Strategic HR Business Partner

Job Purpose

EST coverage will be required for this role

 

 

*Candidates must reside in State advertised to be considered, preferably in Harftord, NH or Wakefiled, MA in a hybrid setting (onsite and remote).

 

California, Colorado, Florida, Illinois, Massachusetts, Minnesota, Nevada, New Hampshire, New Jersey, New York, Oregon, Pennsylvania, Texas, Washington, Wisconsin. 

 

 

As a Strategic HR Business Partner, you will play a pivotal role in aligning our HR strategies with our business objectives. You will work closely with senior leadership to develop and implement HR initiatives that support organizational growth and enhance employee experience.

You will partner with the business leaders within the relevant geography, to develop and deliver an effective people strategy to facilitate the achievement of strategic and operational business objectives. Drive organizational success by building people capability through effective people strategies supported by engaging with and partnering with colleagues from People Services and Centres of Excellence (CoE).

 

About RWS HR   Our business is nothing without our people. As part of our global Human Resources team, you will be supporting over 8,000 people, across 100 legal entities in 43 different countries. We have a vibrant and nurturing culture where everyone can learn, grow, and thrive. We also love ideas and exploring new ways of doing things, united by our love of language.  

Job Overview

Key Responsibilities

 

• Partner with the senior leadership team to understand the business strategy and translate into a people strategy with effective workforce plans relevant to the business requirements.
• Develop people plans focused on attracting, engaging, developing, and retaining the skills and capabilities required to support successful execution of the business strategy.
• Work with HR VP and HR CoE to deliver organizational development including transformation, culture, change management, leadership development, organizational design, cost-efficiency, talent management, succession planning, and performance management.
• Work with the HRBPs and Service Delivery Team to ensure the HR strategy is implemented consistently and fully embedded in the business.
• Partner with CoE in Talent Acquisition, Global Rewards, Talent Development, People Services (through Regional and Country leads) and HR Transformation to enable the successful delivery of the people strategy.
• Embed HR policies, programs, and technology within the business and foster a culture of continuous improvement, compliance, and best practice, incorporating people analytics and practices that enable data driven business decisions.
• Analyze and provide people data insights into organizational leadership, contributing to decision making using appropriate, timely and accurate HR information. 
• Act as a coach and mentor to business leadership across the scope of the employment lifecycle.
• Support the development of a high-performance culture through effective feedback and performance coaching.
• Contribute to organizational effectiveness, creating a positive culture by embedding effective engagement strategies.
• Provide guidance and input on colleague relations issues, and partner with country HR teams on discipline, grievances, performance, absence management and restructuring/redundancies as required.

 

Skills & Experience

 

• CIPD, PHR/SPHR or SHRM-CP/SHRM-SCP or other relevant qualification with a minimum of 5+ years’ experience in a strategic HRBP or generalist role at a senior level
• Experience of operating in a geographically dispersed organization with colleagues located across multiple countries.  
• Strong Business Acumen, having the ability to understand a business and its challenges.
• Have strong relationship management, especially at managerial and collaborator levels.
• Have business management skills, including financial management and strategic planning.
• Strong verbal and written communication, including active listening, for determining business goals and suggesting ways to achieve them through HR initiatives.
• Utilise logic, analytics and problem-solving for evaluating business metrics and determining ways to improve results.
• Comprehensive understanding of HR practices and employment laws, including inclusion and diversity programmes.
• Experience of working in a fast-paced, complex, global company, working directly with managers and leaders as a trusted adviser.  
• A breadth of exposure across the range of HR specialisms including performance management, leadership development, colleague relations, rew