Senior Human Resources Business Partner (HRBP)

Your Responsibilities:

• Strategic Partnership
• Independently drive major bodies of work including succession planning, design and implementation of enterprise HR initiatives and cross-functional projects  with minimal guidance, aligning people plans and solutions to business strategy.
• Provide thought leadership and a clear POV regarding organizational and people-related execution, advising leaders on creating organizations positioned to scale with Brooks’ growth.
• Support our People Paths and People Programs by incorporating principles from both in all workstreams, from 1:1 conversations to HR Rhythm of the Business (RoB) and strategic workstreams.
• Develop and maintain a strong point of view that informs team and business planning.


• Execution & Impact
• Lead complex, ambiguous, high-risk projects and programs, anticipating problems and proactively facilitating solutions.
• Gather feedback and draw insights from the business to contribute to the design and priorities of the HR strategic roadmap.
• Facilitate the annual Brooks Cultural Strengths Survey, analyze results, and partner with leadership to develop action plans.
• Lead workforce planning efforts for assigned functional groups, supporting hiring managers and partnering with compensation teams.
• Lead and drive difficult decisions and discussions with confidence and thorough preparation for unforeseen circumstances.
• Diagnose and mediate cross-team issues, proactively facilitating collaborative solutions. 
• Challenge leaders and offer perspectives on the advantages and disadvantages of proposed strategies, suggesting alternative solutions and explaining the rationale for different approaches.
• Directly support hiring managers to  understand and plan recruiting needs:
• Partner with hiring manager to understand organizational implications of newly created positions, backfills, etc. Understand the business need and recommend solutions aligned with business needs and minimize disruption strategy shifts require org changes.  Advise on org and structure and aid in job descriptions review and feedback
• Partner closely with the compensation team providing information on the team, the headcount and any context relevant for compensation analysis and job description review of a role.
• Maintain knowledge of employment laws and trends, ensuring regulatory compliance and reducing legal risks.


• Partnerships & Collaboration
• Proactively connect partners and drive cross-group integration and work, adding strategic and execution value.
• Work closely with HR CoEs supporting an integrated HR methodology.  Act as the liaison  between HR functional teams and business leaders, helping translate HR processes and policies so leaders can better understand the rationale behind them.
• Partner regularly with Asia HR team and liaise with DC and EMEA HR teams as appropriate to ensure alignment with HQ programs, processes and workstreams while taking into account regional or facility specific differences.
• Promote a culture of feedback, listening, transparency, and accountability, reinforcing Brooks values and Connect Leadership principles.


• Operational Excellence, Employee Relations, & Data Fluency
• Drive operational excellence at a strategic level, using data to inform recommendations and decisions and contribute to broader data-driven strategy to inform strategic decisions.
• Monitor employee engagement and connection with culture and brand, identifying areas of opportunity and helping leaders develop actionable plans to address them.
• Serve as a first-line resource to managers and employees on employee relations issues, providing advice and support in resolving performance issues and disputes. Recognize situations that require further guidance or partnership with Legal. 


• Mentorship & Growth
• Act as a mentor, sharing experiences and knowledge with other HRBPs and the broader HR team.
• Demonstrate and model a strong growth mindset, continuously learning and developing others.
• Provide a level of executive coaching to senior leaders and coaching/guidance to managers, as appropriate

Your Qualifications:

• 7+ years of experience progressive HR experience.
• Experience as an HRBP in product or technology companies preferred
• Demonstrated experience working in a cross-functional environment
• Demonstrated experience working with Sr. leadership and leadership teams
• Experience managing cross-functional projects and working with leadership teams to ensure project goals are met
• Being self-driven, open to learn and goal-oriented with strong time-management skills
• Ability to adapt to ever-changing demands and to refocus and develop options for quick changes in projects
• Ability to influence leaders across the business and gain trust and buy-in. 
• Act with a mindset of genuine curiosity and creative problem solving, with the ability to work in a fast paced, changing environment, anticipating and resolving problems in a timely manner.
• Excellent interpersonal skills that inspire and build trust resulting in effective working relationships across the company
• Ability to anticipate how a decision made can affect our customers, our partners, our products or other departments’ operations and/or morale; “connecting the dots.”
• Ability to challenge the status quo – always looking at improving our products and processes while also displaying a willingness to dive into the details.
• Proven ability to communicate and influence in a collaborative, team oriented and complex global environment
• Strong verbal and written communication skills, with an advanced ability to communicate a point of view concisely and functional expertise within project teams and to external stakeholders.  
• Proficient in use of applicable and emerging technologies.
• Embraces and lives the Brooks values!