Sr Manager, Human Resources Business Partner

Senior Human Resources Manager

As Senior Human Resources Manager, you will have the opportunity to impact change in a high visibility facility, with significant HR career advancement opportunities across BD geographies. This role has a blend of strategic and tactical responsibilities.

Reporting to the Director HR, BDB, the Human Resources Manager provides leadership and human resources support for the management team of the BDB Service, USR Sales, Finance, Business Development organizations. The HR Manager supports the implementation and ensures consistent application of global, regional and functional HR programs and policies to drive site success. This role provides strategic guidance in talent management, succession planning, organizational development, skills analysis, training and development, team development and HR service delivery.

This position collaborates with Centers of Excellence (COE) to improve HR practices and consults with managers on key topics including organizational design, roles and responsibilities, hierarchical strategies, talent acquisition and remuneration structure. This role also mentors the leadership team by providing timely coaching to improve leadership effectiveness.

Key responsibilities will include:

• Partners with leadership team as a strategic business partner to influence and drive strategic initiatives, organizational design, engagement elevation, and HR planning.
• Manage and drive Succession, Compensation, and Career Development Planning.
• Leads change management initiatives to support organizational transformation, ensuring effective communication, stakeholder alignment, and employee adoption.
• Aligned with business, functional, and HR Strategy and Key Business Objectives, provides strategic HR business partnering support for Client Leaders, works with the respective global functions LTs and people leaders to identify and resolve the corresponding business needs, develop and implement appropriate organizational plans, and build key capabilities required to achieve business objectives.
• Leads and supports client groups with organizational capability and capacity analyses and strategic workforce planning, organization design, associate engagement, organizational announcements.
  
  Acts as the trusted advisor of client leaders to support them in carrying out their business and functional plans.
• Guides managers to Access
  
  HR for all employee relations and poor performance issues.
• Provides strategic HR advisory support for complex HR issues and activities (e.g. reductions in force).
• Looks for trends and root causes as opportunities to improve organizational/team and associate satisfaction.
• Actively uses data and metrics to drive client engagement and drive accountability for outcomes both with client and the HR organization.
• Monitors and addresses attrition and retention proactively and work closely with Access
  
  HR to understand leading and lagging indicators for observed trends.
• Is the face of HR to the client groups and lives "one HR" everyday.
• Partners with COEs to design, develop and deploy updated processes or changes.
• May be asked to manage special projects or processes related to process or program improvements for the global business.
• Lead special site-wide projects that arise. Understands the goal, develops and implements project process and develops and presents sound proposals. May also implement selected solution.
• Works on complex issues where analysis of situations or data requires an in-depth knowledge of the team and interpersonal dynamics. Has the ability to model and manipulate data to build an understanding and then communicate findings to LT in a coherent manner.
• Responsible for other duties as assigned.

• Demonstrated experience in creating HR strategies to support and advance overall business strategies.
• Building and Developing Teams:
  Build collaborative, positive working relationships with stakeholders at both local and global levels.
• HR Advocacy:
  Support leaders and leadership teams in driving the leadership standard behaviors and BD cultural pillars.
• HR Integrator:
  Demonstrate the ability to influence business partners in order to align HR strategy. Work closely with business, regional or functional leadership to define future strategy and proactively influence the design of solutions and practices. Must have a working knowledge & understanding of all HR related disciplines including: talent acquisition, retention, reward & recognition, development, succession planning, organizational design, etc;
  Balances, integrates and manages under conditions of uncertainty, ambiguity and paradox.
• Business Acumen:
  Understand business goals, context in which the business operates and how HR strategic objectives translate to business deliverables.
• Communication
  
  Skills:
  
  Possess excellent listening skills along with the ability to articulate information in a concise manner.
• Critical Thinking
  
  Skills:
  
  Critical thinking skills are essential with an ability to…