ESSENTIAL DUTIES AND RESPONSIBILITIES include the following (other duties may be assigned):
Partner with the business to identify, develop and drive key initiatives that will support the short term and long term strategies of the business. Such initiatives include leadership development, talent/performance management, change management, workforce and succession planning, talent acquisition, employee and career development, performance management, rewards and recognition, and coaching (employee and manager). Client groups will be spread across multiple sites.
Build and nurture strong relationships with business leaders and key stakeholders; partner with colleagues inside and outside of HR to innovate, enhance, align and drive the effectiveness of HR initiatives;
Conduct organizational assessments and develop/drive initiatives to close gaps and implement necessary solutions to ensure a high-performing workforce; provide candid and constructive feedback to leaders about talent moves, gaps, promotions and growth opportunities;
Assess business unit's management training needs and conduct 1:1 and group training sessions as appropriate. Ensure development initiatives for key employees and high potentials and track their career progression
Drives corporate Human Resources initiatives and programs effectively within the organization
Partner with compensation team to provide compensation support including salary planning, approval of salary actions, promotions and job re-leveling.
Work with line managers and employees to address all types of employee relations issues, fairly representing all interests.
Recommend and drive improvement to human resources systems, policies and processes;
Scans and benchmarks the marketplace to identify and leverage best practices / trends to influence the business and HR agenda
RELATED EXPERIENCE AND EDUCATIONAL REQUIREMENTS
The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job.
5+ years in a Human Resources Business Partner role, plus 3+ years’ experience in other Human Resources roles
Proven success in a matrixed, fast-paced environment
Differentiating Criteria for Preferred Experience:
8+ years progressive HR experience - moving from a specialist or generalist into an HR Business Partner role.
BS/MS in Business or related field;
Strong business and HR acumen, including ability to diagnose and analyze problems and drive appropriate solutions;
Experience in working in a manufacturing /operations environment
Proven successful track record and knowledge in organizational and employee development, performance management, employee relations, change management;
Decisive leadership and the courage to propose solutions others are reluctant to address, act in the face of resistance for the best interests of the business;
Extensive capacity to influence business leaders; Organizational agility and savvy;
Enthusiastic team player with a strong drive to create a positive work environment;
Strong customer service focus;
Passion for innovative HR solutions and process improvement.
Strong communication and interpersonal relationship management skills with all levels of employees;
Possesses a bias for action and sense of urgency, while able to prioritize and juggle multiple tasks;
Past experience and comfort in working in a fast-paced, ever-changing business environment;
Previous experience in a high tech global growth company with strong preference in experience with small AND large/established companies;
Aptitude and proven ability to resolve conflicts creatively and collaboratively;
Working proficiency of HRIS systems and MS Word, Excel, PowerPoint;
Current and strong knowledge of State and Federal employment laws and labor laws outside the US.
Knowledge of SOX compliance requirements as it relates to Human Resources functions; and
Experience working with teams outside of the US; Ability to work across different cultures and to travel internationally.
Corporate / senior
San Jose , United States