Job Abstract

This role is responsible for leveraging extensive business knowledge to drive complex HR programs, combining analytical expertise with strategic planning for effective implementation. The role manages and supervises intricate financial and workforce metrics and reports, offering guidance on performance issues, navigating changes, and organizational planning. The role represents business needs, contributes to strategic planning, and drives process enhancement for organizational growth.

Responsibilities

  • Uses extensive business or function knowledge to drive the execution of a wide spectrum of complex HR programs.

  • Performs complex and occasionally highly complex analysis for a HR function or business, utilizing strong business understanding to achieve objectives effectively.

  • Manages HR programs within the business or function along with supervising the complex quantitative and qualitative analysis of financial and workforce data.

  • Engages in strategic business planning where there is HR impact in order to ensure successful implementation of HR programs and processes.

  • Provides advice and counsel to managers and employees on all performance related issues, including identifying key talent, organizational planning, recognition and rewards, attendance/performance issues, performance improvement, and terminations, ER issues, CPM.

  • Contributes to the development of the change management strategy within the business to support the implementation of HR programs and initiatives.

  • Oversees data analysis for the business to support the implementation of HR programs processes and services aligned to talent, performance and compensation, organization design, assessments and talent planning.

  • Represents the needs of the business or function on an ongoing basis to maintain consistent plans between HR and the business or function in program implementation.

  • Identifies the need for new or improved HR processes and drives the development and implementation of those processes.

  • Supports policy and process enhancement, identifying opportunities for improved efficiency and organizational growth.


Education & Experience Recommended

  • Four-year or Graduate Degree in Human Resources, Business Administration, or any other related discipline or commensurate work experience or demonstrated competence.

  • Typically has 7-10 years of work experience, preferably as an HR Business Partner, organizational change initiatives, workforce plans, or a related field.


Preferred Certifications

  • Society for Human Resource Management (SHRM)


Knowledge & Skills

  • Business Strategies

  • Change Management

  • Data Analysis

  • Employee Engagement

  • Employee Relations

  • Human Capital

  • Human Resource Management

  • Human Resource Strategy

  • Human Resources Information System (HRIS)

  • Labor Law

  • Organizational Architecture

  • Organizational Development

  • Organizational Effectiveness

  • Performance Management

  • Project Management

  • Succession Planning

  • Talent Acquisition

  • Talent Management

  • Workday (Software)

  • Workforce Planning


Cross-Org Skills

  • Effective Communication

  • Results Orientation

  • Learning Agility

  • Digital Fluency

  • Customer Centricity


Impact & Scope

  • Impacts function and leads and/or provides expertise to functional project teams and may participate in cross-functional initiatives.


Complexity

  • Works on complex problems where analysis of situations or data requires an in-depth evaluation of multiple factors.


Disclaimer

  • This job description describes the general nature and level of work performed in this role. It is not intended to be an exhaustive list of all duties, skills, responsibilities, knowledge, etc. These may be subject to change and additional functions may be assigned as needed by management.

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