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THIS POSITION IS LOCATED NEAR RUTHERFORD, NEW JERSEY
Strategic consultative partner to Vice President of xxx and accountable for understanding the external and internal business landscape, identifying business opportunities, and using workforce analytics and insights to translate the business agenda into talent and organizational plans. As a member of the leadership team, the HRBP will build relationships and leverage strong influence and execution skills to bring strategic plans to life to build organizational capability and deliver tangible business results. The HRBP will bring the full suite of HR capabilities and services to the business by leading across HR Centers of Excellence and an HR Service Center to deliver solutions.
Strategic Positioner • Interprets external and internal business context, understands internal business operations and dynamics • Diagnoses challenges impacting teams and individuals' ability to be successful and identifies appropriate solutions using critical-thinking skills, coupled with insights from data and relationships, • Identifies gaps in existing business needs future business outcomes and articulates a clear vision for the future • Translates stakeholder expectations and business plans into talent and organizational plans by consulting with leadership Credible Activist • Builds strong relationships with assigned clients and others in cross-functional organizations. Navigates the organization effectively and leverages relationships to influence positive change. • Is a trusted advisor, credible in HR expertise, and consistently delivers against commitments • Challenges others and is comfortable engaging in healthy debate in order to drive increased business performance • Brings meaningful discussions to bear and facilitates healthy dialogue across leaders and teams • Serves as an executive coach providing guidance and consultation to leadership • Is an advocate for both the business agenda and employees, operating with strong integrity around creating an inspiring workplace where employees can reach their fullest potential Culture and Change Champion • Drives a culture of high performance • Effectively embraces change and leverages change management tools to prepare and lead others through change • Drives cultural change associated with strategic integration across locations and functions • Increases two-way interactive dialogue between leaders and employees at all levels • Drives a culture of continuous improvement where front-line employees serve as a rich source of innovative improvements that result in operational excellence and streamlined jobs • Drives cross-training such that front-line jobs are enriched with learning, skill development and challenge • Facilitates communication, collaboration and healthy conflict within and across departments • Facilitates a culture of personal accountability and high performance • Fosters an environment of inclusion and of valuing diversity Human Capital Advocate • Advocates for talent; develops leaders and employees • Ensures development of technical talent in support of the business agenda • Understands the external competitive landscape for specific capabilities/skills and proactively plans long-range talent attraction and retention efforts • Understands internal workforce succession and opportunities and proactively designs succession and talent movement plans • Leads across HR Centers of Excellence such as, Total Rewards, Talent Acquisition, Organizational Effectiveness & Development, D&I, Employee Relations and HR Service Center to deliver human capital plans Analytics Interpreter • Effectively interprets workforce, business and financial data to draw meaningful insights that inform and drive people strategies, decisions and actions • Leverages data to understand effectiveness of current workforce solutions, makes recommendations to improve solutions or engage in new solutions
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