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Local Division HR Business Partner

Tasks: Typical duties/responsibilities may include, but are not limited to, the following: Strategy: o Participates in the definition of long-term business objectives for assigned area and defines the strategic HR priorities to support the relevant business strategy on a global basis. o Serve as a Strategic Partner to the Business Unit Director and provide guidance and insight to the leadership team. Develop an understanding of the company's operations, markets, opportunities and challenges. o Lead the development and implementation of HR strategies and initiatives that support and are aligned with the company's overall strategies and initiatives. HR Process Implementation: o Drives implementation of all HR processes within area of responsibility, including strategic workforce planning, succession planning, performance management, talent management, talent acquisition, remuneration, workforce reduction, and other processes as applicable. Influences colleagues within the immediate HR network to achieve ABB's targets through business and HR action plans. o Provide strategic and tactical leadership in connection with continuous improvement and automation of HR processes such as benefits administration, employee record keeping, recruitment/staffing process, occupational health/safety, HRIS, compensation/pay activities. HR Solutions: o Understands business needs and provides consulting support and advice in applying HR policy and process to achieve long-term objectives. Leverages the HR functional expertise and operational capacity to deliver results through high quality and efficient solutions which meet the needs of the business. Identify opportunities for improved operating performance and recommend actions to the BU management. o Maintain a strong working knowledge of current practices and trends relating to HR programs and initiatives. Change Management: o Leads change management initiatives across area of responsibility, supporting leaders, staff and HR colleagues in implementing new initiatives and driving behavioral change. Compliance: o Ensures compliance with legislation and HR policies, and adherence to Occupational Health & Safety and compliance standards in all areas of responsibility globally. People Leadership & Development: o Ensures that the area of responsibility is properly organized, staffed, skilled and directed. Guides, motivates and develops direct and indirect subordinates within HR policies. o Partners with other leaders in the organization to ensure that the business is organized, staffed, skilled and directed. o Supports the Division to create, cultivate and develop talents and capabilities. o Proactively drive and manage company and business unit diversity and inclusion initiatives. o Provide strategic and tactical leadership relating to employee communication programs that provide employees open, candid and frequent information-sharing with management. o Provide strategic leadership relating to operational workforce development initiatives. o Provide strategic and tactical leadership in connection with talent management including recruiting, development, performance management and succession planning. Requirements: Basic Qualifications: o Minimum of Bachelor's degree and a minimum of Twelve (12) years of progressive human resources experience with at least three years in a leadership role in a large matrixed industrial business with global operations. Preferred Qualifications: o Advanced degree in a related field or MBA. o Experience working in a large, global matrixed industrial business. o Extensive knowledge and experience working with US labor and employment law a preferred. Strong analytical skills; ability to interpret data to make business decisions. o Excellent interpersonal skills - through direct contact, able to develop and maintain rapport and relationships with the leadership team and associates throughout the company. He/she must be able to talk through issues and build consensus around an idea or project and operate in a collaborative manner. Demonstrated ability to lead people, obtain results through others and influence change in areas outside of his/her direct responsibilities. o Must have a broad background in human resource management along with up-to date knowledge of current trends and best practices in the field. o Experience with compensation and benefits. o HRIS systems general knowledge. o Mergers and acquisitions including due diligence and integration is a plus. o Must have ability to handle diverse responsibilities and be able to adapt to a variety of human resource issues. Able to perform each essential function with a high level of expertise. o Business and financial acumen - possess a general understanding of manufacturing issues as well as the ability to analyze and discuss financial issues impacting the business and HR decisions. o Demonstrate a track-record of being both a business and employee advocate. o Written and oral communications - be an effective communicator in both small and large group settings. Ability to effectively and persuasively present information to top management, customers and employees. o Demonstrated ability to organize and manage multiple priorities using effective problem solving/resolution skills and a team focus. Publication ID:US67206059_E1
Salary Range: NA
Minimum Qualification
11 - 15 years

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