Director, HR Business Partner Resume Samples

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CK
C Koch
Claude
Koch
771 Pamela Trace
Los Angeles
CA
+1 (555) 785 3692
771 Pamela Trace
Los Angeles
CA
Phone
p +1 (555) 785 3692
Experience Experience
Dallas, TX
Director HR Business Partner
Dallas, TX
VonRueden LLC
Dallas, TX
Director HR Business Partner
  • Advise and influence all levels of management on performance management, organizational development and effectiveness, and management effectiveness
  • Work closely with the Global HR team to provide back-up and support, share best practices and discuss issues, and participate in new program development
  • Focus on organizational learning and development that encourages leadership and employees alike for improvement
  • Partner with senior executives and management to develop and drive plans that optimize talent, structure, process and culture across the division
  • Strengthen the leadership team of each function by providing coaching and leadership development to executives
  • Demonstrated capabilities in developing and leveraging HR metrics to guide HR effectiveness
  • Facilitates development of the client group’s integrated people plan and ensures alignment with the strategic plans of the organization
Philadelphia, PA
Director, HR Business Partner
Philadelphia, PA
D'Amore-Hansen
Philadelphia, PA
Director, HR Business Partner
  • Provide performance management guidance to line management (coaching, counseling, career development, disciplinary actions)
  • Provide guidance and input on business unit restructures, workforce planning, HIPO identification/development, and succession planning
  • Work closely with management and employees to improve employee relations, build morale, increase productivity and retention
  • Serve as a coach and guide to the leadership team on issues related to human capital strategy, talent development, career development and performance
  • Participate in special projects with Senior Business and HR Leaders concerning strategic workforce planning, workforce development and reduction
  • Work with managers and employees in identifying and addressing performance related issues
  • Leverage tools and systems e.g.; Workforce Dashboard, Workday to perform analytics in support of business strategy
present
Phoenix, AZ
Senior Director, HR Business Partner
Phoenix, AZ
Hilpert, Little and Romaguera
present
Phoenix, AZ
Senior Director, HR Business Partner
present
  • Serve as a strategic business partner to senior leadership focused on a broad-based and transformational talent agenda designed to recruit, develop and retain the very best innovative talent in the business
  • Provide proactive and strategic guidance and support for organizational planning and development initiatives that align the human resources agenda in support of key business strategies and initiatives in client groups
  • Drive an effective client-service HR team that instills company-wide trust and value for the HR function
  • Ensure that human resource costs and services are aligned with organizational goals
  • Ensure alignment of CSG program work with key programs of the enterprise, including TNG, CREF Money Market, OTOV and IPPM
  • Drive Cost Per Participant savings via standardization, automation, adoption rates, auto functionality and digital services in order to achieve long-term scale
  • Complete a multi-year roadmap across people, process and technology components of enterprise prioritized focus areas
Education Education
Bachelor’s Degree in Human Resources
Bachelor’s Degree in Human Resources
North Carolina State University
Bachelor’s Degree in Human Resources
Skills Skills
  • Three or more years of experience as an HRBP/Generalist
  • Proven ability to create successful internal partnerships to support business initiatives
  • Successful demonstration of skills as an HR strategic advisor, trusted partner, and change agent; ability to apply analytical thinking, HR consulting skills, and contracting and influencing skills to contribute to an organization’s success
  • A broad understanding of Finance and Actuarial competencies, job responsibilities, and industry best practices as it relates to structure and talent
  • 7-10 years progressive HR generalist and business partner experience
  • Proven ability to succeed in an entrepreneurial, service-oriented environment with multiple office locations across the globe; experience working with diverse populations
  • Strong understanding of traditional HR tools: staffing, organization design, performance management, HR measurement and legal compliance
  • Depth of experience in employee relations, investigations, accommodations, etc. Ability to navigate complex employee situations
  • Ability and willingness to be both strategic and tactical
  • Strong influencing and coaching skills for leaders and managers on handling a variety of workplace issues and concerns
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15 Director, HR Business Partner resume templates

1

Director, HR Business Partner Resume Examples & Samples

  • Thinks strategically in a complex business environment. Develops and executes human capital strategic plans that align with Finance and Actuarial needs and enterprise HR priorities
  • Offers objective and balanced advice to leaders on business challenges and people implications, leadership effectiveness, culture, and alignment of area-specific people programs with enterprise HR programs
  • Works with the business and partners with HR COE to ensure understanding of Finance and Actuarial work, roles, plans and business needs, and to generate and execute on long-term strategies and near-term solutions
  • Partners closely with Talent Acquisition to deliver the creation and execution of a targeted Finance and Actuarial-specific recruitment strategy
  • Demonstrates effective oral and written communication; delivers broad based communications of policy and process updates to Finance and Actuarial as needed
  • Three or more years of experience as an HRBP/Generalist
  • Five or more years of HR related experience is required
  • Demonstrated knowledge of core HR functions such as talent acquisition, talent management, organizational development, compensation, diversity & inclusion, and employee relations required
  • Successful demonstration of skills as an HR strategic advisor, trusted partner, and change agent; ability to apply analytical thinking, HR consulting skills, and contracting and influencing skills to contribute to an organization’s success
  • Experience leading and driving change is required
  • Previous experience preparing and delivering presentation using HR information and PowerPoint is required
  • A broad understanding of Finance and Actuarial competencies, job responsibilities, and industry best practices as it relates to structure and talent
  • Professional designations, e.g., PHR, CCP, SPHR etc. preferred
2

Senior Director & HR Business Partner DTC Resume Examples & Samples

  • Identify critical capabilities and platforms to be developed that can be leveraged by Brand teams regionally and globally
  • Develop global DTC human capital strategies focused on identifying and developing critical capabilities and skills around talent and talent management and scaling them into each Brand as appropriate
  • Identify opportunities to align DTC people business practices regionally/globally
  • Work with Brand and Coalition HR Business Partners and Business Leaders within each brand/region to prioritize, develop, and maximize and leverage capabilities to enhance long term performance Specific areas of focus: talent acquisition approaches, talent on-boarding approaches, associate training and development, retail management development, time and attendance and administrative process streamlining opportunities, connecting retail associates to Brands and to VF, associate engagement, succession and pipeline development across DTC disciplines
  • Identify bright spots and best practices on people management and organizational development in VF’s DTC organizations and facilitates the sharing and scaling of these
  • Maximize internal talent across VF’s Direct to Consumer business. Identify performance gaps and opportunities, diagnoses root cause, and develop enterprise wide solutions that can be leveraged and maximized regionally/globally
  • In collaboration with the Talent Acquisition Center of Expertise, source new innovations around the Talent Pipeline, and where to source the best talent, including vendor partnerships ensuring strategic sourcing of top talent
  • Coordinate with delivery teams to execute regionally/globally consistent initiatives and programs to ensure long term success that provides a competitive advantage
  • Partner with VF’s Total Rewards teams to asses and develop competitive and consistent strategies around compensation and benefits that support each brand, by consumer space, and region. Develop, in partnership with Coalition HR BPs and Compensation, minimum wage and other total reward strategies
  • Leverage and translate HR analytics related to DTC to HR Business Partners, DTC function and Business leaders regionally/globally, identifying trends, issues and opportunities
  • Key role in HR DTC governance process
3

Director, HR Business Partner Resume Examples & Samples

  • Collaborate with HR colleagues and service providers to assess organizational effectiveness and to build the HR business plan supporting the overall business strategy
  • Lead the implementation of the HR business plan and the delivery of all HR-related programs and services
  • Drive the business unit talent agenda by ensuring thoughtful assessment, people development and bench/succession planning
  • Lead implementation of company-wide foundational capability initiatives within client groups
  • Support business unit and company-level change efforts by leveraging tools, training and resources
  • Build team effectiveness by designing and delivering small scale, organizational interventions specific to the unique requirements of the business unit
  • Ensure that all human resources practices are in compliance with regulatory and legal requirements, company standards and values
  • Minimum 10 years experience as a Human Resources generalist
  • Strong leadership ability to champion important issues as well as work collaboratively with business and HR partners
  • Ability to understand and implement business strategy and to deliver supporting HR programs and practices
  • Ability to inspire confidence and quickly capture the trust and respect of the leadership team, HR peers, and employees
  • The combined capabilities to think and act strategically while managing the details of program and policy delivery
4

Director, HR Business Partner Resume Examples & Samples

  • 7-10 years progressive HR generalist and business partner experience
  • Bachelor’s degree in HR, Business or related discipline
  • Proven ability to succeed in an entrepreneurial, service-oriented environment with multiple office locations across the globe; experience working with diverse populations
  • Strong understanding of traditional HR tools: staffing, organization design, performance management, HR measurement and legal compliance
  • Depth of experience in employee relations, investigations, accommodations, etc. Ability to navigate complex employee situations
  • Ability and willingness to be both strategic and tactical
  • Strong influencing and coaching skills for leaders and managers on handling a variety of workplace issues and concerns
  • Proficiency using Microsoft Office applications (Excel, PowerPoint, Word, Outlook)
  • Superior communication and consulting skills
  • LI-CG1
5

Executive Director, HR Business Partner Mac Resume Examples & Samples

  • The successful candidate will have a minimum of 10 years of senior level human resources business experience, with at least five years of direct partnership with a business to drive measurable results. Demonstrated strong business acumen, operational skills, and successful partnership with line operations
  • Significant leadership presence and leadership courage required in this highly visible role
  • Deep generalist and HR business partner experience is critical for success, with exposure to all core functions within the discipline and with increasing scope. Significant transformation and change management work is required
  • Skilled in navigating highly complex organizations
  • Ability to work in changing environments, see through complexity, and strategically promote an inclusive/diverse workforce
  • Excellent collaboration, influencing, project management, organizational, and change agent skills
  • Experience in a global environment is critical. Any global and multi-country responsibility with extensive travel and cultural sensitivity is ideal
  • Demonstrated ability to drive the HR strategic agenda using knowledge of the organization and its employee
6

Senior Director, HR Business Partner Resume Examples & Samples

  • Provide proactive and strategic guidance and support for organizational planning and development initiatives that align the human resources agenda in support of key business strategies and initiatives in client groups
  • Over ten years of human resources leadership with exposure to an innovative business, one that continues to reinvent their business proposition. Industry is open with a preference for the consumer, financial services or technology industry. Multi-company experience is strongly preferred
  • Over seven years of successful business partnership at a divisional/executive level, with proven success in linking HR strategies to the business
  • Proven ability to operate strategically and have a hands-on approach
  • Successful implementation of operational and strategic HR programs and processes across a dispersed region. Possess strong influencing and interpersonal skills, honed in a demanding and high performing work environment
  • A bachelor’s degree is required. A master’s degree, in a related field, is preferred
7

Director, HR Business Partner Resume Examples & Samples

  • Ability to think strategically, synthesize business data and develop innovative and holistic HR solutions that are forward thinking and growth oriented
  • Resilience to work within a complex organization and find creative solutions
  • Demonstrated written and verbal communication skills
  • Ability to travel 20% of time
8

Senior Director HR Business Partner Resume Examples & Samples

  • Viewed as a transformational HR leader who thrives in ambiguous and ever changing situations
  • Influential leader with all levels, including executives
  • Demonstrates high level strategic expertise
  • Future oriented and has broad knowledge and perspective
  • Ability to communicate a compelling and inspired vision or sense of core purpose
  • Energized by complex business problems where analysis of situation or data requires evaluation of intangible factors
  • Sensitive to how people/ organizations function and can maneuver through complex situations effectively
  • Ability to flex personal style easily to meet customers/employees needs
  • Strong communication ability (up, down and laterally) – both verbal and written
  • Global business experience a plus
9

Senior Director, HR Business Partner Resume Examples & Samples

  • Ensure that strategic human capital goals and initiatives in client groups align as appropriate cross the broader organization
  • 15+ years of human resources leadership with exposure to an innovative business, one that continues to reinvent their business proposition. Industry is open with a preference for the consumer, financial services or technology industry. Multi-company experience is strongly preferred
  • 10+ years of successful business partnership at a divisional/executive level, with proven success in linking HR strategies to the business
10

Director, HR Business Partner Resume Examples & Samples

  • Lead our performance management practice within an assigned client group, helping managers set performance expectations, supporting managers to give coaching and feedback, and driving the year-end assessment process to completion
  • Support leadership development and top talent development programs
  • Generate insights and recommendations from collected data
  • Manage employee relations issues and counsel managers regarding HR policies
  • Conduct employee investigations
  • Bachelor’s degree is required. Undergraduate or graduate work in HR preferred
  • Minimum 7 years experience in a related HR role
  • Experience providing employee consultation, employee relations, human capital planning, talent management and career planning
  • Demonstrated ability to build positive client relationships and influence all levels of the organization
  • Comfortable working with an interdependent team, and comfortable with shifting priorities
11

Director, HR Business Partner Resume Examples & Samples

  • 8 or more years of experience in a fast-paced, performance-driven culture
  • HR-related MA degree or HR Certification (e.g., SPHR, SHRM-SCP, GPHR)
  • Previous experience working in a matrix environment
  • Experienced at developing and delivering presentations for broad audiences including executive leaders
  • Previous experience managing competing priorities
  • Demonstrated knowledge of end to end HR business operations and processes
  • Global and M&A experience strongly preferred
  • Advanced problem-solving skills with the ability to work cross-functionally to resolve issues and generate results among potentially conflicting constituencies
  • Personality that fits a fast-paced, energetic and proactive organization
  • Recognized thought leader and innovator in multiple areas across HR
  • Must be self-driven and detail-oriented, organized and able to prioritize multiple tasks
  • Proven ability to work in a team environment
  • Exceptional verbal and written communication and presentation skills to both internal and external clients
  • Ability to build strong relationships with peers
  • ©2015 Teachers Insurance and Annuity Association of America-College Retirement Equities Fund (TIAA-CREF), 730 Third Avenue, New York, NY 10017 C23921
12

Senior Director, HR Business Partner Resume Examples & Samples

  • Address key foundational and transactional components, across plan data, workflow, on-boarding, money-in, and money-out, needed to significantly advance development of a fully scalable operating model
  • Ensure alignment of CSG program work with key programs of the enterprise, including TNG, CREF Money Market, OTOV and IPPM
  • Drive Cost Per Participant savings via standardization, automation, adoption rates, auto functionality and digital services in order to achieve long-term scale
  • Complete a multi-year roadmap across people, process and technology components of enterprise prioritized focus areas
  • Partners closely with the Head of Client Services Group to develop and implement a comprehensive employee engagement campaign to build buy-in and commitment to achieve breakthrough improvements in cross-business processes. Partners with HR COE’s to align HR lifecycle processes and employee behavior to target state business process and operating model changes
  • Collaborates to build talent pipeline and fill open roles with talent who possess critical skills to lead the transformation of CSG. Provides strategic HR consulting identifies key workforce challenges and employee and business priorities and is responsible for the development, execution and management of the CSG Human Capital Plan for the business areas
  • Leverages the leadership and knowledge of their COE partners to develop a business-oriented Human Capital Plan, aligned with overall HR strategy, synchronized with the COEs, and designed to accelerate business outcomes
  • Accountable for organization development and effectiveness for assigned businesses. Engaging COE partners as appropriate, responsible to diagnose, identify scope of change and identify interventions needed to improve organizational effectiveness. Designs future state changes (people, process, and structure), prepares change plans, and works with leaders to implement. Drives leadership effectiveness for assigned businesses
  • Diagnoses performance issues with the business at the leadership level, and works with business leaders and COE partners to prepare solutions and support implementation
  • May be responsible for the leadership and execution of enterprise initiatives and projects. Leverages cross-organizational partnerships in support of enterprise programs that improve the customer experience and employee engagement (i.e. One IRA, SRK/MVAS Build Out, OTOV, D2D, Culture of Compliance, Management training, etc.)
  • Effective in managing people, budgets, expenses, processes and tools associated with such initiatives and projects; ability to influence and present compelling rationale for change
  • Engrains a process improvement mindset in the culture and utilizes multiple levers to increase capacity and drive scale for growth. Serves as a balanced neutral advisor to their business leaders; viewed as an executive coach, or complement to an external coach
  • Participates in enterprise business planning and operations; champions an enterprise culture of continuous improvement, ensuring the appropriate talent structure, engagement model, performance management and recognition systems are in place to support the strategic objectives of the organization
  • Talent Management, Organizational Development and Change Management background with proven experience driving transformational change
  • 10 or more years of general management experience in human resources or related functions, e.g., employee relations, compensation, staffing, generalist responsibilities, benefit administration, information systems, training and development, etc
  • Previous management experience overseeing and developing a team of professionals
  • Excellent verbal and written communication skills – can communicate complex concepts and recommendations into simple and compelling presentations
13

Director HR, Business Partner Resume Examples & Samples

  • Contribute to the development of the organization’s strategic plans and objectives
  • Drive organization HR strategy through creation of the Human Resource Plan to meet organization objectives
  • Act as a strategic business partner, change agent and member of the line management staff
  • Drive organizational structure, content of jobs, and establishment of performance standards within the client group. Manage company-wide and organization-wide HR programs and initiatives (e.g., compensation & benefit review, equity programs, workforce planning, training & development, retention and engagement strategies, and organizational change) within client group. Ensure desired behaviors are identified and reinforced in total reward programs and professional development programs
  • Partner with HR functional specialists in training, compensation, organizational design, and staffing as appropriate to help drive organizational initiatives
  • Effectively facilitate acquisitions, organizational restructures, and staffing within the client group
  • Ensure comprehensive development and succession plans are in place for key positions. Drive manager and employee development efforts throughout client groups including leading skills development workshops, encouraging participation in training and development, and working with managers to create individual professional development plans
  • Facilitate organization and leadership development efforts to address root causes of human resources issues. Coach managers and employees at all levels within client groups on a variety of topics including management skills, organizational effectiveness, professionalism, conflict management, and communications
  • Influence senior management across the company to clarify and resolve cross-organizational business and communication issues and improve overall organizational effectiveness
  • Maintain a partnership with geo based HR team and the HR functional groups to strengthen the effectiveness of worldwide HR community
  • May have direct reports
14

Director, HR Business Partner Resume Examples & Samples

  • Support the global Business Unit, with staff across multiple locations including US & International; partner with Business Leaders in developing and executing the people components of the business unit strategy
  • Use understanding of business needs to help shape the HR Strategy and Objectives across Shire
  • Support the resolution of complex people and employee relations issues, escalated within agreed governance models including providing clear coaching to business leaders
  • Actively contribute to people related strategy across Global Commercial functions and the broader Shire HR strategy, including involvement in key programs and projects
  • Be an active partner and colleague to the Global Commercial HR team and COE partners
  • Plan for potential workforce scenarios based on the businesses long range plans; conduct an assessment of workforce gaps, and identify opportunities to proactively build the talent pipeline
  • Collaborate with other HRBPs across Commercial / Corporate functions to identify where there are similar or adjacent workforce needs where development and/or sourcing can be leveraged
  • Minimum of 7 years relevant experience ideally having worked in a global role
15

Director, HR Business Partner Resume Examples & Samples

  • Act as a trusted advisor to business leaders and their management teams to provide support and efficient implementation of HR procedures and processes
  • Develop a thorough understanding of business area products and goals, using this knowledge combined with HR expertise to add value
  • Serve as a coach and guide to the leadership team on issues related to human capital strategy, talent development, career development and performance
  • Possess the ability to influence and challenge managers across all levels
  • Lead transformational change efforts by providing support, guidance and a framework for leading and managing change
  • Partner with colleagues across HR Centers of Excellence (Talent Acquisition, Compensation, Org Capability, Benefits, HRIS) to successfully roll out HR strategy initiatives across all business areas
  • Support succession/talent planning efforts that identify existing skill gaps and ensure talent is being positioned and developed across the company
  • Analyze and utilize pertinent HR data, metrics and trends to provide insights to leadership that help drive their business decisions
  • Increase the effectiveness and efficiency of the HR function by helping to instill a departmental culture that is customer-centric, transparent and collaborative
  • To display confidence, emotional intelligence and decisiveness in a high pressure, rapidly changing environment
  • 7+ years of related HR Generalist experience, preferably working in the media or digital space
  • Demonstrated experience working with senior leaders to shape, influence and execute on the people strategy with proven results
  • Ability to develop a thorough understanding of sophisticated and often complex client business operations in order to balance key business and HR priorities
  • Ability to develop strong, credible relationships with employees at all levels
  • Ability to use data to understand client needs and provide relevant solutions
  • Solid understanding of federal and state employment regulations regarding compliance, FLSA, FMLA, etc
  • Ability to clearly articulate a point of view verbally or in writing
  • A high level of emotional intelligence and ability to demonstrate good judgement
  • Ability to display confidence and act as a subject matter expert without condescension and/or over reliance on HR “jargon”
16

Executive Director, HR Business Partner Resume Examples & Samples

  • Assess evolving talent needs of the business and work with Business Executives to develop a deep bench of talent, via external recruitment and internal talent development initiatives
  • Provide insight into external market and changing market conditions
  • Build a continual pipeline of talent at entry, mid and executive levels
  • Works effectively and leads from the front in changing environments
  • Excellent interpersonal skills and team work
  • 10+ year of experience as an HRBP preferred
17

Director, HR Business Partner Resume Examples & Samples

  • Act as a consultant to influence the business, deliver constructive advice, diagnose and resolve problems and positively influence change
  • Accountable for determining, implementing and reinforcing Human Resources and associate-related policies and procedures
  • Drive opportunities to support the communication of company and store initiatives, ensuring alignment of the district/regional teams
  • Partner with the district/regional leadership team to determine needs for the associates ensuring alignment with corporate direction, strategic initiatives and Human Resources best practices. (e.g., talent recruitment, development and training; associate engagement; succession planning; performance management; legal/regulatory compliance; compensation, safety and benefit policies and practices)
  • Lead and support the development of a performance-oriented culture through strategic goals and initiatives
  • Lead, develop, and support the development and execution of succession plans and conduct talent reviews to assist with implementation of succession plans, in partnership with the district/regional leadership team
  • Possess a thorough understanding of all training and development programs in an effort to lead and support the area/regional teams with execution
  • Provide performance management guidance to district/regional and store leadership on all appropriate matters, and facilitate escalation to Human Resources team at the corporate office, as needed
  • Drive support for stores and district/regional leadership as needed with all Human Resources-related functions (e.g., unemployment hearings, negative background checks, accommodations, leave of absence coordination, OSHA reporting, loss prevention concerns, etc.)
  • Possess a complete understanding of each associate audience, adapting as appropriate and ensure relevance in all interactions with store associates and development of resources pertaining to business focus
  • Act as a liaison between the Human Resources department and store leadership teams to identify and address needs and concerns of the store organization
  • Lead strategic talent and organizational development initiatives that address the evolving needs of the business, and programs designed to drive positive change (e.g., reporting structure, succession planning, compensation competitiveness, etc.)
  • Partner with Store Operations training team to ensure coordination, timeliness, quality, and consistency of training materials
  • Partner with and facilitate communication between the Human Resources department and district/regional teams, providing input and feedback proactively during all phases
  • Proactively seek knowledge of both industry and functional specialty. Researching best practices, legal developments, emerging trends, technological advancements and benchmark comparisons in order to create HR practices that are best in class
  • Subject matter expert and resource for the business unit leaders
  • Driving associate engagement through recognition and reward programs, HR communications, and summit meetings
  • Provide strategic, hands-on expertise on HR policy and practice
  • Attend executive staff meetings
  • Consults legal counsel to ensure that policies comply with federal and state law
  • Prior experience promoting an atmosphere which inspires teammates to excel and develop
  • A reputation for outstanding leadership, team building & recruiting. A Human Resources professional with superior inspirational qualities who creates an atmosphere in which people work together enthusiastically and co-operatively to produce outstanding results; one who attracts top talent from outside the organization while developing strong teams within
  • Coach, mentor, motivate and supervise team members and influence them to take positive action and accountability for their assigned work
  • Smart, creative, compelling, driven. Not afraid to lead others past their comfort zone(s). Creates a sense of urgency and is energized by speed
  • Proven experience working well with others to maintain and build cross-functional (internal and external) relationships
18

Executive Director, HR Business Partner Resume Examples & Samples

  • Experienced HR leader, with 10+ years demonstrated strong performance
  • Ability to lead an HR team in multiple locations
  • Must have proven ability to link HR strategy to business goals
  • Previous HR leadership experience required, with specific experience consulting with CEO/Executive level clients
  • Ability to work collaboratively and to develop strong, positive working relationships across a matrixed organization
  • Ability to leverage data to formulate strategy and drive business results
  • Ability to lead others through change utilizing transparent communication strategies
  • Proven track record in addressing employee relations issues and driving innovative recruiting/retention programs
  • Proficient using Microsoft product suite (e.g.PowerPoint, Excel and Word)
  • Experience in supporting diverse employee bases and demonstrate ability to think and behave with a global mindset
  • Ability to effectively employ consulting tools and methodologies to determine employee performance needed to achieve business objectives
  • Ability to manage multiple tasks while remaining proactive and flexible in style; strong negotiation skills
  • Demonstrated success in delivering comprehensive business strategies within a client focused, change and delivery oriented environment preferably within a global diversified company
  • Bachelor’s degree required, advanced degree a plus
19

Director, HR Business Partner Resume Examples & Samples

  • Provides HR leadership and influence with exceptional commercial knowledge, mindset, and approach
  • Consults leaders through transformational changes around organizational structure and people while alligning to overall business goals
  • Partners with business leaders to ensure execution and prioritization of HR strategies, initiatives, goals, and business plans
  • Coaches and mentors more junior team members; identifies training needs; and contributes to development plans
  • In conjunction with HREC team members, consult with business leaders on how to manage changes and business transitions including planning, organizational design and development, process improvement, and critical paths
  • Identifies and drives the communication and sharing of best practices across functions to facilitate continuous improvement
  • Develops and promotes feedback mechanisms for associates to influence the continuous improvement of HR services and processes
  • Critical human resource competencies including but not limited to staffing, organizational development, talent management, compensation, benefits administrations, employee relations and HR legal issues
  • Principles, practices, and procedures of human resources administration
  • Legal requirements and federal and state regulations related to human resources management
  • Critical thinking to develop and support business solutions recommendations
  • Developing plans and clear actionable steps in support of an overall business strategy
  • Build effective communication by active listening and seeking to understand; asks others for input and feedback including those with different backgrounds, experiences and points of view
  • Communicate effectively, both orally and in writing, with internal associates and external contacts at all levels
  • Bachelor’s Degree and 7-10 years client consulting human resource experience with five (5) years of experience in a senior level HR role. MBA or graduate degree preferred
20

Director & HR Business Partner, Commercial Resume Examples & Samples

  • Support the Business on the effective development, deployment and reward of resources and talent in the business to achieve strategic and operational objectives (including business/sales expansion)
  • Bring best practices and external perspectives to strategic and operational business discussions and people management decision-making
  • Accountable for the delivery and implementation of core HR programs and processes through COEs and/or HR Operations
  • Build credible and positive working relationships with HR colleagues across US Commercial, Global Product Strategy (GPS), International Commercial, and COEs (Total Rewards, Talent Acquisition, and Talent & OD)
  • Participate in M&A activities as needed; serve on integration teams
  • Take an active role in the hiring process for key roles (initial role design and profile, partnership with Talent Acquisition and Total Rewards, influencing diverse candidate slates, serving on interview panel, etc)
  • BA/BS; MBA or advanced degree preferred
  • Minimum of 10+ relevant experience ideally having worked in a US sales and marketing role
  • Global experience a plus
  • Experience as a HRBP and within a specialist function (ie: TA, TR, T&OD)
  • Experience in pharmaceutical industry required
  • Excellent interpersonal, influence and negotiating skills
  • Personal attributes align with Shire’s leadership behaviors: positive, accountable, results oriented, excellent manager of self and others
21

Director, HR Business Partner Resume Examples & Samples

  • Provide exceptional employee and labor relations support in manufacturing environment. Facilitate effective communication to assigned business leaders, from Directors through Supervisors, and employees on Company policies, practices, and initiatives
  • Foster a culture of engagement that values diversity and inclusion and that demonstrates fair and consistent management practices
  • Balance client-facing HR responsibilities with the project work to standardize key processes, which will require travel between the hub at 65 Bleecker and Melville, NY
  • Manage project initiatives, including collection of stakeholder input
  • Minimum of 8 Years Experience
  • HRCI Certificate Preferred
22

Director, HR Business Partner Resume Examples & Samples

  • Strategic partner to the senior leaders, to ensure the effective use of business/organizational resources, acting as advisor / broker, proposing suite of solutions to support the business grow and meet the HR needs of the business units
  • Influence business leaders to create an ethical business conduct and prudent risk management, ensure full compliance with local regulations. Drive change of the new culture and leadership behaviors to improve overall engagement and managers’ effectiveness
  • Support CoE’s and Shared Services in delivering their accountability whenever necessary
  • Minimum 10 years progressively responsible experience in a HR generalist role and/or a broad range of specialized HR disciplines (i.e., Compensation, Recruiting and Employee Relations)
  • Post-secondary education; an emphasis on HR management preferred
  • Ability to work independently and as a part of a team
  • Good conceptual skills with the ability to understand business directions and develop strategic HR plans to meet client needs
  • Proven consulting skills with the ability to diagnose client needs
  • Good project management and organizational skills
  • Ability to manage competing demands and prioritize initiatives in an ambiguous environment
  • Strong analytical skills with a focus on accuracy and attention to detail
  • Knowledge of HR legislation and practices and the ability to apply this knowledge
23

Director HR Business Partner Resume Examples & Samples

  • Demonstrated Strategic Planning acumen
  • Demonstrated history of successfully managing human resource activities across multiple facilities and across a wide geography
  • Demonstrated capabilities in developing and leveraging HR metrics to guide HR effectiveness
  • Exceptional verbal, written, and interpersonal communication skills with demonstrated presentation skills
  • Bachelor's degree and ten years related work experience or fourteen years related work experience post high school
  • Five years of progressive management experience
  • Five years progressive experience in Human Resources management or in senior Human Capital consulting
  • Telecom industry knowledge
  • Three years experience creating and/or transforming organizations
  • Three years experience working in an environment with lots of moving parts and unknowns being a successful self-starter and solution seeker who does not get frustrated by complex dynamics
24

Associate Director HR Business Partner Resume Examples & Samples

  • Provide people leadership for a number of key business leaders (initial client group likely to be Global Supply Chain, Finance, IT and HR Ireland) and become trusted advisor to client group/Leaders and managers
  • Assist business leaders assigned in client group to deliver their strategy by ensuring that they are structured and resourced correctly - having the right people in the right place at the right time
  • Drive GHR driven initiatives with client group – P4P, Talent Review, climate Survey
  • Build strong, effective working relationships with the Ireland GOLT leaders and employees in assigned client group and wider. Establish and garner credibility for the function through a culture of responsiveness, subject matter expertise, and practical, hands-on support of the business
  • Develop, maintain, and continuously improve processes, systems and technology, measurement practices, and metrics reporting working in conjunction with the GHR COE – Service Delivery lead and team
  • Be the key liaison with Comp and Benefits team and collate all Global Operations Comp and Benefits queries and initiatives. Lead the co-ordination of the annual comp review across Global Operations HRBP team
  • Manage monthly payroll process for Ireland
  • Manage projects and continuous improvement initiatives to drive operational excellence across GO HR - planning, project coordination, and management for the development of a cost-effective department
  • Lead the development of actionable, proactive metrics that drive forecasting capabilities and strategic insights
  • As part of the GO HRBP Team, support and drive implementation of broader, global HR initiatives by ensuring continuity and successful delivery of functional services- including compensation planning, performance management, succession planning, employee development, recruitment, and data governance
  • 10+ years of experience as an HR Leader ideally within global pharmaceutical and/or manufacturing in matrix organizations
  • Experience in managing complex, multi-site and plant operations within a biopharmaceutical organization
  • Experience of operating as part of a team of HR professionals and providing oversight and direction of work priorities and tactics for a number of specialisms including Comp & Benefits, Payroll, Budgeting and strategic resource planning
  • Ability to manage ambiguity, risk, and changing direction of projects and strategies
  • Ability to work effectively in high-pressure situations that require sound decision making and may involve confidential or sensitive matters
  • Excellent interpersonal, management skills and high professional standards for customer service and work quality; must be highly self-aware and receptive to feedback and continuous improvement
  • Experience with relevant HR systems, applications, and tools; metrics, data, and business intelligence tactics; and continuous improvement strategies
25

Director HR Business Partner Resume Examples & Samples

  • Directs the facilitation and deployment of Organization Capability Review (OCR) focused on Leadership Capability, Succession Planning and Talent Development by providing packages, schedules and project plans to enable efficient process deployment
  • Communicates, coordinates and educates the Talent team on current activities relative to Talent Management process, tools and strategy areas
  • Plays a support role in the organization, coordination and support of Leadership talent reviews and supports the preparation of executive materials to facilitate effective discussions
  • Assist in the development and execution of an Engagement Strategy to include an employee engagement survey and periodic pulse surveys, working closely with HR Business Partners to ensure the development of action plans and follow-up for increasing engagement and retention in order drive business performance
  • At an individual level, work with managers and employees to chart a course within an organization for his or her career path and career development by discussing short and long term career objectives and mapping the required competencies needed to work toward targeted career goal
  • At an organizational level, prepare metrics/analytics to inform the business of the state of their talent pipelines, implement strategies to proactively manage talent and risks, and assess individual and organizational outcomes
  • Provide analytics to inform the CHRO and VP Talent Management the critical insights into why employees are leaving the company, what specific workplace issues need addressing, and how issues can be addressed to improve employee retention
  • Serves as a strategic HR Business Partner with a designated business unit(s). Acts as a consultant to management on Human Resource related issues. Communicating proactively with the HR Team and business management, the HRBP seeks to develop integrated solutions. Formulates partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization
  • 7+ years of HR Generalist experience with strong performance in all major areas of HR
  • Minimum of 5 years of talent management, learning and development experience within a global, high-growth organization. Experience in partnering with line organizations to facilitate execution of HR programs
  • Proven track record of planning and successfully managing large-scale projects globally
  • A deep desire to learn and continue to develop as a person
  • Demonstrate consistent ability to help teammates achieve the results they desire
  • A Bachelor's degree in Human Resources, Organizational Development, or similar field, with a Master's degree highly desirable
  • Computer literate to be able to utilize software and on-line information
  • Ability to develop written communications, training presentations and materials such as participant and instructor guides; advanced PowerPoint and Microsoft Word skills required
  • Must have exceptional project management experience
  • Must of excellent communication skills
26

Director, HR Business Partner Resume Examples & Samples

  • Report to Head of HR
  • Lead and supervise a team of HR Business Partner to plan, develop and execute effective talent acquisition solutions which are aligned with business goals
  • Plan strategically on graduate recruitment, leadership programmes and talent management programs
  • Take the initiative in driving HR projects including system enhancement, process re-engineering and Employee Branding
27

Director, HR Business Partner Resume Examples & Samples

  • Define, build and implement value-added HR strategies and solutions
  • Act as an internal consultant to leaders, managers, and employees providing coaching and advice on a range of organizational and change issues
  • Ensure the business attracts, develops, and retains high quality talent at all levels to support the growth objectives, opportunities, and strategies of the business
  • Workforce planning and implementation
  • Identify key trends and collaborate with the HR team to provide recommendations and solutions
  • May act as team member on various HR or business programs, projects, or teams
  • 12 or more years of human resources experience, including experience implementing HR strategies, expertise in the areas of talent management, organizational effectiveness, management development and change management
  • Pharmaceutical/biotechnology experience required, with experience supporting R&D client groups strongly preferred
  • MBA, MA or other advanced degree preferred
  • Seasoned HR expertise in leading through change – strategy creation though implementation
  • Demonstrated business acumen, excellent relationship building, negotiating, problem-solving and coaching skills required
  • Demonstrated ability to address strategic HR issues as well as operational proficiency in the HR practices of a fast paced, dynamic, growing environment
  • Ability to cultivate a high achievement organization; effective as a mentor and coach; able to attract, develop, motivate and retain key talent
  • Strong interpersonal and communication skills and the ability to work effectively with all levels of staff
  • Credible and savvy business person who will be perceived as a trusted advisor and functional expert to anagement
28

Director, HR Business Partner Resume Examples & Samples

  • Create, drive and execute field workforce optimization to achieve business unit targets. Ensure organizational readiness and capability to deliver results; right people, right place, right time. Participate in the recruitment and selection of Retail Home Office positions and lead all seasonal hire activities
  • Will work in partnership the Retail Training Organization and Retail Leadership to asses training needs and develop people strategies, create future leaders, and drive a high performance and engagement culture. This position will also partner with the corporate Talent Center of Excellence in execution of Training initiatives for the Retail Home Office team
  • Ensure Employee Relations best practices and training, perform investigations, resolve escalated associate relations disputes and implement corrective actions. Collaborate with our HR Contact Center (“AskHR”) partners to enable ER compliance in the organization
  • Ensure human resource store compliance with federal, state, and local laws. Work with the corporate legal team as needed to mitigate human resource related risks
  • Drive the adoption and consistent application of Global Retail and HR programs, as well as the Employee Self Service through Workday and Contact Center team
  • Customize corporate programs for the retail population and partner with Corporate Centers of Excellence (COE’s) to define retail requirements/needs in order to design solutions and HR Services for delivery with retail relevance
  • Draw on your retail market knowledge and expertise to always have a lens of process improvement and provide through partnership to develop HR solutions to drive sales, retention and engagement in Retail. Develop and maintain an independent, trusted advisor relationship with retail leadership and a professional network of relationships within and outside of LS&Co
  • Reports to the Sr. Director, HR Business Partner, Americas Region (LSA) and supervises the East Regional Manager. Partners Retail Regional Managers as well as the Retail Home Office organization. Will be a member of the Retail Americas Leadership Team
  • Retail HR/ management experience (5+ years)
  • Bachelor’s Degree from accredited university, SHRM Certification (PHR or SPHR) preferred
  • Experience in Retail Compensations, Seasonal Hire, Talent Management Programs, Change Management, Organizational design
  • Must Have Strong ER experience both at Field and Home office, retail policies and compliance including payroll/timekeeping
  • Deep understanding of California Labor Law and the business complexities associated with Wage & Hour practices, Title VII and other EEOC practices to ensure compliance
  • Proficient in Microsoft Office Suite & Workday. Kronos preferred
  • 25% west coast travel required
29

Director, HR Business Partner Resume Examples & Samples

  • Develop and implement a comprehensive and integrated human capital strategy that proactively address all major HR areas; talent acquisition, organization development, performance management, talent planning and career development, leadership development, employee communications, compensation and rewards, learning, etc
  • Provide contemporary and value added and human resources function; with both high touch, client focused internal consulting, strong metric driven service and transaction support components
  • Provide expert advice and counsel to leaders on all organization and human resources issues
  • Personally lead all organization and HR initiatives
  • Lead peers across the company when common functional talent strategies are developed and executed by Corporate leaders
  • Lead the implementation of all key company-wide human capital platform projects; e.g. learning platform, performance management and talent planning for client groups
  • In partnership with Talent Acquisition team, develops the internal and external recruitment and planning strategies to meet needs of various corporate organizations
  • Leads the development of the training/development strategies to close skill “gaps” between current and future skill sets and competencies
  • Leads the development and alignment of key human resources practices to help drive business results
  • Partners with leadership in aligning all human resources systems to drive desired business results
  • Leverages the Corporate HR groups, proactively partners with broader HR team to share best practices, HR strategy / delivery
  • Manages and directs external consultants and resources in all change management and human resources strategies and activities
  • Establishes key metrics to drive measure and reinforce high service levels and internal consulting deliverables from the human resources function and to also measure the success of human capital strategies
  • Leads ongoing succession and development planning for the client groups in partnership with VP Corporate HR
  • Conducts ongoing reviews of the assigned organization’s organizational design and proposes changes to enhance operations
  • Develops and administers employee performance management programs, plans and advises the assigned organization’s management in the carrying out of performance management and employee development plans
  • Consults with the assigned organization’s management in aligning performance management and reward recommendations
  • Provides ongoing performance coaching and feedback to the assigned organization’s leaders regarding issues of managerial style, communications, and employee and peer interactions
  • Interviews candidates for key operational or leadership roles within the assigned organization
  • 10 plus years in increasingly responsible Human Resources roles including direct involvement with senior business executives in high growth, entrepreneurial business environments; preferably with consumer oriented/technology based companies
  • Significant experience and proven track record in organizational development and change management processes
  • Experience at building a strong, contemporary and value added HR team
  • Previous experience in large scale organizational transformations
  • Strong experience in the creation and execution of communication strategies
  • Global (international) human resources background
  • Track record of influencing executives mid level and senior management
  • Possesses both strategic thinking capability and “hands on” HR plan implementation experience
  • Strong influence, interpersonal skills and overall leadership capability
  • Strong conceptual ability coupled with a proven track record of implementing HR and organization initiatives
  • Working knowledge of applicable Federal, State and local laws pertaining to the employment relationship
  • Bachelor’s Degree or equivalent in Human Resources Management or a related discipline
30

Director HR Business Partner Resume Examples & Samples

  • As a strategic partner to the senior leadership team drive the people strategy, organizational design, leadership development and process of change and transformation that will build stronger functional organizations capable of enhancing business performance
  • Strengthen the leadership team of each function by providing coaching and leadership development to executives
  • Act as a change-agent as the business continues to reshape itself with a goal of providing a world class customer and employee experience
  • Deliver seamless human resources processes across the organization. Leverage all HR programs, policies, processes and systems. Partner with HR corporate functional areas and COE's
  • Provide client group and corporate HR teams with analysis of client organizations' "health" by analyzing trends in employee satisfaction, attrition and turnover, etc
  • 15+ year HR generalist experience preferable within a high growth technology organization; 5+ years management experience
  • Demonstrated experience providing executive leadership coaching and development is required
  • Experience leading the HR function of an organization that is experiencing growth and transformation; utilizing key disciplines in change management and HR/organizational design is required
  • Demonstrated success interfacing and influencing the senior leadership of an organization as an advisor in which keen business acumen, understanding of financials and market trends as it relates to the HR function were critical to the success of the business is required
  • Ability to successfully manage and influence/lead across a diverse, geographically dispersed, multicultural environment
  • Ability to effectively manage projects, including developing project objectives, prioritizing responsibilities, delegating tasks, executing project deliverables, and tracking and measuring to successful completion
  • Demonstrated track record of developing effective relationships across all levels of the organization and with diverse client groups
  • Ability to collect/analyze data and prepare/deliver presentations to clients and HR teams
  • Experience providing HR business support to client organizations of 1000+
  • Demonstrated subject matter expertise in two or more functional areas within HR: compensation & benefits, staffing, operations, learning & development
31

Global Director, HR Business Partner Resume Examples & Samples

  • Develop talent management strategy and plans, considering external customer trends and issues in the industry that could potentially impact business
  • Lead management in organizational assessment and diagnosis to translate talent management strategies into actions that deliver results
  • Provide demonstrated change management leadership
  • Operates in a global environment working with HR counterparts across the globe to develop and drive company-wide programs and initiatives (e.g., merit planning, performance management, workforce planning, and organizational change)
  • Key skills and abilities include coaching, influencing, facilitation, presentation, communication, process development, analysis and problem solving
  • Solutions Orientation: Identifies problems, recognizes the root causes, and identifies multiple potential or innovative solutions to problems
  • Communication & Influence w/o formal authority: defined by behaviors such as listening actively, relaying important information to others when needed; communicating in writing in a clear, concise manner; using appropriate methods to guide group meetings; sharing information appropriately with key constituents as need; provides counsel/advice effectively to ensure best actual outcome for the Company
  • Learning Agile: Is able to quickly synthesize information, new ideas, process and/or changes and understand business impacts
  • Minimum 8 - 10 years Global experience preferred
  • Understanding of core HR programs and processes
32

Director, HR Business Partner Resume Examples & Samples

  • A degree in business administration and/or HR management combined with a minimum 8-10 years of progressively responsible experience in comparable organizations
  • Understands of the commercial business and processes and the link between HR strategy and business strategy
  • Designs and applies change management and organizational development strategies, influences and assists organizational change initiatives in support of business strategies
  • Ensures that HR services are provided as appropriate to internal client needs, identifies new opportunities where HR can add value, and maintains leading-edge knowledge of HR issues
  • Understands, communicates, and applies reward strategy
  • Ability to engage, inspire, and influence people, and develop clear, actionable steps from overall strategy
33

Director, HR Business Partner Jeanswear Resume Examples & Samples

  • Master degree in HR preferred; other Masters or Bachelors (law, psychology...) with relevant experience will be considered
  • A minimum experience of 5 years in a HR Manager role, preferably in a multinational dynamic organization
  • Acumen of international matrix organization and business acumen
  • Flexible and able to adapt to changing environments
  • Strong in gaining trust/commitment and building/maintaining relationships
  • Strong knowledge and some practical experience of social & labor legislation required
  • Structured approach, good planning & organization skills
  • Proficiency in written and spoken Dutch and English required
34

Director, HR Business Partner Resume Examples & Samples

  • Partner with clients to develop first-hand knowledge of short and long-term business goals and objectives
  • Build strong consulting relationships with clients and partners across the business
  • Identify critical focus areas for analysis, development, and the implementation of integrated HR solutions that support the clients' global business strategy
  • Advise global clients on all areas of Human Resources support
  • Responsible for planning, executing and implementing Human Resources across functional projects and process improvement initiatives while meeting deadlines and managing to a specific budget
  • Partner with external vendors to align the desired project outcomes, being sure to lead by directing, coaching, and facilitating across functional team resources, and monitoring the progress and completion of project milestones
  • Draft status updates and create strategic presentations aimed at informing, aligning, and engaging key stakeholders
  • Support global clients regarding organization structure or job changes (analyzing the company and making recommendations to ensure consistency for position descriptions, salaries, etc.)
  • Create a focused organizational development plan with business partners including workforce planning, talent management, performance management and succession planning
  • Work with Legal and Finance departments and governmental agencies on information requests
  • Ensure compliance on all legal and financial requirements as per relevant legislation and Hilton Worldwide policies
  • Collaborate with other members of the Global HR Group to ensure the best service is delivered to clients
  • A minimum of five (5) years of experience in a corporate and/or consulting environment
  • A minimum of two (2) years of Human Resources experience
  • Global corporate experience
  • Experience with PeopleSoft and Success Factors
35

Director, HR Business Partner Resume Examples & Samples

  • Develops organizational strategies by identifying and researching human resource issues; contributing information, analysis, and recommendation to the organization’s strategic thinking and direction; establishing human resources objectives in line with organizational objectives
  • Enhances department and organization’s reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments; and bring innovative ideas to light
  • Facilitate effective people strategy development discussions with leaders and help them identify organizational issues/opportunities and set plans for their talent pipeline requirements in line with the function/business strategy
  • Develop a best practices "toolkit" and contribute to the creation and development of metrics and "scorecards" to determine the success and impact of organizational development and change projects
  • Translate and implement defined HR strategies into regionally/locally applicable action plans and ensure compliance with local legislation and regulatory requirements. Liaise and consult with the Centers of Excellence
  • Provide the voice of the client to HR Product Centers. Anticipate change and influence organizational change initiatives, organization design and change management strategy
  • Provide HR support and consultation concerning employee relations issues to all levels of management
  • Manage and develop a team of HRBPs located in various sites within the US
  • Coach individual business leaders to become world-class leaders and increase their performance
  • Ensure that a strong leadership and coaching culture is developed across the organization
  • Travel may be required for this role (estimated at 10%)
  • Bachelor’s degree and/or 15+ years equivalent work experience
  • Strong business acumen that includes an extensive knowledge of business
  • Genuine, forthright and honest with an impeccable reputation for integrity
  • Proven ability to provide strategic thought leadership, think analytically and solve complex issues and challenges
  • MBA or HR related graduate degree with 15+ years of experience and SPHR Certification is a plus
  • A clear understanding of market trends, competition, company policies, procedures, and cultural impacts of HR Programs
  • Excellent project management skills with a proven ability to design and implement creative HR solutions that drive business results
  • Ability to multitask and work in a time-sensitive environment
  • Demonstrate a proven expertise in collaboration across all HR functions and organizational and geographical boundaries. Additionally, an ability to increase the competencies of individuals and the organization must be demonstrated
  • Strong leadership and coaching skills including the ability to operate at all levels of the organization
36

Director, HR Business Partner Resume Examples & Samples

  • Collaborates with senior and executive business leaders within multiple business units to guide the development of HR strategies that attract, develop, and retain talent
  • Develops and drives the implementation of HR strategies and initiatives that align with the business priorities and goals of the division
  • Leads and supports the development of a performance oriented culture
  • Partners with leadership to understand the business unit’s processes, financial requirements, and organizational structures in order to identify opportunities and challenges to maximize performance and employee engagement
  • 10+ years of experience as a strategic human resources business partner. Candidate will have breadth and depth of knowledge in Human Resources and business with multiple areas of focus.Demonstrated track record of coaching, building partnerships and managing and resolving challenges
  • Understands and speaks the language of the business, cross-functionally competent, delivers constructive advice, diagnoses and resolve problems and capable of influencing top decision makers
  • Proven knowledge of all core HR processes including performance management, leadership development, talent management, compensation succession planning, training and organizational development
  • Strategic problem solver, capable of dealing with ambiguity and capable of leading change
  • Strong written and oral communication skills. Prior experience clearly expressing complex ideas, strong presentation skills, demonstration of executive presence
  • MBA or Master's Degree in related field of study preferred
37

Director, HR Business Partner Resume Examples & Samples

  • Applies strong communication skills (editing, written and verbal), knowledge and expertise to improve processes and influence sound conclusions and actions
  • Leverages existing HR best practices and evaluates processes to make recommendations for efficiencies and improvement
  • Provides operational support for standing HR routines including but, not limited to quarterly performance management reviews and the year-end calibration and compensation process for assigned client group
  • Will be asked to project manage an IAS key HR initiative and/or process and/or take the lead on at least one cyclical key people process in support of the IAS business as a whole
  • Understands of the differences between strategic, tactical, business development, planning and the importance of each
  • Organizational design, redesign, structuring and development experience is needed
  • Leads implementation of human capital strategy to successfully execute business priorities and goals. Acts as the HR quarterback while leveraging and consulting with appropriate COE’s for support as needed
  • Understands the importance of strategic talent management including competency development, assessment, talent acquisition, leadership development and succession planning
  • Ensures all relevant and required processes and procedures are followed; ensures the presence of standards and procedures to support operational needs while ensuring compliance of licensed, registered reps in a heavily regulated environment
  • Identifies and researches new approaches, strategies and processes to address business needs; provides input and recommendations directly to senior management
  • Must be able to collaborate across HR and other functions. Is a team player and positive net promoter of forward thinking on the team
  • Minimum of 8 years general management experience in human resources with exposure and a proven track record of success across the following disciplines: employee relations, compensation, talent acquisition, talent management, training and development, etc
  • Demonstrated ability to apply strategic thinking in supporting the business and achieving client-focused goals
  • Must have Organizational design, redesign, structuring and development experience
  • Approximately 5-10% travel required based on business needs and key people process cycles
  • Strongly prefer individual to have HR Generalist experience
  • Previous experience working within Financial services supporting sales environments a plus
  • Ability to remain self-motivated and engaged to meet the demands of the business
38

Director, HR Business Partner Resume Examples & Samples

  • Facilitates company/business unit/ divisional org diagnostics to drive organizational effectiveness through talent, organizational capability and culture
  • Manages and guides organizational design, development and change management solutions in partnership and support from the Centers of Excellence (COEs)
  • Develops talent strategies aligned to business plans; builds internal talent potential
  • Builds organizational alignment and capability through development and/or facilitation of appropriate senior leader focused interventions; e.g., team effectiveness, goal development and alignment, manager capability, etc
  • Coaches senior management team on complex leadership and HR issues including talent/performance goals and HR/talent implications of business decisions
  • Leads successful implementation of company/business unit/divisional initiatives and/or HR processes; provides tools, advice, and information to support effective execution
  • Applies diagnosis skills and core metrics to guide COEs in the shaping of appropriate and innovative HR solutions
  • Provides HR functional expertise, as well as general business expertise, to the management team
  • Drives HRMS data accuracy; accountable for data integrity/accuracy; to include headcount management
  • Strategic/business planning, organization design and change management knowledge and experience
  • Experience supporting organizational change
  • Cultural/global exposure preferred
  • Formal or informal executive coaching experience
  • Proven experience in core consultative and administrative areas of HR including: organizational design and development; performance/compensation management; employee relations; training and development; succession planning and recruiting/selection; leadership and competency development; benefits; knowledge of relevant HR legislation (country specific)
  • Leadership Identity; ability to lead through others and influence
  • Organizational effectiveness and capability expertise
  • Organizational health and culture expertise
  • Ability to link and leverage performance and rewards
  • Talent Management expertise
  • Business Acumen. Ability to establish business credibility; trusted advisor/consultant
  • Excellent communication and presentation skills; comfortable in a variety of settings and speaking to all levels of employees from front line to vice presidents
  • Proven ability to create consensus, influence change and move others toward a common goal
  • Proven ability to use wage and financial data to make appropriate wage and headcount decisions
  • Bachelor's degree in Business, HR, Behavioral Sciences or related field or an additional 10 years' experience in lieu of a degree
  • 8+ years' experience across all core consultative and administrative areas of HR including Organizational Capability and Planning, Talent Management, Compensation and Total Rewards and Infrastructure
  • Experience working in a global environment
  • Strong communication and facilitation skills across all levels
  • Ability to develop and deliver relevant, effective training programs to targeted audiences
39

Director, HR Business Partner Resume Examples & Samples

  • Effective influencing and coaching of senior leader stakeholders
  • Sustained success leading, coaching and developing people in a high performing team environment
  • Experience in leading significant change and business transformation
40

Senior Director HR Business Partner Converse Resume Examples & Samples

  • Lead, Coach & Inspire a team of HR Directors and leverage centers of excellence to develop & deliver the team & talent strategy for our GTM & GEO organizations
  • This position is part of the HR leadership team for Converse reporting into the VP, HRBP Converse
  • Responsible for driving the team and talent agenda for the Converse GTM Organizations
  • Directs and guides organizational design, development, and change management solutions in partnership and support from COE’s
  • Facilitates business unit org diagnostics to drive organizational & team effectiveness
  • 4 year university degree (e.g. bachelors) in business, HR or related field
  • 10-12 years’ experience in a senior business partner role (and/or leading HR for a medium size business)
  • Experience supporting a commercial business (Wholesale and/or Retail business) and employee population
  • Proven experience in driving complex organizational transformation
  • 5+ years global experience; understanding of employment practices in Europe and Asia preferred
  • Organizational development and talent acquisition capability (talent acquisition experience is a plus)
  • Strong communication skills with ability to offer a strong point of view
  • Good judgment and fact-based decision making
41

Director, HR Business Partner, / APJ Resume Examples & Samples

  • Represent HR as a member of APAC/APJ executive staff and coordinate global alignment of HR programs and processes for these organizations in support of their business needs
  • Provide HR presence and leadership to the primary Geo site, facilitating employee usage of our HR self-service model when possible, addressing site level concerns and issues, and working to build and guide effective employee engagement activities locally
  • Frequently interact with supervisors, customers and/or functional peer group managers, normally involving matters between functional areas, other company divisions or units, or customers and the company
  • Contribute to the development and effective implementation of career paths, and employee development programs
  • 12+ years in a Human Resources Business Partner role with proven experience supporting senior leaders at a Business Partner level in APAC/AJP role
  • Strong understanding of a range of HR disciplines including compensation, talent acquisition, performance management, employee development and employee relations in geo / region
42

Director, HR Business Partner Resume Examples & Samples

  • Execute on the people strategy and other HR responsibilities by fulfilling the strategic business partner role and serving as key HR point of contact, trusted advisor, and sounding board to assigned leaders and their teams within the Retail organization
  • Drive and support best practices around culture integration to include values, vision and goal development while encouraging entrepreneurial, bold and prudent risk-oriented business activities
  • Build working relationships with the HR Center of Excellence (COE) functions such as total rewards, talent acquisition, and HR Operations (shared services) to roll out corporate-wide programs
  • Strive for continuous innovation and development of functional excellence within the human resources organization to generate improved operating results
  • Ensure thorough familiarity and application of company policies and procedures in compliance with pertinent government laws
  • Strategic thinker with comfort and ability to be hands on and execute; strong drive for results
  • Experience with large scale transformation initiatives is highly preferred
  • Prior experience supporting sales teams and sales transformation is highly preferred
  • Adept at navigating a global, highly complex, matrixed, and dynamic business setting
43

Director, HR Business Partner Resume Examples & Samples

  • Represent HR as a member of EMEA executive staff and coordinate global alignment of HR programs and processes for these organizations in support of their business needs
  • Receive assignments in the form of objectives and determine how to use resources to meet schedules and goals
  • Provide HR presence and leadership to the EMEA Region, facilitating employee usage of our HR self-service model when possible, addressing site level concerns and issues, and working to build and guide effective employee engagement activities locally
  • Participate in, and sometimes lead, cooperative efforts among members of project teams
  • Partner with management and recruitment business partners to guide and troubleshoot talent acquisition efforts
  • Ability to confidently make and implement HR decisions in a dynamic, fast paced, high volume and often ambiguous environment. Ability to navigate through the gray and drive results
  • 12+ years in a Human Resources Business Partner role with proven experience supporting senior leaders at a Business Partner level in EMEA or experience providing HR leadership to EMEA region
  • Proficient with Microsoft Word, Excel, PowerPoint and SAP or similar HR solutions database experience desired
44

Associate Director, HR Business Partner Resume Examples & Samples

  • Business Partnering: Pro-actively builds strong relationships with assigned client groups as well as partners with the HR Centers of Excellence (i.e. Talent Acquisition, Talent Management, D&I, Compensation, Shared Service functions, etc.) to understand their needs, requirements and challenges and provide HR solutions aligned to the BU strategy. Coaches leaders/associates and influences business decisions to meet the business objectives; applies consistency with HR processes
  • Organizational Development: Proactively identifies and facilitates change management and organizational development initiatives. Acts as a partner to facilitate cultural change and engagement of associates
  • Staffing / Recruitment/ Selection: In partnership with the HR lead and the business, identifies the staffing priorities and strategy; develops workforce plans for implementation; and participates in recruitment for positions
  • Rewards: Partners with Compensation in job leveling and ensuring a competitive reward structure. Facilitates performance calibration sessions and implements and executes the compensation planning process. Ensures appropriate link between performance and rewards
  • Performance Management: Ensures performance management is consistently applied and aligned to business strategies with a focus on development. Coaches managers to have effective performance discussions
  • Development: Works with management to identify and develop talent. Facilitates talent discussions focused on learning agility and sustained performance, partners in robust development planning and identification of successors to key roles and participates in the Talking Talent process
  • Project Management: Leads and manages projects effectively including organizational design, change management and changes in HR processes
  • Operational Excellence & Compliance: Ensures data integrity in HR Core and demonstrates integrity in managing business transactions that represent Novartis policies and Values & Behaviors
  • Business-oriented professional with a minimum of 5 years of progressive HR experience
  • Experience in pharmaceutical companies or companies in other business segments known for their HR practices
  • Track record of success as an HR Business Partner supporting key business leaders
  • Successful track record of executing cultural changes
  • Well-developed team building, listening, coaching and influencing skills
  • Unquestioned integrity and experience, confidence and stature to effectively address sensitive HR issues
  • Advanced degree/Master’s degree in organizational development, HR or Business
  • HR Business Partner with Commercial client groups
45

Senior Director, HR Business Partner CT / AMI Resume Examples & Samples

  • Be actively involved in design of the business strategy, organization design and integrated people strategy
  • Have a deep knowledge of the business
  • Proactively identify people implications of the business strategy, following Philips guidelines and practices
  • Challenge the business in order to ensure talent strategy approach, and fair people management
  • Develop innovative and measurable people strategies to drive desired behaviors, which are aligned with the Act as a trusted business advisor driving transformation and lead change to transform the global business to success
  • Partner with, consult with and influence the business area globally on HR needs to enable delivery of overall business targets
  • Act as the people partner to the business during periods of transformation or major change
  • Leads Development Programs, New Talent Program, Identification of Senior Talent/Succession planning, Leadership programs, New Employees Introduction program
  • Drives programs / activities that enhance cross-culture inclusiveness and diversity linking development and leadership initiatives
  • Anticipate and coordinate capability development and workforce planning
  • Lead key business processes on behalf of CEO such as Equity and AI Planning; and TLR
  • Consult with the CoEs (Centers of Excellence) to meet the particular needs of the business area and act as an effective steward of the Philips Target HR Operating Model
  • Provide leadership in developing change strategies which align resources and drive a high performing work environment
  • Be a proactive and entrepreneurial participant in learning and sharing best practices within the HR and business communities
  • Create and execute and HR strategy and plan including cultural transformation, communication, global inclusiveness, diversity, leadership capabilities and bench strength
  • Site leadership of the Cleveland site, leading the cultural transformation to a sustainable culture of continuous improvements
  • Partner with the business to drive culture transformation of quality & compliance
  • Global role with focus on North America, Israel, China, India
  • Master's degree in related field, or equivalent experience
  • 10 + years of HR experience, with global or international experience in matrix organizations
  • Excel in functional depth in selecting, staffing and retaining of top talent, change management and organizational development
  • Ability to influence and impact from the most senior levels of the organization to the shop floor and be able to express their positive or negative opinion with grace and conviction
  • Proven track record as a superior people development and coach/mentor to senior teams and specific and measureable pattern of success in management/career development, succession planning, executive assessment and team building
  • Experience as a team leader, people developer, and team player
  • Understands the importance and contribution of business culture, harnesses this and constantly evolves the culture to maintain a coherent leadership position
  • Understands and knows how to get results and continuous improvement within a resource constrained environment
46

Senior Director, HR Business Partner Resume Examples & Samples

  • Develops strong business relationships with business unit leader(s) and their respective organization and delivers human resources strategies and solutions to drive successful business results
  • Serves as a strategic partner to the business leader(s) and management team on key human capital issues
  • Works with the Labor Relations function and other HR leadership to establish an enterprise-wide HR strategy and develop an aligned workforce strategy with the respective Business Units and HR Managers
  • Works with each Field HR Manager to implement the HR and human capital strategies in their respective business units
  • Provides leadership, development, direction and management to all Field HR Director, Managers and staff
  • Implements both proactive and reactive employee engagement, labor relations, collective bargaining policies, employee relations and action plans providing advice and counsel regarding strategy and interpretation issues
  • Provides coaching to business unit leader(s) on leadership behaviors, communications, performance management and strategies that promote a high performing culture environment
  • Creates and executes a lifecycle approach to talent management focused on forecasting, staffing, on-boarding development, performance management, succession planning, talent movement and retention, leveraging analytics
  • Collaborates with HR COEs to address talent, organizational development, employee relations and compensation and benefits issues affecting assigned client group
  • Minimum undergraduate degree in human resources, business or related field required
  • Minimum of 15 years relevant HR Business Partner experience with increasing levels of significant responsibility in a corporate role, in union represented manufacturing sites and in non-union manufacturing environments
  • Significant experience in a management capacity leading teams in remote locations
  • Superior oral and written communications skills
  • Proven ability to translate changing business objectives to effective HR strategies
  • Multi-disciplinary knowledge of human resources management, with an expertise in business management, organizational behavior, organizational design, organizational development
  • Handle sensitive information
  • Ability to quickly compose concise messages, talking points and communications plans
  • Demonstrated excellence in building strong working relationships with executives
  • Skilled in creative and critical thinking
  • Demonstrated ability to influence leaders and colleagues
  • Ability to assess future needs and opportunities to support the development of strategic competitive plans and programs, motivation, alignment and change
47

Director, HR Business Partner Resume Examples & Samples

  • Research, develop and execute with quality, effective HR business initiatives that support both the company's and assigned business units' strategic plans
  • Build initiatives into a fluid Human Resources business plan with measurable and reportable results
  • Work with assigned business unit(s) leaders to develop and deploy all aspects of effective workforce planning, talent pipeline requirements, employee development and talent acquisition to meet business unit talent needs
  • Identifies and prioritizes the needs of the business unit related to the HR centers of excellence (Field HR, Comp, Benefits, Recruiting, Development); works with COE leaders to propose, implement, and deploy solutions
  • Participate in special projects with Senior Business and HR Leaders concerning strategic workforce planning, workforce development and reduction
  • Maintain current in-depth knowledge of standards and legislations related to day to day management of employees, reducing employment legal risks and ensuring regulatory compliance
  • Identify and drive the communication and sharing of best practices across the organization to facilitate continuous improvement
  • Stay current on industry trends and practices related to Human Resources policies, programs and practices
48

Director, HR Business Partner Resume Examples & Samples

  • Effectively balances business partner responsibility with employee advocacy, fosters a positive culture and high performing work environment
  • Oversight for Cordis Day 2 integration activities in the Latin America region; effectively partners with CAH HR Operations/Services to achieve desired outcomes
  • Relentless approach to talent strategies that advance the business
  • Ability to inspire and influence others by demonstrating authentic leadership behaviors
  • Demonstrates strong strategic thinking with the ability to dive into the details to drive outcomes
  • Ability to effectively work with all organizational levels
  • Provides leadership to managers and experienced professional staff
  • Manages an organizational budget
  • Develops talent and organizational health strategies to enhance the business
  • Implements policies and procedures to achieve organizational goals
  • Partners with the business in the development of business and functional strategy
  • Decisions have an extended impact on work processes, outcomes, and customers
  • Interacts with internal and/or external leaders, including senior management
  • Influences others while maintaining positive relationships
  • Provide strategic and operational HR partnership to the SVP of Cordis Supply Chain, the Global Cordis Supply Chain Leadership Team and the VP for Cordis LatAm
  • Has oversight for HR across multiple Cordis manufacturing plants
  • Ensure business and HR strategies are effectively and consistently executed
  • Must be willing to travel frequently to the region as well as domestically
  • Bachelors and Advanced Degree in related field, or equivalent work experience, preferred
  • 12+ years’ experience in a variety of HR practice areas with a strong spike in HR business partnering
  • Medical Device/Healthcare experience strongly preferred in a manufacturing/plant environment
  • Must be bi-lingual
  • Prior leadership experience, preferred
49

Director, HR Business Partner Resume Examples & Samples

  • Partner with the Business Unit heads on the deployment of their HR strategic plan
  • Create and implement employee engagement strategies
  • Foster partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the region and organization
  • Partner with the Talent Acquisition team as required to support the region’s staffing needs and challenges
  • Conduct effective, thorough and objective investigations
  • Provide performance management guidance to line management (coaching, counseling, career development, disciplinary actions)
  • Work closely with management and employees to improve employee relations, build morale, increase productivity and retention
  • Develop employment terms for new hires, promotions, and transfers
  • Provide guidance and input on business unit restructures, workforce planning, HIPO identification/development, and succession planning
  • Participate in assigned enterprise wide strategic HR initiatives; work on cross-functional teams
  • Conduct due diligence for new business opportunities/acquisitions
50

Associate Director, HR Business Partner Resume Examples & Samples

  • Actively engaging with the leaders of the functions s/he supports, serving as a credible and capable HR partner in leading organization effectiveness across the business
  • Acting as a thought partner for designated business leaders on both business and organization-related matters so as to drive optimal business results
  • Ensuring the business attracts, develops and retains high-quality talent to support growth objectives, opportunities and strategies of the business
  • Partnering closely with the HR Centers of Excellence (COEs) to execute programs and practices
  • Partnering with clients to develop talent management strategies and execute plans
  • Determining organizational implications of business strategy
51

Director HR Business Partner Resume Examples & Samples

  • Strong business acumen and ability to partner with senior executives
  • Significant experience in Organizational Design and Effectiveness; ability to assess an organization, determine capabilities and define actions to close gaps
  • Trusted advisor to senior executives who can provide coaching and influence to support leadership effectiveness and success
  • Strong analytical skills that enable the individual and his/her client group to make informed and effective decisions in a matrixed environment
  • Bachelor’s Degree in Human Resources Management, Business Administration, Psychology, or equivalent experience
  • 10 – 12 years of HR or applicable experience in roles of progressively increasing scope at the senior executive level with a demonstrated record of success
52

Director, HR Business Partner Resume Examples & Samples

  • Actively partner, coach & develop executive leadership. Actively and effectively manage, coach, develop & influence HR employees, both direct and indirect reports
  • Actively partner, coach & develop and influence executive leadership Highly Complex-Most significant complexity and impact, highest risk environment. Large Scope-Generally supporting multiple products/services and/or functions
  • As required, lead M,A&D diligence and integration(s) from the HR perspective. Partner with M,A&D core team and regional HR on projects, programs, processes and initiatives to integrate the acquisition with the BU/Function
  • Demonstrates broad and comprehensive understanding of different systems, theories and practices
  • Negotiates and influences the opinions of others at the senior executive level and in external organizations; exercises sensitivity to the audience
53

Senior Director, HR Business Partner Resume Examples & Samples

  • Deliver client level results with integrity
  • Share relevant information with clients to educate and inform, and provide learning opportunity
  • Build trusting relationships across stakeholder community and HR colleagues
  • Demonstrate willingness to take appropriate risks, provide candid observations and influence decision making
  • Deliver human capital solutions that are consistent with corporate, legal and ethical standards
  • Recognize, articulate and help shape Sunovion’s culture
  • Facilitate adoption of Sunovion’s core values and work culture
  • Ensure that client level culture is aligned with Sunovion’s broader corporate culture
  • Demonstrate behavior consistent with Sunovion’s values and work culture
  • Help client community to personalize Sunovion’s core values and work culture
  • Talent Manager/Organizational Designer
  • In collaboration with resident HR subject matter experts, facilitate comprehensive talent management strategies and operational plans for assigned client community
  • Influence client level organizational “shaping” efforts
  • Foster proactive and thoughtful relevant communication across client and HR communities
  • Strategy Architect
  • Gain a keen understanding of Sunovion’s business model and client business challenges and opportunities
  • Provide insight to organizational strategies that serve to enable achievement of business objectives
  • Engage client community as a trusted business partner and leverage resident HR expertise to deploy HR solutions that address client needs
  • Influence appropriate changes to help client sustain strategic agility
  • Business Ally
  • Establish compelling “value proposition” to internal client community
  • Proactively help client community identify organizational success factors
  • Deploy business relevant and measurable human capital solutions
  • Leverage appropriate business technologies
  • Educate client community on HR contemporary trends and where appropriate influence adoption of competitive practices in collaboration with resident HR subject matter experts
  • Operational Executor
  • Administer client level and enterprise wide HR programs and services
  • Facilitate client level adoption of HR technologies
  • Facilitate client level compliance of Sunovion corporate policies and procedures
  • 10+ Years in Life Science industry, preferably mix of biotech and small to mid-size pharma
  • Previous experience supporting integrated businesses (Commercial, R&D and G&A) with specific focus on global R&D
  • Demonstrated track record of performance and career progression
  • Previous experience operating in a parent-subsidiary operating environment a plus
  • Background should ideally include an international assignment
  • The successful candidate will have the ability to work independently in a high growth Life Sciences environs
  • Must have excellent reasoning and problem-solving skills, strong customer focus, and strong interpersonal, organizational and communication skills (written and verbal)
  • Strong project management skills are essential
  • Related pharmaceutical industry experience is preferred
  • Demonstration of high quality interpersonal skills, presentation skills, written skills and analytical skills to manage a high volume, fast paced human resource function and effectively interact with all levels of internal and external customers
  • Ability to multi-task, provide good judgment, initiative and sound decision making to proactively identify and resolve issues
  • Demonstrated competencies in analytics, program development, contract negotiations, vendor management and project management
54

Associate Director, HR Business Partner Resume Examples & Samples

  • Actively engage with the leaders of the function, serve as a credible and capable HR partner in leading organization effectiveness across the business
  • Act as a thought partner for designated business leaders on both business and organization-related matters so as to drive optimal business results
  • Consult with business and functional leaders to provide analysis and recommendations in such areas as talent acquisition, performance calibration, performance and career management, succession planning, organizational structure, work force planning and change management. Ensure effective talent management including recruitment, assessment and development
  • Ensure the business attracts, develops and retains high-quality talent to support growth objectives, opportunities and strategies of the business
  • Partner closely with the HR Centers of Excellence (COEs) to execute programs and practices
  • Partner with clients to plan and execute People Processes
  • Determine organizational implications of business strategy
  • Partner with the HR COEs to execute workforce transitions and transactions
  • Minimum of 5 years of experience in progressively responsible roles in human resources, including human resources business partner or “generalist” roles required
  • Demonstrated experience leading culture change initiatives, change management expertise and experience working in a medium to high employee relations environment strongly preferred
  • Proven track record and demonstrated proficiency in the following competencies: HR Subject Matter Expertise; Business Solution Design & Integration; Program & Project Management; Business Partnership, Advising, & Consulting; and Interpersonal Competence
55

Director / Group Director HR Business Partner Resume Examples & Samples

  • Supports the Business Unit Leadership team members as the primary service provider connecting with Talent Acquisition, Labor Relations, Employee Relations, and other COEs in adapting the Coca-Cola Ltd.’s People Plan into a BU specific action. Responsible, in partnership with Talent Acquisition, Labor Relations, Talent Management, Compensation and Employee Relations for building management routines to ensure the plan execution
  • Develop and lead org development and change management initiatives to support transformation and growth of the BU
  • Lead business partners through the performance management programs and procedures, including but not limited to performance enablement, people development forums, succession planning and individual development plans that enable the BU to continue to invest in building the capabilities of a highly talented and diverse leadership team
  • Develop leadership capabilities to identify employee-related opportunities to develop and implement proactive / preventative solutions to achieve targeted results
  • Support the HR Service Delivery model through collaboration and partnering with Employee Relations to assist with the resolution of complex or high exposure associate complaints, issues and concerns regarding employment practices originating from various sources, including but not limited to grievances, Ethics & Compliance hotline calls, and Solutions complaints
  • Partner with the Labor Relations team in the planning and coordination of Plant LR activities including collective bargaining preparation, strike contingency, positive employee relations training (PERT), implementation of business initiatives and responding to escalating Employee Relations concerns, and ensuring execution of proactive employee engagement programs and plans
  • Partner with the Talent Acquisition team and business leaders to identify recruiting strategies needed to meet the goals and objectives of the organization and ensure the execution of affirmative action plans and local outreach activities to promote the hiring and retention of a qualified and diverse workforce
  • Develop, inspire and grow local HR talent both direct team members and indirect local HR team members
  • Lead facilitation of training, education, employee communications and culture building initiatives
56

Director HR Business Partner Resume Examples & Samples

  • Partner with senior executives and management to develop and drive plans that optimize talent, structure, process and culture across the division
  • Comprehensive business literacy and understands all the specific details and nuances of the Imaging Division
  • Facilitates development of the client group’s integrated people plan and ensures alignment with the strategic plans of the organization
  • Provides highly experienced vision and input on business restructures, workforce planning and employee talent management and development
  • Successfully and proactively shepherds the organization though its annual cycles such as merit, equity, annual and mid-year review, and ratings calibration. This includes the execution of all company-wide HR programs and practices
  • Develops and implements HR programs, and tools in partnership with business leaders, Centers of Excellence (COE’s) to build and enhance organizational capability and add value to the business
  • Employee Relations experience that is objective, thorough, diplomatic and discrete
  • Strategic analysis and trend examination to ensure that the organizational framework delivers the most benefits to the business, including periodic reviews and adjustments to the organizational design
  • Counsel, coach and drive leaders/ managers on talent issues including performance management, high potential employee identification, and poor performer management
  • Provide business partner consulting to all levels of organization within the aligned client groups
  • Work closely with the Global HR team to provide back-up and support, share best practices and discuss issues, and participate in new program development
  • Broker support from Co E teams to insure development of the Imaging employee population progresses
  • A minimum of 12 years of progressive HR leadership experience with a large to mid-size, dynamic publicly traded, global companies
  • Skilled in solution oriented HR acumen with demonstrated knowledge of the Strategic HR Business Partner Model, efficient organizational design, HR best practices, talent management, relationship management and performance management
  • 3+ years leading and mentoring a staff of 3 + HR Professional consulting to a dynamic business with multiple locations throughout the world
  • Accomplished in managing and mentoring a global HR staff
  • Results driven and comprehensive approach to managing all HR processes autonomously from end to end; both administrative to highly strategic. Thrives in a fast paced, dynamic environment
  • Demonstrated ability to develop relationships with VP+ level business leaders on tactical and strategic issues is critical. Excellent relationship building capabilities with a keen ability to coach and guide. Mature professional judgment which is both discrete and diplomatic is vital
  • Collaborative and engaged approach to HR consulting with exceptional communication and presentations skills. Extremely strong writing skills required
  • Focus on organizational learning and development that encourages leadership and employees alike for improvement
  • Inherent self-sufficiency, flexibility and confidence with a preference for autonomy to take ownership and manage activities & processes to achieve revenue results
  • Must be willing to roll up sleeves and contribute to day-to-day, tactical activities
  • Some travel required (up to 15%.)
  • Masters in HR is preferred, not required
57

Director, HR Business Partner Resume Examples & Samples

  • Strong interpersonal, communication, facilitation and presentation skills
  • Possess strong leadership skills, exceptional emotional intelligence, and unquestionable integrity
  • Ability to handle and resolve problems, confidential and sensitive situations and issues of complex nature
  • Ability to translate business vision and strategy into an executable People agenda
  • Demonstrate ability to work independently, and collaborate effectively with others
  • Creative problem solver; with ability to both work within processes and to think “outside the box"
  • Able to be proactive, prioritize work and handle multiple assignments
  • Influences and interacts effectively with all levels of an organization
  • Demonstrated competence in the various HR functional areas: recruitment; compensation; employee relations; management coaching; organizational development
  • BA or BS required; Masters preferred and strong preference for PHR, SPHR, SHRM-CP, or SHRM-SCP certifications
  • Minimum of 15 years of professional experience working within the HR function preferably with focus/experience in employee relations, project management, training and/or organizational development
  • Excellent executive presence and financial and business acumen
  • Proficient in Microsoft Office applications including Excel, and PowerPoint
  • Comfort working in a fast-paced, dynamic environment
58

Director, HR Business Partner Resume Examples & Samples

  • Contributes to and implements established HR strategy for their assigned locations
  • Actively participates as a member of the line management team
  • Facilitates administration of key compensation programs
  • Implements and manages critical talent management tools, e.g. StARS, EDOD, 360s, etc
  • Assists in the delivery of organizational development processes
  • Performs "advocate" role in support of assigned clients as it relates to surfacing significant systemic concerns and makes recommendations for changes to Corporate and/or Division level policies, practices and/or procedures
  • In partnership with assigned client management organizations, identifies and develops solutions to address specific client needs; e.g.: compensation/job reevaluation projects, job/organizational function design, training/OD interventions to increase team effectiveness, improved communication within and across client organizations, decisions to downsize/ reorganize, post reorganization/RIF mgmt, etc
  • Assists in the coordination of all aspects relating to large-scale organizational restructurings/RIF's, RIF selection process, adverse impact analysis, coordination with Corporate ELS dept, RIF event coordination, Letter Agreement generation
  • Provides counsel and direction and/or directly handles many employee relations cases
  • Works in concert with HR Project Specialist and Corporate ELS department as necessary
  • Works with the managers to help them understand what to do about the situation, how to communicate to the organization, changes that need to be made, etc
  • Works directly with the associates to resolve concerns
  • Assists in the deployment of new HR related systems and processes developed and/or acquired at the Division or Corporate level (training, problem solving, etc.)
  • Participates on project teams as assigned having Division wide impact on HR related systems, tools, policies, etc
  • Provides "in the field" view of how the systems will really be used (or not) by key business partners
  • Drives region or division programs and initiatives
  • Conducts/Facilitates some training for associates and managers, primarily relating to programs such as Diversity, Ethics, Harassment, Gallup Q12, Behavioral Interviewing, Leaders as Coaches, etc
  • Receives assignments in the form of objectives and determines how to use resources to meet schedules and goals
  • Works on issues of diverse scope where analysis of situation or data requires evaluation of a variety of factors, including an understanding of current business trends
  • Follows processes and operational policies in selecting methods and techniques for obtaining solutions
  • Erroneous decisions or failure to achieve results will add to costs and may impact the short-term goals of the organization
  • Frequently interacts with associates, supervisors and managers, often involving matters between functional areas, other company divisions or units, or customers and the company
  • Often must lead a cooperative effort among members of a project team
  • May service more than one business unit
  • 5-7 years of exempt generalist HR experience required
  • Facilitation's skills
  • Service Orientation
  • Responsibility
59

Director, HR Business Partner Resume Examples & Samples

  • Serves as a member of leadership team for Regeneron Human Resources and the Commercial organization
  • Establishes and influences strategies for workplace policies and practices that benefit the business, creating minimal exposure for Regeneron Pharmaceuticals, Inc
  • Creates optimal culture for high performance and assists in building the right organization. Strategic activities include, but are not limited to: assisting with ongoing change; restructuring the organization as necessary; establishing programs to add or enhance organizational competencies; supporting growth of the business; and developing processes, policies, and systems aligned with corporate objectives
  • Develops and implements plans to effectively resolve people/organizational issues as they arise; partners with HR specialists and consultants as needed. Areas of expertise may include: a) coaching to management for leadership; b) key people-related decisions related to organization roles, staffing, development plans, succession planning and diversity
  • Identifies, diagnoses, and resolves various personnel and organizational related issues
  • Ensures that HR policies and practices are applied consistently throughout assigned client group and provides direction and guidance to all levels of management. Partners/collaborates with HR Team and line management, and ensures fairness and equity across the organization
  • Partners/collaborates with HR specialist teams or HR infrastructure and various projects as they arise. This may include: Human Resources Information Systems, performance management process, goal and objective setting processes, enterprise wide leadership initiatives, succession planning, building content for intranet site and internal communications, etc
  • Partners/collaborates with HR Staffing and Line Management, builds a competent and diverse workforce that ensures optimal performance and leading practices
  • Partners/collaborates with Learning & Organizational Development; serves as facilitator and resource for building strong competencies, and developing the talent and leaders within Regeneron’s workforce
  • Collaborates with Learning & Organizational Development to identify training, coaching, organizational development and programs needed to support business requirements. Supports company’s Talent and Performance Management processes and helps to drive a culture of accountability throughout the organization
  • Partners/collaborates with HR Compensation & Benefits to ensure equity and compliance across assigned client group. Provides input for client group and is a key resource/decision-maker regarding: salary actions, promotions, internal equity, career pathways, internal moves, and alternative rewards
  • Partners with other business functions within Regeneron on various projects as needed (i.e.Postdoctoral Fellowship Program)
  • Establishes and nurtures relationships at all levels across the organization. Advises and assists employees in managerial roles, facilities resolution and progress towards achieving company objectives
  • Serves as role model for others in Human Resources regarding: Generalist/Business orientation
  • Bachelor’s Degree; M.S. Preferred
  • 15 + years of relevant HR experience
  • Experience in pharma/biopharma preferred
  • Significant experience in strategic staffing and organization design/roles and personal development planning. MBA or Master in Organization Development Preferred
  • Must have working knowledge of employment law and have the ability to resolve complex employee relations issues
  • Must have prior experience and understand the role of a strategic HR business partner and delivering results
  • Must have strong operational capabilities and be capable of driving issues to closure as well as navigate/resolve problems effectively
  • Must have experience in strategic staffing with the ability to screen and interview candidates, experience in organizational design/roles and personal development planning
  • Must have working knowledge or organizational structures, informal and formal relationships; organizational savvy
  • Possesses knowledge in organizational assessment, planning and development, experience with culture change a strong plus
  • Prior experience in presenting in front of large groups, advising senior management and mid-level management, coaching and counseling and have prior experience with separation management
60

Senior Director, HR Business Partner Resume Examples & Samples

  • Strong consulting and relationship management skills, with the demonstrated ability to develop effective strategic relationships with key senior stakeholders
  • Planning, organizational and project management skills, with experience in delivering on strategic organizational objectives within agreed timeframes
  • Able to translate interrelated business challenges into a compelling and focused people-agenda
  • Analytical, investigative and problem solving skills to devise innovative solutions to complex organizational issues
61

Director, HR Business Partner Resume Examples & Samples

  • Getting to know in-depth the business, products, priorities, requirements, management and employees of the organization you will be supporting to be a best-in-class HRBP
  • Developing manager and leader relationship and capability through effective coaching and partnering
  • Coaching leaders through various people related matters in compliance with the company’s policies, procedures and approvals, and the various laws of the countries where the organization has employees and office sites
  • Coaching, partnering and guiding the SLT members and organization management through the various HR programs and processes including: Hiring and Promotions, Performance and Salary Reviews, Performance/Behavior Improvement Programs, Employee Relations and Terminations, Employee Opinion Survey and 360s, etc
  • Providing oversight and direction to HR employees supporting the BTS team as well as working together with the HR COE teams to ensure consistent roll-out of HR programs to the Business Unit
  • 8-10 years of combined HR generalist and COE experience in the high-tech industry
  • Bachelor’s Degree in Business, Psychology, Human Resources or related field; MBA preferred
  • Experience of working within a North American headquartered business with a fast paced, demanding and rapidly changing environment
  • Demonstrated success in partnering and teaming with other HR team members globally
  • Can-do/results-oriented attitude, strong sense of urgency and ability to complete tasks from beginning to end
  • Proven interpersonal, relationship building and influencing skills, including ability to influence leaders in remote locations
  • Possess analytical and problem-solving skills
  • Customer-centric, dedicated and practices strong professional ethics
  • Have a positive attitude and commitment to be a ‘champion’ for the organization
62

Director, HR Business Partner Resume Examples & Samples

  • Partner with the business to identify, develop and drive key initiatives that will support the short term and long term strategies of the business. Such initiatives include leadership development, talent/performance management, change management, workforce and succession planning, talent acquisition, employee and career development, performance management, rewards and recognition, and coaching (employee and manager). Client groups will be spread across multiple sites and countries
  • Build and nurture strong relationships with business leaders and key stakeholders; partner with colleagues inside and outside of HR to innovate, enhance, align and drive the effectiveness of HR initiatives
  • Conduct organizational assessments and develop/drive initiatives to close gaps and implement necessary solutions to ensure a high-performing workforce; provide candid and constructive feedback to leaders about talent moves, gaps, promotions and growth opportunities
  • Assess business unit's management training needs and conduct 1:1 and group training sessions as appropriate. Ensure development initiatives for key employees and high potentials and track their career progression
  • Drives corporate Human Resources initiatives and programs effectively within the organization
  • Partner with compensation team to provide compensation support including salary planning, approval of salary actions, promotions and job re-leveling
  • Recommend and drive improvement to human resources systems, policies and processes
  • Scans and benchmarks the marketplace to identify and leverage best practices / trends to influence the business and HR agenda
  • 10+ years progressive HR experience - moving from a specialist or generalist into an HR Business Partner role, with at least 5 of those years as HRBP
  • Experience in working in a manufacturing /operations environment
  • Decisive leadership and the courage to propose solutions others are reluctant to address, act in the face of resistance for the best interests of the business
  • Extensive capacity to influence business leaders; Organizational agility and savvy
  • Possesses a bias for action and sense of urgency, while able to prioritize and juggle multiple tasks
  • Past experience and comfort in working in a fast-paced, ever-changing business environment
  • Previous experience in a high tech global growth company with strong preference in experience with small AND large/established companies
  • Current and strong knowledge of State and Federal employment laws and labor laws outside the US
  • Knowledge of SOX compliance requirements as it relates to Human Resources functions; and
  • Experience working with teams outside of the US; Ability to work across different cultures and to travel internationally
63

Director, HR Business Partner Resume Examples & Samples

  • Requires 8 - 10 years HR experience, with at least 5 years of experience in a generalist role, with demonstrated experience in organizational development, and employee relations
  • Requires experience in driving, managing and implementing company-wide initiatives
  • Requires experience in building and sustaining relationships with senior leaders, employees and colleagues
  • Additional licensing, certifications, registrations: SPHR desired
  • Working knowledge of Federal and State labor, compensation and benefits laws and regulations
  • Knowledge of all HR functions including employee relations, compensation, benefits, talent acquisition, learning and development, talent management and related processes
  • Demonstrated ability to learn the business quickly, understand key business drivers, develop solutions that get results and drive change
  • Ability to work effectively within a changing, complex matrix organization
  • Is able to perform effectively in a cross-functional and team environment
  • Demonstrated consulting and influencing skills
  • Possesses highest level of integrity and ability to keep information confidential
  • Is able to understand business objectives and has demonstrated ability to partner effectively with business leaders to attain them
  • Is customer focused, both internally and externally
  • Builds rapport and work effectively with employees and colleagues at all levels demonstrating diplomacy and awareness of different needs
  • Demonstrates excellent communication and interpersonal skills
  • Able to effectively manage complex and sensitive employee relations issues
  • Demonstrates ability in project planning and management
  • Able to lead and facilitate cross-functional teams
64

Senior Director, HR Business Partner Resume Examples & Samples

  • 5-8 years of experience in a 2 billion dollar healthcare system or larger
  • Minimum 10 years of HR related experience in healthcare. For-profit and/or physician services experience preferred
  • HR leadership/vision
  • Strong facilitation, communication and presentation skills, including the ability to deliver difficult messages
  • Broad HR knowledge (across all HR functions/processes)
65

Director HR Business Partner Resume Examples & Samples

  • Serve as strategic advisor to US Sales SVP/VPs providing expert leadership in change management, leadership development and other employee and organizational initiatives while being stewards of our culture
  • Partner with the HR Centers of Excellence to design and deliver customized programs and services to the business in the areas of organizational development, performance management, compensation, employee relations, training and staffing
  • Liaison and partner with our Shared Service Organization to optimize services to HRBPs, employees and managers
  • In partnership with learning & development and sales enablement, manage training needs, analyze and develop training solutions to build capability within the assigned client group
  • Track, report, and provide analysis on a variety of employee-related data such as headcount and attrition; provide recommendations to business leaders based on that data
  • Manage and resolve employee relations issues through effective and objective investigation processes, ensuring adherence to appropriate employment laws and Intuitive Surgical policy
  • Manages HR Representatives responsible for addressing day-to-day employee relations issues and for HR administration
  • HR site leader for the Atlanta office
  • Minimum of a Bachelor's degree
  • A minimum of 12+ years of related experience, education, training and/or industry knowledge. 5+ years of experience partnering with executive level stake holders within a matrixed environment
  • Experience working in sales organization; healthcare and/or technology company highly preferred
  • Demonstrated success in establishing business relationships as trusted advisor, source of judgment and expertise; ability to influence in a complex, fast-paced environment
  • Ability to project and/or program manage from concept to execution
  • Proven track record in change leadership
  • Extremely strong verbal and written communication and presentation skills
  • Detailed oriented; willingness to be both “lead” and “do”
  • High IQ, EQ, and personal and professional maturity are necessary
66

Senior Director HR Business Partner Resume Examples & Samples

  • Work as an integral part of the HR leadership team by developing effective working relationships, influencing, challenging the management team, and the development and delivery of plans in support of the achievement of the business area and HR strategies
  • Partner with the business to develop a resource strategy that defines the needs and competencies needed for talent
  • Work with leaders of business functions to understand how organizational changes may impact the organization
  • Partner with Talent Acquisition to ensure that there is a pipeline of talent available to support the strategy for client group
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Director, HR Business Partner Resume Examples & Samples

  • Partner with leaders to provide ongoing consultation and coaching, and sharing tools and solutions that support the organization’s business culture and desired outcomes
  • Develop and refine HR strategies to respond and support changing business needs
  • Understand the talent needs of the business and develop strategies to identify, attract and retain/develop the next generation of leaders
  • Identify and utilize HR metrics (i.e. workforce data and trends, turnover, etc.) to diagnose and proactively address or anticipate potential challenges to the business
  • Consult on and support investments of HR resources (i.e. Training, Compensation & Benefits, etc.)
  • Partner with HR team and leaders to formulate business plans, strategic workforce planning objectives and human resources guidelines for client groups
  • Work with leaders on small to large scale organizational realignments and other change management initiatives (i.e. reductions in force, mergers and acquisitions and other workforce actions)
  • Spearhead and/or support the development of competency models and career/learning roadmaps for job families; Conduct competency and skill assessments as necessary
  • Facilitate cyclical HR initiatives such as performance management, compensation planning, employee engagement/survey/action planning, as well as other launch initiatives
  • Support business with resolution of employee issues, investigations, career counseling and leadership/executive coaching
  • Facilitate succession planning and assessment of talent
  • Partner with Talent Acquisition Team, Finance and business leaders to facilitate hiring plans and forecasts
  • Partner with business leaders on assessment of talent, succession planning and key talent movements
  • Advise the business on regulatory employment law (in concert with Legal)
  • Perform other job related functions as may be assigned
  • 10+ years of Human Resources experience in multiple disciplines (Compensation, Benefits, Learning & Organizational Development, Employee Relations, Talent Management, Talent Acquisition, Diversity & Inclusion, EEO, etc.) with 5+ of those years of experience as an HR Business Partner at a Fortune 500 corporation
  • 5+ years’ experience as an HR Business Partner at a Fortune ranked corporation with direct partnership and support to senior level executives required
  • Management experience is required
  • Strong organizational skills with the ability to manage multiple priorities in a timely, accurate and efficient manner
  • Ability to set priorities, meet challenging deadlines and achieve quick resolution of issues
  • Self-directed with a high level of initiative, analytical and problem solving skills
  • Project management and strategic planning skills
  • Strong written/verbal communication and presentation skills with strong attention to detail
  • Collaborative and a team player
  • Skilled consultant and facilitator
  • Ability to influence and drive results
  • Ability to work with groups and teams to identify issues and solve problems
  • Ability to navigate through ambiguity
  • Effectively coach and develop others at all levels in the organization
  • Exhibit diplomacy, professionalism and maintain the highest level of confidentiality and integrity
  • Customer service oriented with strong listening skills and a quick understanding of business priorities
  • Strong interpersonal and relationship building skills with all levels of the organization
  • Ability to deliver and receive constructive and effective feedback
  • Ability to partner with employees at all levels, including senior executives
  • Flexible and easily transitions between changing priorities
  • High proficiency/expertise in Microsoft Office Suite (Word, Excel, PowerPoint, Visio, Outlook), with a strong comfort level working in HR systems or learning new systems
68

Director, HR Business Partner Resume Examples & Samples

  • Provides program management to Corporate and Enterprise Services for successful implementation of HR programs and initiatives
  • Provides organizational development consultation and advice for Corporate and Enterprise Services initiatives within different functional areas
  • Provides change management and communication support for business and HR initiatives
  • Responsible for delivery of annual HR programs and policies across Corporate and Enterprise Services
  • Identifies HR trends and issues including possible management actions
  • Researches external best practices and trends
  • LI-BY1
69

Director, HR Business Partner Resume Examples & Samples

  • Researches best practices and provides strategic recommendations based on data analysis and incorporation of metrics to measure outcomes
  • Coaches managers to enhance leadership abilities, relationships among teams/individuals, interpersonal communications and performance management
  • Partners with appropriate centers of excellence to provide a full range of HR services in the areas of staffing, employee relations, compensation, and leadership and employee development
  • Ensures the consistent application of HR policies, processes and systems within the groups they support
  • Provides/delivers innovative and integrated HR practices around critical business issues
  • Defines and orchestrates an effective and strong organization by helping organizations focus on their key capabilities
  • Drives talent review processes and succession planning as key strategic lever for meeting the business’ strategic agenda
  • Ensures the organization is able to take advantage of its organizational design and its talent to accelerate its strategic agenda
  • Aligns the right structure, cultural context, and practices to drive employee performance
  • Optimizes human capital through uses of workforce planning and analytics
  • Develops organization capacity for change and translate that into change processes and structures
  • Effectively initiates and sustains critical business change into the organization
  • Business mindset: able to understand the business and financial conditions, link HR and business strategy, and identify ways to improve business performance
  • Capability & culture builder: skilled at identifying and assessing current organizational capabilities, building what’s required, shaping and supporting culture, and aligning organizational programs to reinforce culture
  • Change management: demonstrated experience in articulating the business case for change, evaluating change readiness, building and executing stakeholder plans and transition activities, and managing sustained change and transition
  • Consulting skills: able to tailor his/her communication style to work well with stakeholders at all levels in the organization; effective at influencing, facilitating, and problem solving
  • Leveraging data and technology: Able to effectively identify, utilize and present data in a way that facilitates evidence-based decision-making
  • Organizational Development/Design/Effectiveness experience strongly preferred
  • Experience in a large, complex, matrixed organization preferred
  • 4-year degree in human resources, business or related field or equivalent experience, master’s degree preferred