People Partner for Print Home & Office Organizations

People Partner for Print Home & Office Organizations

Description -

The Print Home and Office People Partner will develop and implement people strategies that align with organizational goals, promote employee engagement, and drive impactful business results. This role serves as a trusted advisor to senior leadership and plays a pivotal role in shaping the organization’s people strategy. This role will coach and collaborate with leaders to drive business outcomes and organization effectiveness. This is a terrific role for an experienced Partner who enjoys working on high impact engagements, processes, and projects. The Partner will combine a deep understanding of business/People priorities with disciplined execution and attention to detail to drive measurable results.

Responsibilities:

Partner closely with leaders to link the organizational and workforce strategies to improve organization effectiveness, talent quality, and performance. Establish and implement overall workforce strategy, organizational design, change management, and workforce planning to drive business transformation.

Coach & Consultant: Deliver insights and solutions to the leadership team to address business challenges and leader development.

• Contribute to the development of successful business strategies with a people and talent lens.

• Recommend and develop People strategies and solutions to drive organizational performance and employee engagement measures.

Talent Management: Lead talent management strategy and process to develop world-class, diverse talent. Make it a priority to know the internal bench and support their growth. Champion career development.

• Partner with leaders to build talent plans for multiple levels of talent in the organization and help identify rotational opportunities.
• Facilitate leadership assessment, rotation programs, and succession planning to identify and develop the next generation of leaders.
• Build capability and capacity through the support of integrated talent planning, assessment, development, and deployment processes that align to business goals.

Workforce Planning & Organizational Effectiveness: Diagnose and clearly articulate the root causes of organizational performance impacts, as well as partner to propose potential solutions.

• Use relevant data to inform and create workforce plans that support the right talent in the right location for the right cost.

• Work with leaders to define business goals and support role alignment and workforce effectiveness across business groups.

• Define metrics and provide insights for client groups to inform decision-making around a multitude of People impacts including diversity, equity, and inclusion in hiring and talent practices.

Business HR Operations & Planning:  In partnership with leaders, ensure excellent planning and implementation of key HR activities.

• Support workforce and labor management, working with leaders, finance teams, and Recruiting & Onboarding to define and stay on budget with headcount and hiring plans to support business needs.

• Align performance management and reward systems to drive and reinforce a culture of high performance and innovation within the organization.

• Partner with HR Centers of Excellence (CoEs - Total Rewards, Talent & Learning, Recruiting Diversity & Culture, People Services & Insights, etc) to define and execute a positive and effective end-to-end HR service experience for all clients.

• Leverage the HR generalist/client-facing HR community to support manager and employee relations issues and escalations, talent management, and compliance requirements.

• Demonstrate excellent judgment in the resolution of employee relations issues bringing in key resources at the right time to support managers and resolve issues quickly and efficiently.

• May participate in cross-functional corporate initiatives to optimize HR systems and/or improve processes. Collaborates internally and externally on projects of significant size and scope.

At HP we value initiative, innovation, and informed decisions and look for HRBP candidates with these proven competencies:

• Strong collaborator – Ability to collaborate and operate in a "one team" environment across all levels of the organization.

• Strategic acumen – Ability to drive People strategy in appropriate ways at all levels of the organization. Partner with leaders to implement solutions that solve complex business challenges.

• Financial acumen – Understand the finan