Senior Human Resources Business Partner At CARE USA

JOB SUMMARY:

SR. HR Business Partner is a critical strategic position serving on a highly active and quality-oriented people and culture team with responsibility for: fulfilling the full range of human resources functions including – strategic, operational, advisory and consulting support to CARE offices in HQ, HR Service Center [HRSC] regional and country offices leadership teams and staff. The Sr. HRBP position is a thought partner with influence, negotiation and adaptability competencies for strategic partnership approaches rooted in supporting CARE offices recruitment and employee retention goals and priorities. This requires collaborating and building a strong rapport with management of HQ Offices, HRSC, regional management units, and country offices leadership and teams. Among others, the HRBP will provide leadership for – Strategic HR, Organizational Development, Operational Management, Facilitator, and as a Responder. The Sr. HR Business Partner serves as a consultative business partner to assigned business clients. The Sr. HR Business Partner is fully dedicated to internal client needs while they help to develop and implement better HR management practices. This position will be responsible for utilizing HR knowledge and experience to assess human capital needs, considering business objectives, and to deliver effective HR solutions. The Sr. HR Business Partner is an experienced HR professional who has broad experience in various areas of HR expertise. They perform a high level and wide range of HR tasks and projects in such functional areas as employee relations, compensation and benefits, performance management, talent management, EEO/AAP, and training & development.

RESPONSIBILITIES:

HR Strategic Partner

The Sr. HRBP will build relationships as a business partner with HQ offices, HRSC, regional management units and country offices leadership and COs HR, in order to provide integrated HR strategic solutions for better coordination and improvement in HR functions. This includes:

• Design and develop a strategy with assigned business clients to implement talent related initiatives around attraction&
  selection, development and engagement as well as work-force planning. Build strong business partnership relationships with HQ Offices, HRSC, regional management unit and country offices management. Participating in design, development and implementation of HR initiatives that solves business problems including CARE Offices HR Roadmaps; implementation of specific projects; and technical contribution to the work of CARE HR Units.
• Utilizing knowledge of HR data sources and strong computer skills to independently gather and/ or contribute in designing unique and general information gathering tools, prepare, and analyze data and information for various reports and summaries. Developing recommendations and solutions through research and best practices, but also prepare and deliver effective communications that synthesize information, convey ideas, conclusions, and recommendations in written and orally presented formats to audiences at all levels.
• Establishing virtual networking groups – [HRG; regional HR network; CARE global HR network] for groups that would not normally meet face-to-face and share ideas and together develop list of best practices and HR methods and trends to drive business impact.

Organizational Development

Design and develop a strategy with assigned business clients to implement talent related initiatives around attraction & selection, development and engagement as well as work-force planning. Take the lead for the development, implementation/administration and evaluation of the workplace in order to maintain relationships and working conditions that balance Business/Staff needs and rights in support of organizational development hence CARE goals and objectives. This includes

• Build a culture based on our value with leadership teams an personnel better understand work contexts, identify wellness issues and needs and support leadership clarify responsibilities, resources required and assist in mobilizing and gaining access to such resources
• Promote and build a culture that support teams, where employees can provide ideas to improve working relationships between teams, groups and management. Develop innovative approaches to launching initiatives that create and foster a culture of inclusion and belonging that drives our attraction, promotion, and retention strategies.
• Ensures there is alignment between people management strategies and the existing business’s policies and procedures, updating each as required. Responsible for helps managers within the business to help execute strategy and tactics people
  goals. Support and operationalize diversity and inclusion strategy that supports progress of goals for the organization and leadership. Lead implementation of strategy and update CARE policies on developing a workplace free of discrimination, bullying, insensitive jokes and language; promoting reporting mechanism for inappropriate behavior in the workplace.
  Partner with leaders to establish plans and deliver solutions to achieve strategic business initiatives and drive results.

Talent Strategy

The Sr. HR Business Partner has critical interaction and influencing responsibility with CARE leadership and talent strategy. This includes:

• Develop and spearhead efforts to identify and manage talent.
• Identify training needs and opportunities for staff to hone their knowledge and skills- including in service trainings, external conference, workshops, and courses, and assignments to help staff stretch their skills and flex their creative muscles.
• 1. Create functional talent plans and assess talent and performance gaps in order to develop and deliver human capital strategies.
• 1. Serving as the primary liaison between assigned operational area and the various HR Centers of Expertise [CoEs], including but not limited to: HR Service Center, Talent Acquisition, Learning and Development, Diversity and Inclusion, Global Total Rewards.
• 1. Analyze talent trends and metric to pro-actively develop solutions, programs, and polices.
• 1. Drives and facilitates effective performance management practices to create and maintain a high-performance culture that improves organizational capability.

Project Lead

Provide high quality leadership and manage an effective and efficient HR Operations and functions that delivers proactive and business focused HR advice and services to leadership/HR teams and staff. The Sr. HRBP is a hands-on, detail-oriented, process-minded individual with the ability to cope well with a high volume of transactions, but also skilled at developing relationships with a broad range of HR and business stakeholders. This includes:

• Manage specific projects as well as participate in on-going functional and cross-functional initiatives
• Taking the lead on process for such tasks as recruitment: reviewing Job descriptions and required personnel forms for accuracy and authorization and work with CoE teams making sure positions are filled with competent staff; and separation – working with staff supervisor and HRSC in ensuring separation process is managed accordingly and necessary documentation are shared and returned in a timely manner for staff to be termed.
• Use data to support and advocate for a variety of business decisions that align to the strategic direction of the organization
• Lead initiatives ranging from complex to highly complex with significant impact. Innovate on existing programs to help leaders look around corners and drive better organizational results.
• Promote and increase employee on-boarding experience. Conducts research and analyzes data on employee experience from hire to transition
• Strengthen the management capabilities of business units by providing coaching and development to people managers.

QUALIFICATIONS:

• Bachelor’s degree in Human Resources Management, Business Administration or a related field or equivalent experience; SHRM-CP or PHR certifications preferred
• 8+ years acting as an HR Business Partner or similar role; experience with global organizations strongly preferred
• Working knowledge of multiple human resource disciplines including compensation practices, employee relations, diversity, performance management, federal and state employment laws
• Must have strong verbal, written, analytical and interpersonal skills including demonstrated ability to deal with confidential information and sensitive situations with tact and diplomacy
• Proven experience coaching and counseling all levels of staff on a wide variety of issues
• Passion for and experience with analytical and innovative HR solutions and process improvement
• Minimum of 8+ year experience in Human Resource management, preferably in global organizations. Must have experience in a variety of areas including: employee relations, compensation and benefits, engagement, career development and performance management, and US employment law.
• Problem Solving Skills- must be able to identify human resources needs and resources needed to meet them.
• Analytical – be able to organize, interpret, and present complex sets of data in a simplified manner
• Communication – summarize important points or messages from documentation, framing the message to the audience, using terms and examples that are meaningful and align with the organization’s values
• Adaptability –easily adjust or changing working style, or course of action, when circumstances require it you to juggle multiple tasks at once while staying calm and carrying on.
• High level of Sensitivity to diversity
• Teamwork –develop and use collaborative and cooperative relationships to facilitate the accomplishment of work.