Group Manager - Human Resources Business Partners & Organizational Design

Group Manager - Human Resources Business Partners & Organizational Design

Business Unit
Human Resources

Exemption Status
Exempt

Management Level
Group Manager

Compensation Grade
ACE 26

Incentive Plan
Annual High Performance

Incentive Target
25 - 25% Incentive Target (Incentive Target-United States of America)

Job Summary
The Human Resources Business Partner Group Manager leads a team of HR Business Partners (HRBPs) who align with specific business units or functions and own the people strategy for that group. By aligning with HR Centers of Expertise (COE) and the People Service Center, this position ensures HRBPs are tackling the most pressing talent opportunities and challenges at a strategic level by successfully partnering with business unit leaders to create value for the business.

Job Duties

• Direct a team that builds relationships with business leaders to offer thought leadership on organizational and people-related strategy and execution.
  
  Broadly understand core business strategies for ACE functions by leading an HRBP team that identifies opportunities to increase alignment with business strategy by helping business leaders identify, prioritize, and build organizational capabilities, behaviors, structures, and processes.
• Partner with HRBPs, HR COEs, and business leaders to diagnose gaps between current and desired organization performance and deploy actions to resolve gaps, including organization redesign, process change, coaching and training.
  
  Lead broad-scale change management efforts for the organization in partnership with Learning and Development, Internal Communications, HR Project and Portfolio Management, and HRBPs. Collaborate with senior leadership to align change initiatives with the organization's strategic vision.
  
  Direct comprehensive strategies to improve organizational design, aligning with the company’s mission, values, and objectives. Conduct thorough analyses of the current organizational structure, identifying areas for improvement and potential growth. Partner with HR COEs to ensure organizational design practices align with job architecture framework to drive consistency and transparency across the organization.
  
  Guide HRBPs to analyze workforce trends to model and forecast future labor requirements that support senior leaders in workforce planning and succession management.
• Ensure HRBPs act as the advocate for leading the talent management and development plans for the business unit with a focus on enhancing the quality of leaders and managers, building skills and capabilities of the workforce, and ensuring succession bench strength.
• Conduct regular reviews of key business performance targets and their related talent implications with HRBPs and their business leaders.
• Leverage HRBP team to identify and drive the sharing of best practices across functions to facilitate continuous improvement.
  
  Act as a model liaison between the business, HR operations and COEs to ensure HR services are aligned with internal client needs.
• Ensure performance management and reward strategies to reinforce an environment of dedication and innovation with and across business units.

Qualifications

• Bachelors Equivalent combination of education and experience Required
• Masters Preferred
• 10+ years Human Resources, Employee Relations and/or Employment. Required
• 4-6 years Strategic HR leadership role Preferred
• Clear, comprehensive understanding of the link between talent and other HR initiatives and business strategy as well as deep knowledge of HR policies, processes (e.g., workforce planning and talent management) and talent management practices.
• Ability to identify new ways for HR to support the business strategy and develop clear, actionable steps in support of the overall business strategy.
• Experience leading large enterprise-wide change initiatives impacting major business functions. Deep understanding of change management techniques, processes, and strategies.
• Strong understanding of organizational design techniques, practices, and principles.
• Ability to synthesize large quantities of quantitative and qualitative data, recognize trends, tie back to business priorities and develop recommendations based on data analysis.
• Strong partnership skills and the ability to influence aligned business unit or functional leader.
• Effective team player and networker.
• Strong interpersonal, communication and customer service skills.
• Senior Professional Human Resources - Human Resource Certification Institute Preferred

Scope

• Work is accomplished without considerable direction. Exercises judgment i