Sr Manager HR Business Partner

Heres why you will love it here:

• Recognition Programs and Rewards
• Excellent health care options including medical dental and vision
• A people-first culture
• Go Hilton: Travel Discounts Program Hilton hotel rates worldwide.
• Perks at work: Employee Pricing platform
• Employee Assistance Program that supports your physical and mental well-being.
• Paid Vacation Time and Paid Sick Days
• 401(k) program with company match
• Tuition reimbursement programs
• Numerous learning and advancement opportunities
• And more!

Position Summary:

Flexible skills and abilities to be successful in this role include coaching leadership courage a high level of emotional intelligence personal accountability learning mindset effective communication collaboration process development and fast analysis/problem solving. When done well they will understand the local nuances along with the business challenges identify value-add opportunities then implement solutions that help drive the business forward.

Talent Strategy & Planning:

• Partner with Operational Leaders to translate business goals into actionable HR strategies including organizational design talent planning and change management.
• Lead organizational design initiatives including restructures and reductions in force to optimize the workforce; advising on spans layers and workforce efficiency legal compliance and effective change management.
• Develop and execute comprehensive change management plans including stakeholder engagement and communication strategies.
• Understand and translate business priorities team member insights and external market factors to support talent strategies and improve the businesss capabilities to deliver against its goals.
• Lead annual workforce planning efforts including talent assessments skill gap analysis succession planning and forward-looking workforce strategies.
• Partner with leaders to define critical roles and capability requirements (skills experiences leadership behaviors).
• Assess talent health using data and metrics (performance data talent assessments readiness mobility) and synthesize insights into a clear talent story for risk mitigation and future planning.
• Partner with Talent Acquisition HR Directors and Operational Leaders to assess staffing levels leave usage PTO practices and scheduling approaches to ensure appropriate staffing strategies aligned to talent and business needs.
• Leverage people analytics to inform decisions demonstrate impact and improve outcomes.
• Support immigration and labor strategies that impact staffing and capability. Partner with ER/LR partners as necessary.

Union & Labor Relations (as applicable):

• Act as a strategic partner between business operations HR and Employee & Labor Relation COEs in unionized markets.
• Balance enterprise HR strategy and business objectives with local Collective Bargaining Agreements (CBAs).
• Advise leaders on labor considerations while aligning business objectives compliance and risk management.

Leadership Effectiveness & Capability Building:

• Coach and advise leaders on organizational effectiveness performance management team development and leadership capability to strengthen team effectiveness.
• Drive implementation of company policies focused on risk mitigation performance effectiveness cost discipline and enterprise priorities.
• Partner with leadership to drive culture initiatives and resolve complex employee relations issues to enhance employee morale engagement and retention.
• Support leaders through critical moments and navigating complex employee relations; Coach leaders on how to effectively navigate both planned and unscripted situations.
• Provide thought partnership for coaching of talent performance management career development and compensation matters.
• Drive development of high potentials through succession planning; collaborate on intentional development plans and executive coaching to build organizational capacity for continued global growth.
• Proactively reinforce effective performance management practices with leaders through coaching and training on effective and compliant performance management.
• Partner with Learning & Development to deploy leadership programs toolkits and learning experiences that improve leadership consistency and effectiveness.
• Build team capabilities through guiding change management initiatives and ensuring successful leadership transitions including new leader assimilation programs.

Business Partnership & Enterprise Alignment:

• Proactively manage executive and site leader relationships to influence outcomes and drive alignment.
• Collaborate with HR Directors on regional deployment calendars for initiatives with high business impact.
• Partner with COEs (L&D TMR Benefits and Compensation) to shape and deliver effective programs.
• Act as a strategic liaison between the business and HR Centers of Excellence (COEs) providing realtime business insights and adapting enterprise programs for effective local execution.
• Serve as a change champion for HRBP and COEled initiatives ensuring strong adoption at the regional and site levels.
• Own execution of HR enterprise rollouts and change initiatives for assigned client groups.
• Partner with HR Program Analysts to leverage HR metrics and workforce data to identify trends diagnose peoplerelated risks and drive datainformed solutions.
• Leads efforts to leverage technology and develop effective tools and processes for recruiting retaining developing and on-boarding diverse talent.

Employee Relations & Engagement:

• Interpret engagement and Team Member experience data; support leaders in developing action plans and escalating systemic issues.
• Build leader capability to identify concerns early and address issues at the lowest appropriate level.
• Lead escalated employee relations matters including performance behavior and investigations partnering with Team Member Relations (TMR) and Legal as needed. Recommend appropriate actions based on findings precedent and risk assessment.
• Partner closely with Team Member Relations (TMR) to align on case strategy assess business impact and develop preventive action plans and leadership coaching.
• Guide Senior Leaders through corrective action processes up to and including termination ensuring documentation consistency and risk mitigation.
• Monitor regional case trends and proactively address root causes.

HRBP Team Leadership:

• Lead and act in a One Team approach including being grounded in your first team with thinking globally acting locally.
• Lead and develop the broader HRBP team either directly or indirectly serving as a functional coach and mentor reinforcing strategic partnership driving capability and enterprise standards.
• Promote consistent HRBP practices strong business acumen and a solution-oriented mindset across function/region.
• Model strong data fluency ensuring HRBPs leverage insights to influence decisions and demonstrate business impact across functions/region.
• Leads team projects across the HRBP function and collaborates with COEs ensuring goals and deliverables are met.
• Embodies the Hilton Grand Vacations Values of Hospitality Integrity Leadership Teamwork Ownership Now
• Completes all required Company training/compliance courses as assigned.
• Adheres to Company standards and maintains compliance with all policies and procedures.
• Performs other related duties as assigned.

Required Qualifications:

To fulfill this role successfully the individual should possess the following qualifications knowledge skills abilities and experience:

• Knowledge and practical support of workforce planning succession planning and performance management processes.
• Experience leading or supporting organizational changes such as restructures mergers or technology implementations.
• Proven ability to collaborate with managers to address staffing plans talent development and organizational design.
• Experience with high-level stakeholder management with the ability to build trust and influence senior leaders and executives.
• Translates insights into practical actions.
• Expertise in managing complex employee relations issues including conflict resolution and coaching managers through difficult situations.
• Ability to establish and maintain strong relationships; negotiate common approach; to interact with all levels of management and Team Members; to work collaboratively and individually to achieve stated goals.
• Ability to demonstrate excellent verbal and written communication skills.
• 7 years of related experience
• 3 year of managerial experience
• Bachelors Degree

In addition the following qualifications knowledge skills abilities and experience are preferred:

• Ability to use HRIS data and engagement metrics to identify trends and make evidence-based recommendations.
• Comfort with AI tools and digital collaboration platforms.
• Experience leading or supporting organizational change such as restructures mergers or technology implementations.
• Ability to understand the companys financial model competitive landscape and goals to align HR strategies with business outcomes.
• Strong skills in organization prioritization and managing multiple priorities within tight deadlines; ability to complete large amounts of work effectively and efficiently.
• Strong consulting and influencing skills.
• Strong collaboration skills and ability to effectively work across functions and organization.
• Ability to work in a fast-paced high-pressure environment.
• Thorough understanding of laws regulations and company guidelines or policies.

HGV was awarded four out of five stars for fostering a culture of work-life balance and family-friendly benefits and is one of Newsweeks Americas Greatest Workplaces for Parents & Families. Over the past 30 years the highest honor weve received is the continued loyalty of our Owners Members and Guests. Weve also earned accolades for the remarkable work of our dedicated Team Members throughout our resorts call centers and corporate offices.

We offer an excellent benefit package to our full-time Team Members that include Day One medical dental and vision insurance 401K plan Paid Time Off (PTO) program and extraordinary travel benefits!

We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race religion color national origin gender sexual orientation age marital status veteran status or disability status.

We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process to perform crucial job functions and to receive other benefits and privileges of employment. Please contact us to request accommodation.