Senior HR Business Partner

Nestle USA - St. Louis, MO (30+ days ago)3.7

Nestle IS/IT is part of a worldwide organization. It was created as a shared service for all Nestlé business units to improve performance and operational efficiency as it pertains to IT and business solutions. Leveraging Nestlé’s size and scope, this group revisits all aspects of our business practices and shapes new ways to run greater Nestlé.

As a Senior HR Business Partner, you are responsible for providing HR support to all employees and management through effective organizational design and execution of HR strategy across all functions of the business unit. Additionally, you will oversee recruitment, employee development, employee relations, policy interpretation, compensation administration and legal compliance. The Senior HR Business Partner is responsible for the complete HR service/value chain for the Business Unit.

In this role, you will manage effective organizational transformation and change projects using best practice methodologies; shape the culture to align with Nestlé goals & initiatives through supporting & coaching managers in their implementation of core people processes; and work with leaders to enhance current and future functional and leadership capability needs.

Manage the coordination and execution of workforce planning for the organization through business unit HR teams.
Provide counsel to management on organizational design to meet business objectives.
Work with leaders to enhance current and future functional and leadership capability needs.
Implement programs to assist leaders in assessing and addressing competency gaps, and design proposed solutions.
Oversee the recruitment process including assisting managers in developing job descriptions, generating offers including compensation recommendations; managing new hire processes and onboarding.
Organize and implement leadership development and organization-wide training/development programs with your assigned business unit that meet the goals and objectives of the team/individual.
Lead the Leadership Development committee and develop and facilitate training sessions to address employee development and other HR topics.
Utilize the performance, talent and succession planning management systems to help drive the achievement of company goals through objective and development plan setting, performance calibration, and talent development.
Lead talent review / performance calibration sessions to ensure high performance rewarded and poor performance handled appropriately.
Provide counsel and guidance to leadership on all people management and development issues.
Conduct investigations of misconduct when required.
Perform all other duties as assigned.