The Human Resource Business Partner (HRBP) plays a critical role in the organization by advising and supporting business leaders and their ability to deliver business objectives through people. The HRBP will have the business and functional acumen necessary to translate the organizational strategy into talent priorities that lead to effective, practical talent solutions and actions that enable the achievement of short- and longer-term company objectives. In collaboration with functional colleagues and key stakeholders across the business, the HRBP will provide guidance and support in the areas of employee relations, organization design and development, talent acquisition, performance management, succession management, leadership development, employee engagement, retention, and total rewards.
Roles & Responsibilities
- As the primary HR strategist and implementation advisor, demonstrate the ability to translate the overall business strategy and objectives into impactful HR priorities and actions that facilitate achieving results for your client group
- Partner with HR colleagues and specialists to deliver key talent processes (performance management, succession planning, year-end compensation and promotion processes, etc.) in an effective and consistent manner.
- Provide expertise in change management by partnering with executive leadership and key influencers to drive communication and action that facilitates employee understanding and alignment behind key change initiatives.
- Coach and advise people managers on the effectiveness of their teams, various employee relations situations, and talent topics such as performance management, engagement, career development, etc.
- Consult on talent acquisition strategies and hiring decisions to support the business attracting and obtaining the talent and capabilities necessary to achieve both short- and longer-term business results.
- Foster a productive and engaging work environment where diverse perspectives are welcomed and openly discussed to arrive at better solutions for the business.
- Provide expert facilitation and communication skills that encourage inclusive, high-performing team behaviors.
- Provide problem evaluation/interpretation of policy for management and employees in order to properly advise/counsel others in problem prevention and/or resolution.
- Participate in and lead key project work as necessary.
Education and Experience
- Bachelor’s degree in Business or related field. MS/MBA preferred.
- A minimum of eight years of relevant HR experience, handling all aspects of HR management, with emphasis on strategic consulting and advisement, employee relations, and best practice implementation.
- Experience partnering with COE’s and/or specialists to design and implement talent solutions and approaches that balance specific needs with an appropriate level of standardization.
- Experience supporting multiple executives with significant respective employee bases preferred, ideally in a consumer packaged goods organization.
Church & Dwight is proud to be an Equal Opportunity Employer/Veterans/Individuals with Disabilities.
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