HR Business Partner

Job Summary:

At Provation where productivity meets innovation were seeking an Human Resources Business Partner (HRBP) to join our team. Youll collaborate closely with managers to tackle complex people challenges related to engagement turnover culture talent and performance management. Your innovative problemsolving approach will be instrumental in shaping a culture of continuous improvement and inclusivity. By enabling manager capability and fostering an environment of growth youll play a crucial role in driving our mission and strategy forward. If youre ready to make a lasting impact in a dynamic and forwardthinking environment we invite you to join us at Provation.

Job Responsibilities:

• Business Partnership: Work with senior leaders to develop and implement HR strategies that support the organizations objectives. Provide guidance and support to managers and employees on HRrelated issues helping to build leadership capabilities and improve overall organizational effectiveness. Support organizational change initiatives by helping to plan and manage transitions ensuring that changes are implemented smoothly and effectively.
• Talent Management:Equip managers with the necessary skills and tools to effectively select develop and retain top talent through the Organizational Talent Assessment/Talent Review process and related operating cadence. Coach leaders on the appropriate development solutions for key talent and appropriate tools to conduct talent and development planning. In partnership with the TA organization coach people leaders on talent selection decisions. In partnership with the COE may be called on to design and deliver training programs and resources to enhance manager capability in talent management practices.
• Employee Engagement: Possesses an understanding of strategies and tactics to coach/partner with people leaders in fostering an inclusive culture and driving employee engagement within the workforce. Participates in problem solving efforts to understand root cause and codevelops the action plans with people leaders and teams to close the gaps. Proficient in understanding the engagement data and trends and suggesting and implementing initiatives to enhance employee engagement retention and productivity.
• Performance Management: Provides consultation to people leaders regarding goal/expectation setting ongoing performance coaching and feedback and delivering performance feedback through the annual performance management process. Guides people leaders through the management of underperforming colleagues. May provide training development and/or tools and resources to enable performance management processes.
• Employee Relations and Experience: Provides guidance and support to managers on interpretation of HR policies procedures and best practices to promote an engaging and productive work environment and mitigate potential risks. Works closely with people leaders to coach through employee relations matters that may arise. May work closely with ER COE on workplace investigations and countermeasure that the company complies with all relevant labor laws and regulations and maintains appropriate updates to company policies procedures and handbooks.
• Workforce Planning: Leverages workforce planning methodologies and tools to anticipate future talent needs and align workforce plans with organizational objectives. Works closely with people leaders on multiple types of workforce actions including building critical capabilities strategic talent acquisition to obtain critical or new skills and capabilities role eliminations and/or group restructuring in alignment with shifting business strategy. Coaches leaders through organizational talent assessment. Analyzes internal and external workforce data and labor trends to inform manager and business decisionmaking and optimize resource allocation.

Required Qualifications

• 5 years of experience in the Human Resources Talent Management function or other relevant experience
• Exhibits autonomy and proven experience solving complex people problems such as engagement employee relations and turnover; takes a new perspective on existing solutions; exercises judgment based on the analysis of multiple sources of information.
• Demonstrated impact across a range of clients business operations and leading crossfunctional projects managing risk and resources; has delivered results working within broad guidelines and policies.
• Trusted resource to people leader and HR colleagues and works well across the organization with crossfunctional colleagues to deliver solutions.
• Explains difficult or sensitive information to people leaders and employees; works to build consensus.
• Leverages data to make decisions.
• Takes a handson approach with high attention to detail.

Preferred Qualifications

• Demonstrated achievement for impact in coaching influencing and problem solving with various levels of leadership.
• In depth knowledge of organizational design talent management employee relations compensation employee engagement change management learning and performance management.
• Understands the drivers of business.
• Proven project management and execution skills with a track record of influencing through datadriven recommendations.
• Experience working in team environment with multiple time zones.
• Willingness to travel 10%
• Proficient in HCM systems