This role serves as the HR Partner and primary point-of-contact to Regional and/or Service line GMs, Operational and/or Functional leaders (large and complex). Member of respective leadership teams. Active participant in the development of Business and Functional strategies, and developing and delivering the supporting HR solutions to support short and long term business goals. Effectively navigates the HR organization to ensure quality and timely delivery of all HR services to meet Business needs Internal organizational development consultant and coach to Business and HR teams.

Essential Job Duties:

Builds strong working relationships, underpinned by trust, credibility and respect with business and HR leaders

Seeks to understand business strategies and translates into long-term people strategies and agendas
Actively supports the development of short and long-term People strategies with HR BU, COE and business leaders to enable and support business strategies
Actively supports the development of HR initiatives and priorities
Supports HR and Business organizations and cultures to drive innovation, employee engagement, process improvement and commitment to service excellence
With business leaders support strategies to improve business and organizational performance and change management
Partners closely with HR COEs and advises on business/functional strategies to enable pro-active development and delivery of quality HR services and solutions to meet current and future business needs
Oversees local implementation of global and standardized HR processes
Ensure BU and HR strategies are aligned with the global and/or regional HR plans and strategies
Provide coaching and development practices in support of business strategy and growth agendas
Oversee BU execution of core HR process including Talent Management, Development and Performance
Actively involved in the recruitment, development, growth and retention of talent
Applies consistency and fairness in adherence to regulations, compliance, laws, policies, procedures and issue escalation

Minimum Experience Required:

8+ Years of HR experience

Experience in at least 2 HR Disciplines

3 years Supervisor Experience

Minimum Education Required:

Required: Degree and/or HR Certification/qualification (e.g. SHRM/CIPD)

Preferred: Advanced degree, MBA Level of education required

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