HR Business Partner

Apply by eMail:do_not_reply@invalidemail.com

Description:
This position serves as the strategic HR Business Parter to three Manufacturing Sites (PA, TX and Chicago) contributing expert people knowledge to the development and implementation of business strategy, direction and the successful management of all change initiatives. This role will also be accountable for the successful delivery of the agreed Chocolate HR strategy within their client group supported by core people related systems, programs and processes.  This role focuses on significant issues critical to the organization's success, including but not limited to: developing key business strategies, organization design & development, recruitment & selection, talent management (including performance management, succession planning, development planning, etc.), and associate engagement.  This position is responsible for creating a high performing organization by recruiting and hiring top talent; developing internal talent through special projects and rotational assignments; designing & continuously evolving an efficient organization that maximizes the talents of its associates based in business strategy; and enabling the business to deliver results.  The HR Business Partner requires the credibility to be a Coach to the Team Leader to ensure successful Business strategy deployment and the creation of a culture aligned with the 5 Principles (our values).   Key Responsibilities: Business Results - Facilitate business change and performance across supported groups through the implementation of an effective segment people strategy; influence significant business decisions through a close partnership with a team leader and his/her leadership team.
Talent Management - Design and deliver practices that attract and develop high-potential, diverse talent for the supported organizations.  These practices may include, but are not limited to: Recruitment, selection, and succession management.
Career Pathing - For all major client groups, create and/or manage a career pathing model that demonstrates requirements for all roles, competencies developed in those roles, and logical next steps.  Assist associates to take accountability for career management.
Team Effectiveness - Design, manage, and/or facilitate initiatives (alignment sessions, high performing team interventions, new manager assimilations) to drive team effectiveness and associate engagement. 
Learning and Development - Build and grow a successful learning culture within the team that will lead to a collaborative, sharing work environment while raising the caliber of individual associates as well as the overall team.
Performance Management - Effectively administer the performance management process, including: compensation planning,  calibration sessions, and facilitating line manager excellence in managing low performers, recognizing high performers, and ensuring that all associates have robust development plans.
Associate Engagement and Relations - Work with the Associate Relations C enter Of Excellence to ensure that associates are treated in an equitable and consistent manner within the Five Principles and shaping Company policies and practices.  Find the right balance between the business need and associate advocacy.  Provide consultation to line managers on associate engagement strategies. 
Process Improvement - Utilize business acumen and organization knowledge to improve the above processes in a way that enhances overall productivity while reducing costs.
Coaching - Provide guidance and coaching to senior level partners that will enable them to be more successful as they lead their teams. Demonstrate the ability to challenge appropriately , where Leadership are not Living the 5 Principles. 
Organization Design and Development - Partner with key clients to ensure that their organizations are structured in a way that will enable them to meet or exceed business targets.  This includes communication to impacted associates and change management.
Overall People Strategy - Through best practice sharing within HR, provide input to the development of the US Chocolate people strategy.
Key Skills Required: Talent management (succession planning, career pathing, development planning, etc.)
Associate engagement
Performance management (PDP process, management of underperformers, etc.)
Team effectiveness
Organization design and development
Change management
Facilitation skills
Coaching
Implementation and execution of strategies
Experience working in a Manufacturing environment

Apply by eMail:do_not_reply@invalidemail.com

Job Created: Sun Oct 25 2009 07:01:28 AM
Last Modified: Sat Nov 21 2009 07:07:43 AM