Key responsibilities

Talent & Workforce Strategy

• Develop talent strategies in partnership with talent leaders.

• Partner with business leaders to shape workforce plans that align with long-term business goals.

• Use talent insights and data to guide build buy borrow and automation strategies.

• Identify future skill needs and advise on how to develop or acquire those capabilities.

• Collaborate with Talent CoEs to grow the leadership pipeline and ensure succession readiness.

Organizational Effectiveness

• Lead organization design discussions to ensure structure supports business goals.

• Drive change initiatives such as reorganizations integrations or transformation efforts.

• Partner with leaders to improve how teams work (i.e. culture ways of working and decision-making).

• Collaborate across regions to scale solutions that improve effectiveness across the enterprise.

3. Trusted advisor to Business Leaders

• Advise business leaders on key HR initiatives including leadership development and capability building.

• Provide business leaders with guidance on performance potential and succession planning.

• Coach business leaders on organizational transitions andoutcomes on complex cases.

• Provide strategic HR insights and feedback to drive business leader decisions.

4. HR Strategy Alignment

• Align business segment goals with enterprise HR strategies and programs.

• Partner with HR People Partners to ensure HR support is consistent and effective across teams.

• Work closely with CoEs and People Operations to implement solutions (e.g. recruiting retention compensation).

• Ensure business leaders understand and apply enterprise policies including local labor and compliance considerations

5. Employee Engagement

• Employee Engagement is People leader lead. The HR Business Partner will support the employee engagement strategy aligned with business objectives by coaching and partnering with senior leaders and foster a culture of engagement

Minimum Qualifications:

• Bachelors Degree from an accredited college or university or equivalent knowledge or experience

• Major experience in human resources positions (10 years) in a global industrial environment and strong successful experience in industrial relations

• Demonstrated ability to make independent decisions evaluate people manage conflicting priorities in a fast-paced environment and effectively interface at all organizational levels

Desired Characteristics:

• Excellent problem-solving skills; ability to make independent decisions manage conflicting priorities in a fast-paced environment

• Masters Degree in Business Administration or Human Resources or equivalent knowledge or experience

• An impact player with proven ability to drive change in an effective and participative manner

• Resourceful innovative persuasive

• Experience in organizational design work and talent development efforts or emphasis on HR leadership/people strategies coaching employee solutions

• Experience applying lean tools to improving operations

• Experience engaging working with and influencing C-Suite level leaders

• An inclusive style and superior interpersonal skills at all levels. Experience working with senior leadership teams in a business and human resources

• Creative problem solver with strong analytical skills

• Outstanding written and oral communication skills across all levels

• Proven success in working in highly dynamic and matrixed organizations during times of transformation