HR Business Leader

HR Business Leader

  

This role has been designed as ‘Hybrid’ with an expectation that you will work on average 2 days per week from an HPE office.

Who We Are:

Hewlett Packard Enterprise is the global edge-to-cloud company advancing the way people live and work. We help companies connect, protect, analyze, and act on their data and applications wherever they live, from edge to cloud, so they can turn insights into outcomes at the speed required to thrive in today’s complex world. Our culture thrives on finding new and better ways to accelerate what’s next. We know varied backgrounds are valued and succeed here. We have the flexibility to manage our work and personal needs. We make bold moves, together, and are a force for good. If you are looking to stretch and grow your career our culture will embrace you. Open up opportunities with HPE.

Job Description:

   

The HR Business Leader is a seasoned business leader with global experience and perspective, acting as a strategic partner to executive business leaders while serving as a steward and curator of the company culture and talent.

Establishes the people strategy and aligns the business and functional priorities into talent imperatives for assigned business areas. Drives continuous business transformation and operating model changes by finding new streams of value across the organization. Collaborates with internal and external customers, communicates with and provides business input to other parts of HR regarding the design of policy and program solutions that attain both business and enterprise objectives, as well as promote the credibility and capability of a “One HR” brand.

Applies expert subject matter knowledge to manage staff activities in solving most complex business/technical issues within established policies. Manages activities of exempt individual contributors (typically Expert/Master). Has accountability for a large multi-department area(s) or location(s) with significant impact on business unit results and organizational strategy. Acts as a key advisor to senior management on the development of overall policies and long-term goals of the organization. Plans, manages, and monitors high-end operational/tactical activities of Staff. Staff members' primary focus is on either high-end tactical or broad strategic issues or a combination of both. Recruits and supports development of direct staff members. Position typically reports to Director or above. 
 

Responsibilities:

• Applies a clear understanding of emotional intelligence to support business or function organizational leaders.
• Leads and manages a team of HR business partners/leaders to partner with business leaders on people programs and objectives.
• Understands business strategies and articulates implications on talent.
• Develops and evolves specific talent solutions based on alignment of business and talent needs and workforce performance aspirations.
• Represents the full spectrum of HR functions, programs, and processes within a business or function.
• Establishes and maintains relationships with top management with emotional intelligence and relationship savviness to drive the implementation of HR programs.
• Drives business objectives through organizational design using data interpretation, analysis, and insights.
• Exercises excellent program management skills related to change management and implementation of strategic HR programs and initiatives.
• Acts as a business leader, using a market-mindset to anticipate people implications to business strategy.

Education & Experience:

• First-level university degree or equivalent experience; advanced university degree in Human Resources, Business Administration, or related field is preferred.
• Typically, 10+ years of progressive HR experience, including management and strategic consulting.
• Demonstrated experience driving organizational change initiatives, developing workforce plans, and influencing business managers.
• Typically, 2+ years of supervisory experience.
• Experience partnering with leadership team to derive strategic business goals.
• Ability to organize and present information concisely to executive leaders and stakeholders.
• Familiarity with cross-functional disciplines including org design, workforce planning, and change management.

Knowledge & Skills:

• Strong communication and interpersonal skills.
• Superior business knowledge; understands financials and business model dynamics.
• Excellent project management and process development skills.
• Superior quantitative and qualitative analytical skills, including competency in financial analysis.
• Excellent relationship management skills.
• Profic