HR Business/Talent Partner

HR Business/Talent Partner

Requirements

• 10 plus years of human resources experience with solid business acumen and ability to create and implement human capital initiatives that enable the business strategy.
• The ability to work effectively within the organization’s financial and operational context.
• Demonstrated financial and analytical acumen to synthesize and prioritize ranging issues and activities, thus be highly effective in formulating coordinated action plans and activities.
• Experience leveraging data to influence decision making outcomes with ability to “tell the story “By utilizing data.
• Demonstrated strong analytical and assessment skills.
• The ability to develop and execute solutions to business challenges and to influence strategic business decisions.
• Ability to build relationships and quickly earn the trust of leaders, partners, key stakeholders, and collaborators, building credibility and becoming their trusted advisor.
• Proven experience in driving change, negotiating, and influencing leaders and key stakeholders across levels.
• Demonstrated expertise in business and talent strategy, culture change, workforce planning, data and analytics, organizational design, talent management, and transformational organizational changes.
• The ability to identify, support and execute HR activities of strategic value to the organization and meet employees’ needs across the employee life cycle.
• The ability to inspire employees at all levels and drive the talent agenda forward.
• The ability to respond to shifts in the business environment and to adapt and change course when necessary.
• The ability to use excellent judgment while working with multiple priorities and deadlines in a fast-paced environment.
• Proven ability to foster change, influence leadership and build relationships with all colleague levels and be regarded as a trusted partner.
• BA/BS or equivalent work experience required in Human Resources or related field.
• Excellent verbal and written communication skills for multiple audiences including staff, management, and senior executives.
• Proven project leader experience in a highly matrixed organization working across multiple business lines.
• High degree of self-motivation, demonstrating initiative and an ability to manage multiple priorities with a sense of urgency and results orientation.
• Detail oriented mindset with a disciplined approach to process.

Responsibilities

• Partner with leaders and their teams to develop and execute a talent strategy that enables business growth, leadership development, succession planning, employee engagement, equity, and inclusion.
• Collaborate with leaders to identify areas to enhance business performance through strategy, structure, process, people, and rewards.
• Assist in design and implementation of retention strategies focusing on key leaders and individuals with core competencies or skills critical to the organization – now and for the future.
• Support the development of effective leaders within the organization, focusing on leadership needs and key themes identified as part of the business strategy and organizational and talent review processes.
• Play an active role in guiding leaders through ongoing talent review and succession planning activities.
• Collaborate with leaders to create strategies to close talent gaps, develop a highly effective leadership team and bench strength for succession.
• Encourage building organizational and talent strength through diversity.
• Partner with leaders on employee engagement using data to identify factors that drive performance, commitment, and intent to stay; partner with leaders to develop plans in support of improving engagement.
• Recommend solutions to improve processes, team dynamics, etc. to optimize organizational effectiveness.
• Execute and drive plans for organizational change initiatives including organizational design, communication plans, upskilling, training, and problem solving.
• Provide strategic and day-to-day HR consultation to business leaders.
• Coach leaders on their personal efficacy and leadership impact.
• Partner and coordinate with HR Center of Excellence (COE) resources to identify requirements and execute actions in support of building talent and capabilities across assigned functional areas.
• Maintain an effective level of business literacy to be able to substantively contribute to the success of the business.
• Serve as a contributing member of Guardian HR community, playing a key role in driving key HR processes and initiatives within respective client groups.
• Participate as a member of project teams on enterprise-wide organizational HR initiatives.

Preferred Qualifications

• Experience in Workday (preferred).