HR Business Partner

Who we are

 

Founded in 1920, Eastman is a global specialty materials company that produces a broad range of products found in items people use every day. With the purpose of enhancing the quality of life in a material way, Eastman works with customers to deliver innovative products and solutions while maintaining a commitment to safety and sustainability. The company’s innovation-driven growth model takes advantage of world-class technology platforms, deep customer engagement, and differentiated application development to grow its leading positions in attractive end-markets such as transportation, building and construction, and consumables. As a globally inclusive and diverse company, Eastman employs approximately 14,500 people around the world and serves customers in more than 100 countries. The company had 2022 revenues of approximately $10.6 billion and is headquartered in Kingsport, Tennessee, USA. For more information, visit www.eastman.com. 

 

Join us and make a difference

 

The Global Human Resource Business Partner at Eastman is part of a team that is delivering sustainable change to the world.  This dynamic role is a consultant role which aligns business objectives with the talent strategy for the business.  This is accomplished by having a thorough deep knowledge of the business, the people and the management team.  Using a consultative-approach the HRBP will perform diagnostics on complex issues then present solutions for considerations and engage the appropriate resources to execute the solution. As a key member of the global leadership team of the organization this role advises and delivers in the areas of talent management, organizational development, performance management, employee relations and serves as an employee and company champion and change agent.

How you'll help us innovate to build a better world

 

• Translate strategic business plans into critical HR actions, programs, and initiatives.
• Evaluate and advise client groups on programs or strategies that impact the attraction, motivation, development and retention of the people resources of the business.
• Counsel and/or mentor employees and managers regarding employee relations issues including performance management, facilitation of formal/informal investigations, and any resulting disciplinary actions.
• Collaborates with the following; 
  • Business leaders to interpret business needs and people priorities. Contributes to the design and/or integration of the holistic talent management plan (i.e., talent, structure, culture, performance management) for an assigned organization. Partners with business to monitor, execute, and continue to evolve and inform the right approach to grow and attract talent.
  • HR Community Centers of Excellence (Compensation, Benefits, Talent Management, Talent Acquisition and organizational management)
• Is empowered and fully responsible to drive HR initiative execution across organization as well as HR change management
• Facilitate the building or developing of capabilities to support the business strategy.
• Builds capability in managers to facilitate an open, inclusive, values-based environment that enables effective employee experience. Ensure HRBP role is perceived as an objective employee resource and escalation path for unresolved HR issues. Instills trust and confidence by maintaining objectivity and clearly communicating rationale behind recommendations. Remain patient and professional at all times.
• Fosters a culture of ethical behavior. Ensures the client organization follows Eastman and HR policies and regulations, as well as local workforce laws. Ensures business leaders are making decisions and taking actions that are in accordance with them. Mitigate potential risk to the company.
• Analyze trends and identify issues in and across teams, synthesize results of analysis and makes sound recommendations.
   

We would love to hear from people with

 

• Strong business acumen and people acumen, and ability to consult, coach and influence business leaders at a Vice President and Executive level around complex HR decisions
• Demonstrated knowledge of HR laws such as EEOC guidelines, FLSA and ADA in US or equivalent labor laws in international locations.
• Excellent cross-group collaboration, communication, negotiation, and interpersonal skills.