Senior Human Resources Business Partner (Virtual, US/Canada)

Position Summary

The Sr. HR Business Partner will work in partnership with leaders, key stakeholders and HR colleagues to shape, develop and deliver people plans and solutions in line with the needs and priorities of Sirva. They will advise, guide and support employees and managers by providing high level people management and development support across designated business units. The HR Business Partner will review HR priorities, translating business requirements into effective HR practices and provide people solutions aligned to business objectives. They will be responsible for delivering key HR initiatives across the HR partnership spectrum, including workforce planning, restructuring, resourcing, talent development, succession planning, skill development, reward and recognition, employee relations, employee engagement and performance management. The Sr. HRBP will be someone who brings solutions and innovations to Sirva as well as operationalizing the day to day. This is someone who is forward thinking and can help see the needs before the business does.


FUNCTIONS AND RESPONSIBILITIES

35% - Business Partnership

• Provide Strategic Business Partnership to the executive management team by participating in management meetings, evaluating business needs and recommendation of people strategies to meet established business goals and objectives.
• Support the implementation of the company’s people plans by pro-actively working with employees and people leaders to develop a culture that reflects Sirva’s People Competencies
• Partner and coach managers to support the delivery of people plans and initiatives and encourage a culture of line manager responsibility and accountability for front line human resources.
• Proactively lead, manage and successfully deliver complex cross functional people projects across the organization within specific timeframes.
• Partner closely with HR Operations to ensure that people policies and framework are tailored and reflective of our business framework, employee brand and value proposition.


30% - Talent Management, Succession Planning & People Development

• Diagnose (gap analysis) and provide recommendation on talent management (quality, diversity, depth and skill) against business needs through the organizations TMS and ODR process.
• Provide guidance on succession plans, taking accountability to support leaders in final resourcing decisions, ensuring high performing talent pipelines in are place with appropriate learning/coaching activities defined to enable development and progression.
• Develop depth and breadth of Management Capability to build our leadership talent for the future.
• Coach the Leadership team ensuring that they are delivering on their purpose and inspiring their teams.
• In the case of underperformance, supporting, developing managers via corrective action to mitigate all people and/or performance issues in line with Sirva policy (and legislation).


20% - Employee Engagement, Reward & Recognition

• Measure organizational health and lead/provide insight to appropriate employee engagement and reward and recognition strategies.
• Identify engagement challenge trends and provide proposal/solutions to increase overall employee satisfaction.
• Partner with CoE to leverage internal and external best practice to ensure competitiveness and consistency of reward strategy.
• Diagnose and deliver reward and recognition interventions to drive business performance and aid staff retention.


10% - Resource Planning & Organizational Design

• Provide leadership support and recommendation in managing workforce/headcount planning utilizing key HR Data to support proposals and decision-making process. Actively participates in annual budget planning/labor forecasting process with business leaders.
• Support in the development of organizational design, encouraging/challenging the rationale for change to ensure Sirva’s success. Provide recommendation to enable the creation and development of high performing teams by identifying skills development as part of the process.
• Provide guidance and create detailed job descriptions/ person specifications factoring in SIRVA’s core competencies to align skill and behavior positioning with resource requirements. Support the need to recruit where required.
• Where the need arises, lead in reduction programs, and provide sound guidance and project plans to enable the overall delivery of the RIF, detailing cost efficiencies and possible risks to the organization. Maximize on employee engagement initiatives during any restructuring exercise and implement processes to mitigate further attrition.


5% - Other

• Assist with and undertake tasks associated with a diverse range of projects as reasonab