Business Partner, Human Resources

Overview

Find a Better Way...

...to use your skills and experience.

This is the time to let your talent come to life. To maximize your knowledge and use it for the greater good. To work with the best professionals using state-of-the-art technology, and improve lives with your innovative ideas and ambitious dreams. Find a better way: the Sysmex Way.

...to improve the lives of others.

Headquartered in Kobe, Japan, Sysmex is located in Lincolnshire, Illinois. Renowned worldwide for the very finest in quality, innovative diagnostic equipment and information-management systems, we apply science to enhance the quality of life on a global scale. Our agile, resourceful team is committed to realizing critical breakthroughs in laboratory diagnostics, information technology, workflow analysis and life sciences for the clinical laboratory.

...to build a promising future.

We currently have a great opportunity available for a Human Resources Business Partner. Serves as a strategic and consultative Human Resources partner to designated business groups, developing a strong understanding of the business, its objectives, operating environment, challenges, opportunities, and workforce needs. Partners with leaders to translate business priorities into people strategies and practical HR solutions that strengthen organizational capability and support measurable business results.

Connects business needs with enterprise HR programs and company objectives across talent management, organizational effectiveness, employee relations, performance, compensation, engagement, workforce planning, compliance, and change initiatives. Uses data, business insight, and sound judgment to identify trends, anticipate needs and risks, recommend solutions, and influence effective decisions. Collaborates across HR and with business leaders to execute initiatives and provides informed recommendations to Human Resources leadership on broader people, policy, and organizational considerations.

• Builds credible, trusted partnerships with leaders and associates in designated business groups. Develops and maintains a working knowledge of the business, including its strategy, goals, customers, products/services, operating model, key performance drivers, organizational structure, talent needs, and external or competitive factors. Uses this knowledge to anticipate people implications, identify opportunities and risks, and align HR priorities and solutions with business and company objectives.
• Acts as a strategic advisor and internal consultant to leaders on organizational and people matters. Diagnoses business and workforce challenges, asks effective questions, evaluates alternatives, and provides practical, well-reasoned recommendations that balance business needs, associate considerations, risk, and company policy. Challenges thinking constructively when appropriate and influences leaders toward effective, sustainable solutions.
• Leverages workforce data, business metrics, associate feedback, and other qualitative and quantitative information to identify trends and root causes, develop insights, and inform recommendations. Monitors the effectiveness of HR actions and initiatives and adjusts approaches as needed to improve outcomes and deliver results.
• Expertly leads routine and complex employee relations matters and workplace investigations and advises leaders on conflict resolution, performance management, corrective action, and employment decisions. Coaches managers to address issues timely and effectively, strengthen accountability, and build their capability to manage people. Handles routine and complex terminations and conducts or reviews exit feedback, identifying themes and recommending appropriate action.
• Partners with business leaders on talent and organizational priorities, including workforce planning, talent reviews, succession planning, retention, engagement, leadership effectiveness, organizational design, change management, and capability development. Identifies current and future talent or skill gaps and connects leaders with appropriate HR programs, resources, and subject matter experts to address business needs.
• Reviews engagement, retention, turnover, and other workforce indicators for designated business groups; identifies internal and external factors affecting workforce effectiveness and develops proactive, business-relevant strategies with leaders. Supports leaders in translating engagement findings into…