Human Resources Business Partner

• Position Overview Under the direction of the Director of Human Relations this position acts as a strategic business partner to internal customers and their respective leadership teams in developing and implementing programs and initiatives that support and enable the organization's short- and long-range goals and objectives.
• Develops a consistent approach and process to implement HR programs and practices across Corporate Functions and/or Global Shared Services.
• Develops and uses both qualitative and quantitative analysis of data to assess business partner needs and external trends and develops recommendations and solutions. Position may manage or provide mentorship to team members.

Key Responsibilities Description

• Provides consultation and direction through partnership with client groups to establish relevant functional goals and objectives; recruit, train, coach and mentor employees; support consistent adoption and adherence of programs, policies and procedures across partnership areas; identify and define employee engagement opportunities; and provide input into departmental structure & design. (40 %)
• Acts as the horizontal process owner to develop, implement and administer HR programs, policies, procedures and practices consistently across client groups in support of McCormick’s philosophy and core values (i.e., High Performance, Workforce Planning, Performance Management, VOE, OGSMs, Talent Management, Development Planning, Compensation programs, etc.). Ensure consistent adoption and adherence of programs, policies and procedures across partnership areas. (30%)
• Drives HR process improvement, special projects and effective change management programs/initiatives from idea through implementation. Applies sound judgment, and considers global impact, when developing solutions. (30%)

Required Qualifications

Qualifications Description

• Level of Education and Discipline - Bachelor's Degree in Business, Human Resources, Psychology or related field.
• Certification and/or Licenses
• Experience - functional/industry/commercia l knowledge, business acumen - 6-8 years of professional experience in HR or closely related field. 2-3 years of leadership responsibility. Must understand and appreciate cross-functional, global support services in order to be a successful business partner. Possesses sound knowledge of key State and Federal laws relevant to employment practices, and the ability to apply this knowledge when formulating recommendations and solutions.
• Interpersonal Skills - leadership, interactions, communication, influence - Very strong interpersonal and relationship building skills. Developed, polished communication skills (written and oral). Conveys credibility in order to influence and appropriately challenge business decisions; escalates concerns as necessary. Ability to present complex information and represent HR function in a variety of meetings, both internally and externally. Varied from employees, managers, leadership team, customers, vendors, etc. Position requires very high level of interaction across all functions and employees within business.
• Other Skills and HPO Competencies - Strong verbal, written, analytical and interpersonal skills. Ability to manage projects and people, and organize and prioritize work to meet deadlines. Strong personal/team leadership and business sense. Strong customer focus. Strong ethical behavior and professional maturity

Preferred Qualifications

• Qualifications Description Level of Education and Discipline
• Certification and/or Licenses PHR/SPHR/GPHR
• Experience - functional/industry/commercial knowledge, business acumen
• Interpersonal Skills - leadership, interactions, communication, influence
• Other Skills and HPO Competencies.

Dimension

• Provides HR support and leadership to 130-150 employees directly and indirectly up to 500 employees within a global, matrixed organization. High degree of independent problem solving required to accurately make a variety of decisions that arise from day-to-day issues.
• Utilizing analytical ability, translates business strategies and issues into appropriate HR actions in accordance with High Performance. Requires consistent interpretation of policies and procedures. Problems range from simple to complex. Requires the ability to make decisions or recommendations - often with ambiguous or incomplete information - based on judgment and prior experience.
• High touch position with all levels in the organization. Position impacts business by demonstrated HR expertise to influence client group decisions. Effective, timely support ensures smooth business operations. Impact affects whole organization, team and HR function as support is across all business functions.