Position: Human Resources Business Partner
The HR Business Partner will serve as a key business partner to provide strategic and tactical human resources leadership. The HRBP will drive HR processes such as talent acquisition, performance management, salary planning, organizational effectiveness, employee coaching, development and training. The HRBP will also be responsible for creating and leading innovative HR programs and practices to drive employee satisfaction and retention. They will also partner with management to provide strategic support and leadership, develop successful leaders and build effective teams for the organization; as well as support broad based HR initiatives by partnering with the corporate HR team to leverage best practices across the entire organization.
Reporting Relationship: VP Human Resources
Works closely with: HR Team, general employee population
ATTRIBUTES FOR SUCCESS
Service Orientation: Demonstrates ability to effectively work with employees, managers and partners to accurately assess needs, provide information, assistance, resolve problems, or satisfy requirements. Expresses knowledge of and interest in HR processes and programs. Seeks to understand situations or obtain information by asking questions, paraphrasing to ensure understanding and responding in appropriate helpful ways.
Credibility and Action Orientation: Demonstrates the ability to be seen as both credible (respected, sought out, listened to) and active (offering a point of view, taking a position, challenging assumptions). Build effective relationships of trust and credibility with internal customers that lead to stronger buy-in and sponsorship within your business. Apply broad knowledge and seasoned experience when addressing complex issues; describe strategic issues clearly despite ambiguity; take all critical information into account when making recommendations and decisions. Understand the complex demands of leadership in organizations and incorporate this understanding in providing candid feedback and coaching to leaders.
Culture and Change Stewardship: Exhibits effectiveness in appreciating, articulating, and helping to shape the company's culture. Consistently weave the cultural standards into HR practices and processes. Develop disciplines to make changes happen throughout the organization and make the new culture real to employees.
Talent Management and Organizational Design: Master the theory, research, and practice in both talent management and organization design. Understand competency requirements of key roles and how individuals enter and move up, across, or out of the organization. Lead organization design in a way that embeds core values and capability into the structure, processes, and policies that shape how an organization works. Ensure that the company's means of talent management and organizational capabilities are aligned with customer requirements and strategy, as well as working effectively and efficiently with each other. Blend talent and organization together; good talent without a supporting organization will not be sustained, and a good organization will not deliver results without talented individuals.
Operational Execution: Effectively execute the operational aspects of managing people and organizations. Ensure that enabling policies are drafted, adapted, and implemented. Ensure that basic needs or employees (on boarding, pay, benefits, assignment changes, salary increases, performance management, etc.) are efficiently managed. This operational work of HR ensures credibility if executed flawlessly and grounded in the consistent application of policies.
Business Knowledge: Contribute to the success of a business by knowing the social context or setting in which their business operates. Understand how the business makes money, (who the customers are and why they buy the company's products or services). Demonstrate understanding of the parts of the business (finance, marketing, sales, legal, operations, information technology), what they must accomplish, and how they work together, so that they can help organize the business to make money.
Drive Business Strategy/HR Integration
Identify obstacles and opportunities central to business strategy and drive recommended actions and solutions.
Drive Human Resources strategies to ensure that individual and team behaviors and performance are consistent with the business mission, strategies and values.
Seek opportunities for integration and leverage across organizational functions and processes.
Ensure alignment between strategic goal setting process and performance management process to ensure the organization has the depth and breadth of talent needed to achieve organizational goals.
Enable Organizational Execution
Identify and implement organizational effectiveness initiatives that enhance performance, productivity, and reduce costs while striving to maintain employee satisfaction.
Work with key business leaders, individuals, teams, functional groups, and the organization as a whole to facilitate change, strengthen organizational alignment and increase effectiveness of execution.
Initiate and maintain processes that provide robust two-way communication between leaders and team members.
Build Organizational Capability
Understand the key competencies required to achieve organizational goals and help the business develop and implement plans that improve competitiveness and customer relationships.
Build organizational capability through individual and organizational development planning, succession planning and identifying high potential performers in line with the overall strategy and direction of the business.
Ensure that the organization has the capabilities to adapt to a changing marketplace and compete through a constant flow of future talent.
Ensure that talented individuals are recognized for their contributions.
Enhance knowledge transfer by creating processes and pathways that encourage and facilitate best practice sharing within teams, across business processes and functions, and between strategic business units.
Provide unfiltered feedback to leaders to enhance their personal effectiveness. Build leadership bench strength through individual and team feedback, coaching, training and ongoing development.
Champion HR Strategies and Processes
Ensure effective communication of HR products, services and programs (e.g., new hire orientation, training and development initiatives, etc.)
Identify compensation or other issues that are legitimately impacting the organization and work with internal partners and corporate resources to resolve.
Drive the Performance Management process within the organization and ensure implementation of agreed upon actions.
Requires a Bachelors degree and 10-15 years relevant HR experience within a progressive Human Resources environment.
Certifications/Licensures Required/Preferred -SHRM
Demonstrated self-management of career in HR encompassing a diversity of experiences. In-depth knowledge of human resources trends, market trends, alternative approaches to HR practices (e.g., organizational development, team facilitation, work/life policy, and compensation).
Victorinox Swiss Army, Inc. is an Equal Opportunity Employer.