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HR Business Partner, Manager
What to expect?
Works closely with internal partners, including HRBP and HR leadership teams, HR Centers of Excellence (COEs), and other business partners (i.e. Finance) to understand business/client group drivers, know company wide philosophies, strategies & approaches, and recommend innovative and impactful solutions specific to your client group.
Partners tightly with Director of People for Growth on critical initiatives such as talent assessments, compensation planning & analytics, leadership development & training, organizational design, change management & communication strategies.
Will own various talent projects, with accountability for defining objectives & results, prioritizing against other competing responsibilities, partnering & delegating work to enable success, consistent tracking of deliverables, successful completion of work, and finding ways to always improve through lessons learned.
Possesses curiosity and passion for understanding the business through on-going analysis of client group’s key priorities, goals & obstacles, and continuing talent needs.
Works independently and effectively with robust data sets, such as employee engagement, performance and attrition metrics, to analyze and identify trends, issues and opportunities.
Delivers seamless HR support to managers and employees by leveraging people programs, processes and systems, educating on policies & best practices, and always acting with authenticity, trust and respect.
Supports the establishment of culture and drives engagement by analyzing trends and developing specific employee engagement strategies with senior leaders and managers.
Comfortable in an frequently changing, yet extremely exciting and dynamic environment, that will make a positive impact on the culture and employee experience at WeWork.
Key skills needed:
Proven ability to support key HR initiatives in complex and/or broad, often global, environments.
Proven ability to work cross functionally and establish trusted partnerships, effectively and efficiently.
Solid track record of partnering with client group and HR team to actively support and/or manage employee lifecycle processes such as recruiting, on-boarding, talent development, compensation planning, governance & compliance, employee & manager training, performance management, internal mobility, and off-boarding.
Excellent written, communication and influencing skills, especially with senior leadership and executive teams.
Ability to coach and counsel managers and employees at all levels of the organization.
Ability to create, tailor and discuss presentations & internal studies/ data, requiring above average knowledge of Excel, Powerpoint, GSuite applications, and other relevant office / HRIT tools or systems.
Experience & Qualifications:
4 -6 years HR experience, preferably within a high-growth organization
At least 3 years providing strategic HR support to large and/or complex client group.
Exceptional consulting, problem solving skills, and solutioning skills, with a strong ability to understand & leverage data, identify value-add opportunities, and implement and drive process.
Customer-first attitude, inclusive of strong listening skills and the desire to achieve shared successes.
Results-driven, user-centric innovative, and comfortable in a highly matriced and hyper growth environment.
Is always learning.
Demonstrated subject matter expertise in at least 1 or more functional areas of HR (e.g. compensation, talent development, M&A, etc.)
Exposure to Sales and/or Marketing organizations, specifically supporting from an HR or consulting perspective
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