As a strategic partner, the Senior HR Business Partner (HRBP) aligns business objectives with employees and management in designated business units and functions. The Senior HRBP serves as a consultant to management on Human Resource related issues. A successful HRBP will act as a business and employee champion and change agent. The Senior HRBP will assess, develop, and implement HR strategies that result in the improvement of the organization’s performance. Communicating needs proactively with our HR department and business management, the Senior HRBP seeks to develop integrated solutions. This position reports to the Senior Manager, HR Business Partner and has no direct reports.
Roles & Responsibilities
This position has responsibility for:
Conducts bi-weekly meetings with respective business leaders to build collaborative, trusting and credible relationships.
Anticipates, predicts and diagnoses business conditions, which may have underlying HR issues or ramifications.
Analyzes trends and metrics in order to develop solutions, programs and policies.
Consults with line management providing HR guidance when appropriate.
Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with legal counsel as needed/required.
Provides performance management guidance to line management (coaching, counseling, career development, disciplinary actions).
Works closely with management and employees to improve work relationships, build morale, increase productivity and retention.
Provides HR Policy guidance and interpretation to all levels of employee groups.
May facilitate expatriate assignments and related matters for international employees.
Provides guidance and input on business unit restructures, workforce planning, and succession planning.
Works with leaders to identify training and development needs to promote optimal employee learning and career development, and to ensure the achievement of business goals.
Facilitates, and drives change efforts/communication strategies for mergers, re-engineering, acquisitions, and ensures that approach includes focus on all HR disciplines (i.e., training, employee development, diversity, organizational development, compensation, and performance management), and helps leaders adapt to and implement change efforts for the business unit.
Interprets and analyzes market survey compensation data and turns that data into information that can be used effectively by business leaders.
Drive workforce planning with managers and recruiters to stay abreast of the needs of the business.
Manage vendor relationships in building successful solutions and easy to use programs.
Other duties as assigned.
In order to perform the job successfully, an individual should demonstrate the following knowledge, skills and competencies:
Displaying Technical Expertise - Keeps his/her technical skills current; effectively applies specialized knowledge and skills to perform work tasks; understands and masters the technical skills, knowledge, and tasks associated with his/her job; shares technical expertise with others.
Solving Complex Problems - Breaks down large problems into smaller, more manageable components; identifies key factors that influence the viability of different solutions; clarifies information needed to solve problems.
Navigating Organizations - Understands how work gets done in organizations; builds networks that allow him/her to efficiently drive projects through the organizational structure; maximizes productivity while staying within constraints of formal organizational policies and rules.
Resolving Conflict - Builds consensus across individuals with different viewpoints; helps people find common goals and interests; finds mutually agreeable solutions to problems; addresses conflicts so they do not escalate into more major problems.
Supporting Change - Enthusiastically participates in new change initiatives and programs; focuses on reasons why changes will work and how they will be beneficial.
Minimum Qualifications (Experience and Skills)
Minimum of 8 years of progressive experience in HR, with at least two years of experience in a strategic HR business partner role.
Expert knowledge of multiple human resource disciplines including compensation practices, benefits, HRIS, ATS, organizational diagnosis, employee relations, performance management, federal and multi-state employment laws.
Advanced level experience developing and presenting human resources data for management decision-making.
Up-to-date knowledge of industry trends in both the business sector(s) and human resources.
Fully knowledgeable of compensation and incentive programs and total reward strategies.
Proven organizational consulting skills.
Ability to understand issues domestically and internationally and communicate effectively with clients.
Be flexible and available to interact with employees at all levels.
Excellent client management and business literacy skills.
Be self- directed and motivated.
Take initiative to identify and anticipate client needs and make recommendations for implementation.
PHR/SPHR, CA, or other HR Certification desirable.
Experience working with Affirmative Action Plans a plus.
Experience supporting international business units preferred.
Relevant industry experience in semiconductor or technology a plus.
Bachelor’s degree in related HR field, Master’s degree or MBA preferred.
Visit link to apply: https://career8.successfactors.com/career?company=murataamer&career_job_req_id=7565&career_ns=job_listing&navBarLevel=JOB_SEARCH
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