People Services Business Partner

Requirements

• Bachelor's Degree in human resources management or professional equivalent
• Seven or more years of human resources management experience focused on organizational development, succession planning, and talent management.
• Master's degree preferred.
• PHR certification or equivalent; SPHR or equivalent preferred.
• Global HR experience preferred.
• KNOWLEDGE, SKILLS, AND ABILITIES
• Ability to build effective relationships at all levels of the organization.
• Ability to collect and analyze data and articulate sound and reliable conclusions.
• Experience implementing HR initiatives and delivering results in a changing & growing business environment.
• Ability to self-manage and work independently, as well as in a team environment.
• Professional communication skills, both orally and in writing, which enables collaboration, and building trust.
• Ability to be flexible and adapt to changing situations in a high growth company.
• Results oriented.

Benefits

Additional Information

The People Services Business Partner is responsible for leading client groups with effective strategies for talent management, performance management, succession planning, leadership coaching and development. This role is responsible for developing and ensuring consistency with HR practices, policies, procedures, and programs. The PSBP works closely with the Corporate HR functions such as compensation, benefits, HRIS and external consultants to implement value added processes, policies, procedures, and activities that drive business objectives through people. RESPONSIBILITIES, other duties may be assigned. Provide coaching and consult to Leadership team to help drive key people and strategic priorities, aligning HR strategy and business needs. Facilitate change management processes as needed. Provide leadership on performance management, talent management, and succession planning. Work closely with management and employees to assess leadership and managerial needs and recommending training and development programs. Work with leaders to identify and support employee development to include mentoring and coaching as needed. Utilize HR metrics and analytics to include trending and tracking of business unit specific HR objectives. Provides leadership development and best practices coaching to strengthen the skills of business leaders within all levels of the organization. Consults with the respective business teams on employee engagement, retention, org design, workforce planning, and leader coaching initiatives. Champions a performance-driven process where expectations and key measurements improve organizational talent to achieve business objectives including goal setting, quarterly evaluation, and annual performance review activities. Ensures compliance with all relevant laws, regulations, policies, and procedures. Estimated travel to respective client groups is on average 25% per year.

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Company Intel

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