Manager - HR Business Partner (7-14 yrs)

Manager - HR Business Partner

Responsibilities:

- Partner with senior leadership to develop and implement effective HR policies and practices that will support the strategic growth of a business.

- Offer thought leadership regarding organizational and people- related strategy and execution.

- Provide timely information and/or education for all levels of a company on HR issues.

- Educate, coach, and partner with managers on performance management and employee development goals.

- Provide HR expertise in the areas of feedback, employee relations, development and coaching, compensation, and organizational development.

- Participate in the continual development of HR programs, such as recruiting, retention, compensation, benefits, and Learning & Development.

- Collaborate with the HR team to champion and accelerate a culture of excellence in which people feel engaged and inspired to deliver top business results.

- Develop people strategies and design approaches for diagnosing and enhancing organizational effectiveness and employee satisfaction.

- Lead core HR processes across products (performance calibration, compensation cycle, promotions).

- Analyze and interpret various types of employee reports (e.g., compensation, job levels, and attrition) to guide decision making and provide proactive solutions to their client group.

- Partner with Learning & Development to work on value- added programs in areas of training, development, career mobility, and job performance.

- Educate team members on compensation practices, including compensation, performance feedback, performance calibration, and career transitions.:

- Partner with senior leadership to develop and implement effective HR policies and practices that will support the strategic growth of a business.

- Offer thought leadership regarding organizational and people- related strategy and execution.

- Provide timely information and/or education for all levels of a company on HR issues.

- Educate, coach, and partner with managers on performance management and employee development goals.

- Provide HR expertise in the areas of feedback, employee relations, development and coaching, compensation, and organizational development.

- Participate in the continual development of HR programs, such as recruiting, retention, compensation, benefits, and Learning & Development.

- Collaborate with the HR team to champion and accelerate a culture of excellence in which people feel engaged and inspired to deliver top business results.

- Develop people strategies and design approaches for diagnosing and enhancing organizational effectiveness and employee satisfaction.

- Lead core HR processes across products (performance calibration, compensation cycle, promotions).

- Analyze and interpret various types of employee reports (e.g., compensation, job levels, and attrition) to guide decision making and provide proactive solutions to their client group.

- Partner with Learning & Development to work on value- added programs in areas of training, development, career mobility, and job performance.

- Educate team members on compensation practices, including compensation, performance feedback, performance calibration, and career transitions.