*descripción del cargo (resumen)*:
the role of the associate business partner is critical to ensure effective hr processes are leveraged well with individual customer groups to achieve business objectives.
our primary responsibility is to steward the hr processes to do this including being the voice of our employees and leaders into the overall processes.
while individual hr bps may get involved in other activities, the primary focus is outlined below.
*actividades y responsabilidades*:
- talent management and staff development _
outcome: the hr sr associate advises and influences affiliate leaders in the planning, selection, staffing, development and management of the workforce to achieve appropriate levels of performance, employee engagement, and retention of key talent.
in particular, advises and influences other leaders to ensure that there is an appropriate leadership pipeline for key positions within the affiliate.
activities/outputs:
- provide performance coaching to the leadership on various topics, including his/her personal effectiveness in all aspects of their job responsibilities, including the management of others' performance.
- develop plans and strategies to proactively manage the retention and development of key talent including current and future leadership talent.
- facilitation, documentation and management of the succession pipeline for key positions and coaching on the performance and development of current and potential leadership talent.
- lead efforts to understand overall employee engagement and facilitate approaches to prioritize and focus efforts to hire, engage and retain the workforce.
- utilize metrics, trends and data to ensure positive impact to the workforce.
provide "voice of the employee" to site leadership team.
- provide coaching to leadership team on their performance as a leadership team.
- lead recruiting strategy development and ongoing retention strategies for a stable workforce.
- organization diagnosis, intervention design, and change management _
outcome: the hr sr associate influences business leaders to ensure the site is appropriately designed to achieve its strategic and operational business objectives.
activities/outputs:
- leads continual improvement of processes within the lean people systems, including team effectiveness, communication, training and culture.
- participate as a member of the business planning processes.
- provide the people related data and analysis that drives operational effectiveness improvements.
- ensure the leadership team has identified critical organization capabilities needed to execute the business strategy
- ensure the site has a change agenda that identifies organizational and people-related changes needed to achieve long-range and business plan objectives including critical organizational capabilities.
- lead the change agenda through planning, developing, and implementing the changes through the leadership team.
- develop an effective change management plan for significant strategic changes in the organization including communications, training, employee involvement strategies, and change leadership.
- core hr process stewardship_
outcome: the hr sr associate advises and influences site leaders to ensure that core hr processes are leveraged to for behaviour change with employees and influences the central hr coes by providing perspectives and needs of the site for consideration in developing programs.
activities/outputs
- performance management - stewards the effective utilization of the quarterly essential wins process for performance coaching ensuring differentiation of performance
- compensation decisions - facilitates the local process to implement our pay philosophy and the appropriate distribution of rewards according to performance.
- recruiting and staffing - assists in developing overall strategies for recruitment and staffing to meet business objectives.
- employee relations - proactively steward employee relations for the site and appropriately utilize central service for disciplinary process, accommodations, etc where applicable for consistency.
- learning and development - provide oversight and leadership of the l&d function on the site.
ensures the appropriate structure, plan and governance is in place for a qualified and developed organization
- administration - (time consuming, but maybe not strategic) - point is, i'm expected to approve the hires, exits, loa, rtws, accommodations, pay discrepancies, comms, etc.
*calificaciones técnicas y de competencias requeridas (educación, experiência y/o entrenamiento, certificaciones)*:
- minimum 3 years of experience as hrbp
- experience in diverse hr topics (c&b, recruiting, l&d,change management)
- accountability
- results oriented
- collaborates
- manages complexity and conflict
- decision quality
- drives engagement
- advanced english
*preferencias adicionales*:
- communication
- emergency response, public relations, personnel info