Human Resource Business Partner

Day to day

• This role involves strategic planning, organizational development projects, succession planning, career pathing, coaching and leadership advice in HR-related topics.
• Acts as first point of contact for business leaders for organizational development projects which include workforce development, re-organizations or ways to improve departmental efficiencies. You will also create a change management strategy using DLL’s Change Framework when implementing all changes.
• Proactively helps develop and encourage the maintenance of business’s succession plans. Works with the business on development and learning plans for the high potentials of the organization.
• Coaches leaders and their teams to have productive discussions with transparency and meaningful feedback to enhance the relationship between member and manager while elevating leader skills sets and self-reliance in HR policies and practices.
• Facilitates training, working sessions and interventions with managers and/or team members to ensure proper working relationships.
• Partners with Employee Relations Specialists to address complex employee relations issues, including compliance/legal issues. Ensures all issues are resolved in an efficient, legal and ethical manner.
• Partners with department managers and Rewards and Analytics team to develop job descriptions, compensation analysis, grading and recognition initiatives.
• Provides leadership with guidance on compensation topics like promotions, market adjustments and annual merit and short-term incentive planning.
• Supports roll out of learning initiatives in support of member development and career aspirations.

Essentials

• You’re influential, collaborative, and able to win over leaders by bringing practical solutions.
• Years of experience in an HRBP role is not as important to your success as drive, ambition, and ability to challenge the status quo.
• Bachelor’s degree in relevant field to human resources preferred.
• Experience working in a complex matrixed organization; preferably in a global company.
• Hands on experience in succession planning and career pathing is highly desired.
• Essential competencies include Strategic Agility, Comfortable with Ambiguity, Advocate for Change, Business Acumen, Trusted Advisor, Executive Presence, Strong Influencing Skills and desire to challenge the status quo.
• Must have the proven ability to handle multiple tasks and projects simultaneously.
• Strong communication skills, the ability to lead facilitated sessions and make formal presentations is required.
• Strong computer skills are required.
• Must have the ability to develop, present and implement HR strategic plans.
• Thorough knowledge of the US employment law is required.
• Must have proven experience working with all levels of management and to be comfortable with conflict and negotiation as well as interactions with senior management.