Overview:

The Human Resources (HR) business partner has a leading role in the development and execution of workforce plans and organizational development strategies for the respective senior business leadership and employees in the identification and meeting talent and HR needs.  The HR Business Partner collaborates across HR and business leadership to advocate for continuous performance improvement and partners across HR with Talent Acquisition, Employee Relations, Learning & Development, Compensation (Payroll), Benefits, M&T Engagement, Organizational Design & Effectiveness, HR Service Center and our Talent office to deliver exceptional HR services.  Provide expert consultation in workforce planning, human capital strategies, organizational effectiveness through thought leadership focused on talent management,  culture commitment, restructuring, consolidations, outsourcing, and other human capital initiatives.  As necessary, oversee the various levels of support requirements in assigned business(es) below the senior level to ensure effective response to the broad spectrum of HR needs.

Primary Responsibilities:

Talent Management:

• Provide consultation and coaching to assigned leadership around the full scope of talent management and engages HR partners as appropriate.
• Succession planning:  Facilitate the Middle Management Talent Review to include the succession plan for middle managers in assigned business(es).  Partner with senior managers to identify and advise on and support the development of high potentials .  Provide succession management tools and processes, including coaching, facilitation and providing feedback. 
• Advise and coach leadership regarding active performance management approaches to develop high performing talent

Workforce Planning & Business Strategy : 

• Partner with business line leadership to diagnose and analyze current and future talent needs, including development of workforce planning tools, forecasts, attraction and retention strategies.  Work to ensure that we have the “right people in the right positions”.  Facilitate organizational change on complex change efforts.  Advise on the right organizational structure in partnership with Organizational Design & Effectiveness to keep aligned the business demands. Follow through on individual restructuring efforts. 
  • Manages workforce planning and human capital planning activities with Talent Office,  and senior leaders. Works with Talent Acquisition to execute on human capital plans. Understands the business and proactively advise on HR planning to help shape talent strategies locally
  • Use HR reporting & analytics in generating talent insights and provide consultation to business leadership
  • Implement the senior manager on-boarding (process as occurring).

Drives Results through Partnerships

• Partner with HR COE partners to diagnose and find solutions for business needs (i.e., learning, market pay, hiring initiatives, HR Service Center, annual events, etc.) helping to identify optimal solutions for HR and the business

Talent

• Partner with business line leadership and Compensation to drive ongoing and annual merit/ planning processes ensuring consistency with compensation philosophy.  Provide counsel on individual compensation recommendations, with a focus on pay for performance philosophy. 
• Coach leadership through performance calibration and performance review cycles as well as ongoing performance focused leadership.
• Employee Engagement: Provide insight analysis and consultation to leadership on Employee Engagement survey results throughout the year .  Leverage data to support engagement efforts and to develop actions plans to increase retention.
• Use HR reporting & analytics in generating talent insights and provide consultation to business leadership
• Collaborate with Compensation to proactively manage retention and or compensation concerns and issues.
• Identify and collaborate with the Employee Relations regarding all senior level employee relations issue(s) that emerge, and cooperate on strategy to resolve the issue, assist in any investigation, and serve as liaison between interested parties.  Apprise senior leadership of relevant proceedings.
• Ensure the appropriate hand-off to the Employee Relations partners occurs for employee issues.

Talent Development

• Based on business line strategic objectives, partner with Learning & Development and business line leadership to assess and identify learning needs and solutions, post training integration activities and effectiveness measures. 
• Work closely with campus r