population.
• Support specific projects and initiatives through detailed research, development of presentations, and detailed program design, as directed by the HRBP Director.
• Confidently manage upwards throughout the HRBP structure to drive the overall talent optimization strategy, as it relates to the assigned district/country/function and initiatives.
• Help promote a strategic relationship between HR and leadership to define and solve business challenges, identify opportunities to deliver value-added HR services and programs, and drive the effort to translate them into focused and relevant HR initiatives.
• Help monitor results of the delivered HR programs, and work with the HRBP Director, COEs, and HR Services to facilitate changes and improvements, within the assigned district/country/function as needed; it may be required to be agile and support other districts, countries, or functions as needed and as requested by the VP-level HRBP and/or Director-level HRBP.

Talent Expertise

• Work with the HRBP Director and other Associate HRBPs to help identify and understand evolving talent needs relative to the BU’s objectives at the more granular district/country/function level for a BU; may help compare and reconcile to the objectives at the aggregate BU level.
• Work with the HRBP Director and other Associate HRBPs to align on a market relevant rewards agenda for the BU’s district/country/function; may help ensure alignment with aggregate objectives at BU level.
• Support effective succession planning process (primarily for most senior leaders in the business) and help facilitate ongoing development conversations, working with the HRBP Director to identify and proactively develop the next generation of leaders.
• Work with other Associate HRBPs to identify talent gaps, propose and implement changes necessary to cover risks, as directed by the HRBP Director.
• Help ensure consistent talent strategy with BU level talent strategy set by the VP-level HRBP and as directed by the HRBP Director.

Business Advocacy

• Serve as an advocate for the BU’s district/country/function in developing and delivering joint BU-HR strategies.
• Leverage business-relevant and workforce-level insights and trends to identify opportunities to improve efficiency, effectiveness, productivity, and overall employee experience through meaningful talent programs and initiatives.
• Champion the execution of HR processes, initiatives, and programs that are business-relevant and defined by the COEs (e.g., performance management, annual compensation, training initiatives).
• Understand the BU’s operating environment and apply awareness of the BU’s operational goals and objectives when implementing HR programs and addressing escalated HR issues.
• Work in partnership with HR Services to maintain business-specific policies, ensuring overall compliance.

Trusted Advisory

• Support and begin developing a trusted advisor relationship with the assigned business unit’s district/country/function and provide input into the advice, guidance, and talent expertise for business decisions, as directed by the HRBP Director.
• Support the management and development of a strategic talent pipeline of leaders across the business unit through the lens of recruiting, talent development, performance management, and leadership development strategies.
• Collaborate with other HRBPs, COEs, and HR Services to agree on a common innovation agenda, agree on the people agenda throughout the organization, leverage experiences/practices across geographies, and evaluate effectiveness of HR solutions.
• Actively listen and seek to understand various points of view to arrive at the best solution.

Job Requirements

• Possess a Degree in Human Resources, Business Administration or related field.
• Possess at least 2 years of experience in a HRBP or similar role.
• Strong business acumen with demonstrated understanding of business strategy.
• Ability to build business partnerships throughout the organization by demonstrating an understanding of business fundamentals and decision-making processes.
• Strong analytical abilities to illustrate HR’s impact on the business unit and enterprise.
• Embraces change and views challenges as business opportunities.
• Demonstrates success in championing change.
• Ability to confidently facilitate conversations between people with differing views and backgrounds.
• Ability to modify behaviors and approaches to address diverse needs and audiences.
• Ability to demonstrate critical thinking and problem-solving abilities.
• Demonstrates success working across functions, cultures, and levels.
• Adept at flexible and creative problem-solving.
• Experience with people management and development.
• Able to appropriately push back and challenge the status quo.
• Strong verbal and written communication skills to interact with senior level managers and executives.
• Highly proficient in Microsoft Office.
• Able and willing to regularly travel, when necessary.