HR Manager - Strategy

The Manager, HR Business Partner and Strategy, plays a dual role by serving as a strategic HR business partner to designated business units while also leading company-wide HR strategic initiatives. This role involves understanding business needs, providing guidance on HR best practices, and implementing HR strategies that drive organizational growth and employee engagement. A key role in aligning HR efforts with business goals, managing talent, and promoting a culture of high performance and collaboration and supporting Head HR.

Key Responsibilities:

1. HR Business Partnering

Act as a strategic advisor to senior leaders, understanding business goals and aligning HR support accordingly.

Provide guidance and support on employee relations, performance management, and talent development for designated business units.

Coach and develop managers on HR best practices, leadership, and employee engagement.

Facilitate HR programs, including performance reviews, compensation planning, and succession planning.

2. HR Strategy and Analytics

Lead HR strategic projects that enhance organizational effectiveness and support long-term business objectives.

Use data and analytics to provide insights, guide decision-making, and drive continuous improvement in HR strategies.

Develop, track, and report on HR metrics that demonstrate the impact of HR initiatives on business performance.

3. Talent Management and Development

Lead talent management initiatives, including succession planning, leadership development, and performance management.

Support the design and implementation of programs that enhance employee development, engagement, and career progression.

Champion a high-performance culture and work closely with leaders to implement programs that recognize and reward top talent.

4. Organizational Development and Change Management

Drive organizational design initiatives that support the businesss strategic direction.

Lead change management efforts for HR initiatives, ensuring clear communication and effective transition.

Partner with leadership to manage the human side of business transformations, ensuring alignment with company culture and values.

6. Culture and Engagement

Design and promote initiatives that foster a positive and inclusive work culture.

Conduct employee engagement surveys, analyze results, and recommend actionable insights for continuous improvement.

Implement programs and initiatives to increase engagement, improve retention, and strengthen the employee experience.

Qualifications:

Master’s degree in Human Resources, Business Administration.

8+ years of experience in HR, with a focus on Corporate HR Business Partnering and HR strategy.

Strong understanding of business and HR metrics, analytics, and workforce planning.

Proven experience in organizational development, change management, and talent management.

Exceptional interpersonal, communication, and relationship-building skills.

Proficiency in HR systems and data analytics tools is a plus.

Core Competencies:

Strategic Agility: Ability to think strategically and provide HR solutions that align with business goals.

Business Acumen: Strong understanding of business operations and ability to align HR support to meet organizational objectives.

Influence and Leadership: Skilled at coaching and guiding leaders while building trust across the organization.

Data-Driven Decision Making: Strong analytical mindset with the ability to use data to guide strategic HR decisions.

Adaptability and Change Management: Ability to lead and manage change effectively, fostering a resilient and adaptable workforce.