HR Business Partner III-International - Corona, United States - Monster Beverage Corp
Description
The Human Resources Business Partner III is a strategic consulting resource to executive leadership within the international business unit overseeing the Latin America, Oceania and Asia Pacific region.
The position drives and influences key business unit initiatives which requires business acumen to provide thought leadership, program consultation and design.
Provides and guides talent management resources for employees at all levels.The position will ensure compliance with all applicable laws within , Company policies and procedures, resolve employee relations issues and prepare various HR reports and metrics that support business objectives.
Essential Job Functions:
Align HR workforce planning and organizational design with local business maturity, while identifying and advising courses of action with global mindset and local scalability to achieve strategic business goals.
Liase with management by fostering talent management solutions to coach leaders and employees when implementing performance management, succession planning, performance disciplinary actions, performance improvement plans, change and conflict management, and learning & development solutions.
Develop and continuously analyze trends, metrics, policies and practices to measure effectiveness and timeliness in recruitment and retention.Warranty a successful employee experience aligned with company values and culture by overseeing and sponsoring solutions to proactively retain talent.
Maintain the integrity of the Companys Ethics and compliance program by leading workplace investigations, complying with corporate protocols by collecting evidence, providing counseling and resolution, while advising Executive Management about any risk to the company.
Prepare and analyze various HRIS reports and metrics, evaluate trends, make recommendations and implement organizational change management to continuously ensure HR best practices for executive leaders.
Partner with management and internal training specialist on the evaluation, design and implementation of training and development programs, including skills development, gap assessments and performance management.
Assist in preparing career path and succession plan models, and participate in the development and facilitation of employee relations and performance improvement training and education of managers.
Lead a team of Human Resources Generalists within a business unit or client group.Providing guidance on best practice to provide advice and counseling on performance management issues, conflict management, interpretation of employment policies, and employee counseling.
Ensure compliance with country, state and local employment laws, as well as company policies and procedures. Assist in the development, updating and implementation of personnel policies and procedures. Attend Human Resources conferences to stay abreast of annual updates.Partner with Talent Acquisition by interviewing high level position candidates, using behavioral predictable methodologies, and providing recommendations to hiring managers/leaders.
Conduct high level employee separations and exit interview, analyze data and make recommendations to the management team for applicable corrective actions and continuous improvement.
Other related duties as assigned.Position Requirements:
Bachelor Degree in Human Resources, Global Human Resources or Labor Relations10+ years of Human Resources experience7+ years of Talent Acquisition & Employee Relation experience3-5 years of International Human Resources experienceFluent in Spanish and additional Languages a plus (Portuguese, Mandarin, etc.)
Microsoft Office, HRIS system experiencePay Range :
$100,900 - $118,700Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractors legal duty to furnish information. 41 CFR c)#J-18808-Ljbffr