Sr. Human Resources Business Partner

Vertiv•Westerville, OH

About The Position

The Senior HR Business Partner (HRBP) is responsible for aligning business objectives with employees and management in designated business units. The position serves as a consultant to management on human resource-related issues and acts as a strategic business partner, change agent, employee champion and HR process/policy expert to support business strategy and objectives.

Requirements

Bachelor’s degree in behavioral science, human resources management or related discipline from a reputable educational institution
Minimum of 8 to 10 years' experience resolving complex employee relations issues.
Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and employment laws.
Strong attention to detail. Attentive to detail and accuracy, performs quality work, continuously looks for improvements, owns/acts on problems, and seeks opportunities to increase effectiveness and efficiency.
Clearly exchanges thoughts, ideas and messages through written, verbal and non-verbal methods that promote an understanding with the target audience. Creates accurate and punctual reports, shares information and ideas with others in a timely manner. Listens carefully and attentively.
Must have strong customer service and interpersonal communication skills and the ability to communicate effectively via phone or in person
Experience in Organization Development assessment and change management
Strong global & cultural Awareness.
HR Expertise in talent acquisition, total rewards, learning and development, employee relations and communication
Experience in building Relationships and strategic alliance internally and externally

Nice To Haves

Responsibilities

Acts as a single point of the contact for the employees and managers in the business unit
As a strategic partner to assigned business, identify HR needs required by the business and develop executive HR strategies to support the business strategy
Acts as thought partner and coach to business leaders to enhance employee engagement and drive a high performing culture
Identify team development gaps and facilitate team development activities to improve collaboration and team performance
Assess the organizational needs of the business units and work with the business leaders to change and improve the organizational structure, process, systems, rewards necessary to achieve the desired culture and business objectives
Acts as change agent in managing organizational changes to ensure achievement of desired business results
Acts as employee champion in promoting employee value proposition and drive employee engagement and communication to be the employer of choice
Acts as HR policy and process expert and proactively work with COEs in workforce planning, talent acquisition, total rewards, performance management, learning and development, HRIS to ensure delivery of high impact HR services and programs
Conducts weekly meetings with respective business units.
Consults with line management, providing HR guidance when appropriate.
Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.