HRBP

Key areas of responsibility

% Time

• Consult with and coach business leaders on talent management and workforce planning strategies to identify current and forecasted talent needs; develop action plans to mitigate associated risk and improve confidence in future successor readiness to enable business objectives

25%

• Utilize relevant data (both qualitative and quantitative) to identify root causes, trends and guide decision making to recommend and implement countermeasures that drive business results

25%

• Collaborate with leaders to identify organizational design needs; applies a five step process to optimize design outcomes; utilizes a defined project management methodology to achieve milestones and effective implementation

15%

• Partner with Employee Relations Consultants for bi-directional sharing of data and trends that inform broader strategies

• identify engagement and retention opportunities and develop potential solutions
• utilize a systems thinking approach to analyze current organizational culture and develop systemic and scalable countermeasures for sustainable change

20%

• Collaborate with Center of Expertise partners [recruitment, compensation, benefits, EEOD (Engagement, Experience and Organizational Development), etc.] to support programs and processes in line with the human capital strategy

15%

• Perform other related duties as required i.e. maintain small client base for employee relations issues

REQUIREMENTS AND SPECIFICATIONS

Knowledge, Skills and Ability Requirements 

• Advanced consulting skills
• Coaching and mentoring
• Ability to influence leaders at all levels
• Analytical and systems thinking
• Ability to apply organizational design theory
• Understanding of change management approaches
• Ability to employ basic workforce planning methodologies
• Working knowledge of Project Management concepts
• Advanced Microsoft Office