.. Time Off - Including 18 days of PTO and 9 paid holidays in the first year Catastrophic Absence Time (CAT) - Accrue up to seven days annually, to be used during an extended personal illness Flexible Spending Accounts Commuter Accounts 403(b) Retirement Plan with company match Life and AD&D Insurance Long-Term .. read more
The HRBP will provide expert guidance and insight to Engineering and Technology leadership. This role will be integral in developing HR solutions through cultural and process-based perspectives in the areas of organization structure, resource utilization, employee engagement, and employee relations. The HRBP will develop partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. This position maintains an effective level of business literacy about the E&T division's financial position, its midrange plans, its culture, and its competition. Our ideal candidate will be viewed as a strategic business partner, change agent and valued member of the line management staff. This role will report to the Head of People Development & Operations.
What you can do:
Partner with division senior leaders to design organizational structure, maximize employee engagement and retention, and align human resources with business strategy and new growth opportunities
Collaborate with mid-level technical leadership and senior management to assess and improve organizational effectiveness for departments and teams within Engineering & Technology division
Serve as a change agent to business leadership; initiate and lead strategic engagements with leaders to ensure desired organizational culture is achieved
Drive organizational effectiveness through workforce strategy development/planning, leadership capability development, performance and talent management, employee rewards and recognition, etc
Partner with business leaders and the Talent Acquisition team to develop strategic hiring/staffing plans for the division supporting business strategies and initiatives
Coach leaders and employees on organizational and employee situations
Optimize employee contributions through effective performance management and recognition
Coach leaders to make decisions that have broad impact related to labor costs, employee retention, engagement and incentivizing desired performance outcomes
Analyze trends and metrics in partnership with the organization to develop solutions, programs, and policies to improve organizational effectiveness
Lead and resolve complex employee relations issues. Conduct effective, thorough, and objective investigations
Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, performance management actions)
Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention
Provides HR policy guidance and interpretation
Other duties as assigned
Domestic travel up to 20%
What you can contribute:
Bachelor's degree in HR, Business Administration or equivalent; Master’s degree preferred
10+ years of relevant human resources business partner experience
Experience in an HRBP role, with demonstrated success getting results through the translation of business priorities into actionable human resources strategies and initiatives.
Experience mentoring and developing executives and leaders to achieve business outcomes
Experience working as a collaborative HRBP in a mature organization with positive reputation for human resources
You may also be able to contribute:
Ability to work in a fast-paced, frequently changing environment
Outcome-oriented “doer” who enjoys rolling up their sleeves and doing what needs to get done
Energetic, business-minded, strategic, emotionally intelligent, and analytical
Committed to supporting a diverse, equitable and inclusive work environment where all ideas, people and perspectives are seen, heard, and valued
Advanced proficiency in Microsoft Office (Excel, Word, PowerPoint, etc.)
Ability to communicate with all levels of staff, including C-suite executives
Excellent interpersonal communication skills
Excellent project management skills
Experience with ADP WorkforceNow, Culture Amp, Zendesk preferred
Preferred experience in aerospace, manufacturing, or technology industries
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What you can do:
Partner with division senior leaders to design organizational structure, maximize employee engagement and retention, and align human resources with business strategy and new growth opportunities
Collaborate with mid-level technical leadership and senior management to assess and improve organizational effectiveness for departments and teams within Engineering & Technology division
Serve as a change agent to business leadership; initiate and lead strategic engagements with leaders to ensure desired organizational culture is achieved
Drive organizational effectiveness through workforce strategy development/planning, leadership capability development, performance and talent management, employee rewards and recognition, etc
Partner with business leaders and the Talent Acquisition team to develop strategic hiring/staffing plans for the division supporting business strategies and initiatives
Coach leaders and employees on organizational and employee situations
Optimize employee contributions through effective performance management and recognition
Coach leaders to make decisions that have broad impact related to labor costs, employee retention, engagement and incentivizing desired performance outcomes
Analyze trends and metrics in partnership with the organization to develop solutions, programs, and policies to improve organizational effectiveness
Lead and resolve complex employee relations issues. Conduct effective, thorough, and objective investigations
Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, performance management actions)
Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention
Provides HR policy guidance and interpretation
Other duties as assigned
Domestic travel up to 20%
What you can contribute:
Bachelor's degree in HR, Business Administration or equivalent; Master’s degree preferred
10+ years of relevant human resources business partner experience
Experience in an HRBP role, with demonstrated success getting results through the translation of business priorities into actionable human resources strategies and initiatives.
Experience mentoring and developing executives and leaders to achieve business outcomes
Experience working as a collaborative HRBP in a mature organization with positive reputation for human resources
You may also be able to contribute:
Ability to work in a fast-paced, frequently changing environment
Outcome-oriented “doer” who enjoys rolling up their sleeves and doing what needs to get done
Energetic, business-minded, strategic, emotionally intelligent, and analytical
Committed to supporting a diverse, equitable and inclusive work environment where all ideas, people and perspectives are seen, heard, and valued
Advanced proficiency in Microsoft Office (Excel, Word, PowerPoint, etc.)
Ability to communicate with all levels of staff, including C-suite executives
Excellent interpersonal communication skills
Excellent project management skills
Experience with ADP WorkforceNow, Culture Amp, Zendesk preferred
Preferred experience in aerospace, manufacturing, or technology industries
#J-18808-Ljbffr