Senior HR Business Partner - Feasterville-Trevose, United States - SUEZ - Water Technologies & Solutions

Description

The Senior Human Resource Business Partner (HRBP) will be responsible for partnering with the Chemical Solutions and Monitoring business leadership to align business objectives with HR solutions and initiatives.

As the Sr HRBP, you will take a consultative approach to support your leadership utilizing a full array of HR tools and strategies, such as organizational design and development, change management, business plan development, strategic workforce planning as well as current and future talent planning and development needs.

The Sr HRBP is the strategic partner and principal advisor on all human capital matters for the designated business area of responsibility - advising and influencing senior leaders, understanding broader global business landscapes, as well as regional specific challenges to find and enable talent to meet business needs and longer-term objectives.

Key Characteristics

Demonstrated experience in making sound strategic HR decisions and assessing executive leadership talent

Strong presence, seen as influential and respected by leadership

'Storytelling' ability, crafts a clear and engaging message

Ability to work in changing environments, see through complexity and strategically promote an inclusive/diverse workforce

Confidence to voice opinions and ideas and willingness to deliver tough feedback/coaching to leadership

Duties & Responsibilities

Partner with business leaders and managers to develop and execute both long-term and short-term HR strategies that directly support and enable business objectives.

Lead talent assessment in the organization, identifying key employee strengths and development needs in order to recognize, select, retain and develop key talent

Lead workforce planning, succession and talent development strategies for the organization, identifying critical roles and programs/approaches to accelerate high-potential talent, talent pipelines and other key groups/roles through program development and execution, mentoring, rotation, training, and other innovative methods.

Collaborate with HR Shared Services, Learning and Development, Compensation and Benefits to ensure high quality implementation of critical HR operating rhythms such as talent reviews, compensation planning and performance management

Partner with Talent Acquisition to develop and oversee strategies to attract, develop, engage and retain strong and diverse talent

Work with leaders and employees to create a positive and effective work culture

Provide HR team with appropriate coaching, mentoring and development opportunities including exposure to HR Business Partner skills and experiences

Partner with clients to develop and embed a contemporary organizational culture, leverage organizational development and change acceleration techniques to drive broad change.

Act as an organizational and simplification champion who builds organizational capabilities, reduces complexity and partners with clients to maximize team performance.

Partner with client leaders to design and implement strategic and effective geographically complex organizational structures; managing related transitions and communications flawlessly

Provide timely, effective and direct coaching to client leaders that will aid them in the development of strong, agile organizations

Partner with leaders to create strong succession plans for key talent, career path development, and performance management practices that will prepare the business for the future.

Knowledge, Skills & Abilities

Very good business acumen resulting in the ability to connect dots and drive HR agenda with proactive thought leadership

Analytical and problem-solving skills; ability to assess situations make judgments based on practice or previous experience

Understanding of labour laws across the US and Canada is helpful

Excellent collaboration, project management, organizational and change agent skills

Ability to energize and lead in complex, matrix, goal-driven organizations

Education & Experience

Bachelor's degree from an accredited university or college in Human Resources, Business, Finance or related field

Minimum 10 years of experience in Human Resources

Minimum 5 years supporting a diverse workforce that includes production, commercial; technology, and back office talent

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