Senior HR Business Partner (Northbrook, IL)

Job Summary

The Senior HR Business Partner partners directly with senior leadership to develop and drive strategic HR initiatives in support of organizational goals and objectives (short- and long-term) and to improve the overall effectiveness of the business and the HR function. This individual leads HR activities such as strategic staffing, employee relations consulting, talent management initiatives, organizational development initiatives, compensation planning and administration, change management, conflict management, equal opportunity/affirmative action, belonging and engagement initiatives, leader consulting, and HR communications. In addition, the Sr HRBP assesses and anticipates HR related needs to ensure compliance and mitigate risk and liability while helping to drive employee engagement and retention by focusing on employee relations, learning and development, performance management, and employment law compliance.  

Job Description

MAJOR RESPONSIBILITIES

CONSULTING

• Serve as primary point of contact to senior leadership for all HR-related needs and initiatives.
• Provide strategic HR consulting and coaching with the goal to influence senior leadership action.
• Maintain an effective level of business literacy about the business unit's financial position, strategic plans, culture and competition.
• Help drive productivity and performance, using HR systems and analytics to understand business issues, trends and recommended course correction. Includes disposition of key metrics, projected outlook, employee relations issues, reasons for labor turnover, etc.

STRATEGY

• Collaborate with senior leadership on organizational strategy, talent acquisition, learning and development, performance management, compensation, benefits, and employee and labor relations.
• Translate organizational needs into plans of action to achieve organizational goals and strategies.
• Ensure human resources policy and procedure throughout the organization fit the needs, goals, and aims of the organization and its top leadership.

TALENT MANAGEMENT

• Develop and execute strategic talent management initiatives – addressing Workforce Planning, Talent Acquisition, Retention, Performance Management, Employee Engagement, Training & Development, and Succession Planning - to ensure alignment with overall business goals.
• Help to deepen cross cultural competence in Leaders and their groups through support of training efforts and belonging councils, as well as through the consideration of cross cultural impact to business decisions.
• Provide guidance and input on business unit restructures, workforce planning and succession planning. Establishes strategies to develop leadership and management bench-strength and succession readiness.
• Identify and facilitate the delivery of individual executive coaching needs.  

CHANGE MANAGEMENT

• Enable business change through education and influence of senior leadership while considering impacts on business goals and objectives.
• Provide thought leadership related to strategic delivery of HR initiatives; reinforce value of HR initiatives.
• Manage HR program implementation to minimize disruption; partner with leaders to communicate and execute.  

FACILITATE

• Partner with Centers of Expertise (Employee Relations, Compensation, Benefits, HR Technology, Talent Acquisition and Talent Management) to ensure cohesive delivery of HR programs and services.
• Foster partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization and Medline.
• Applying a broad understanding of all HR programs, oversee execution of all annual and ad-hoc HR initiatives (ex. Annual Pay Review Cycle(s), Performance Planning Process, Talent Management Review, Promotion Process and Review, Employee Engagement Review, Workforce Planning Initiatives).
• Apply depth and/or breadth of HR expertise as a coach or mentor for other positions in the department or in the development of company-wide HR initiatives and strategies. This position has no direct supervisory responsibilities. 

MINIMUM REQUIREMENTS

Education

• Bachelor's Degree in Human Resources or Business-related field.

Work Experience

• At least 8 years of Human Resource Generalist or Business Partner experience demonstrating knowledge of multiple human resource disciplines (compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws).
• Experience developing strategic partners