Human Resource Business Partner

Day to dayThis role involves strategic planning, organizational development projects, succession planning, career pathing, coaching and leadership advice in HR-related topics. Acts as first point of contact for business leaders for organizational development projects which include workforce development, re-organizations or ways to improve departmental efficiencies. You will also create a change management strategy using DLL's Change Framework when implementing all changes. Proactively helps develop and encourage the maintenance of business's succession plans. Works with the business on development and learning plans for the high potentials of the organization. Coaches leaders and their teams to have productive discussions with transparency and meaningful feedback to enhance the relationship between member and manager while elevating leader skills sets and self-reliance in HR policies and practices. Facilitates training, working sessions and interventions with managers and/or team members to ensure proper working relationships. Partners with Employee Relations Specialists to address complex employee relations issues, including compliance/legal issues. Ensures all issues are resolved in an efficient, legal and ethical manner. Partners with department managers and Rewards and Analytics team to develop job descriptions, compensation analysis, grading and recognition initiatives. Provides leadership with guidance on compensation topics like promotions, market adjustments and annual merit and short-term incentive planning. Supports roll out of learning initiatives in support of member development and career aspirations. EssentialsYou're influential, collaborative, and able to win over leaders by bringing practical solutions. Years of experience in an HRBP role is not as important to your success as drive, ambition, and ability to challenge the status quo. Bachelor's degree in relevant field to human resources preferred. Experience working in a complex matrixed organization; preferably in a global company. Hands on experience in succession planning and career pathing is highly desired. Essential competencies include Strategic Agility, Comfortable with Ambiguity, Advocate for Change, Business Acumen, Trusted Advisor, Executive Presence, Strong Influencing Skills and desire to challenge the status quo. Must have the proven ability to handle multiple tasks and projects simultaneously. Strong communication skills, the ability to lead facilitated sessions and make formal presentations is required. Strong computer skills are required. Must have the ability to develop, present and implement HR strategic plans. Thorough knowledge of the US employment law is required. Must have proven experience working with all levels of management and to be comfortable with conflict and negotiation as well as interactions with senior management.