Senior HR Business Partner/Director, North America Retail

Let’s be unstoppable together!

Circana is the leading advisor on the complexity of consumer behavior. Through unparalleled technology, advanced analytics, cross-industry data, and deep expertise, we provide clarity that helps almost 7,000 of the world’s leading brands and retailers take action and unlock business growth. We understand more about the complete consumer, the complete store, and the complete wallet so our clients can go beyond the data to apply insights, ignite innovation, meet consumer demand, and outpace the competition.

At Circana, we are fueled by our passion for continuous learning and growth, we seek and share feedback freely, and we celebrate victories both big and small in an environment that is flexible and accommodating to our work and personal lives. We have a global commitment to diversity, equity, and inclusion as we believe in the undeniable strength that diversity brings to our business, employees, clients, and communities (with us you can always bring your full self to work). Join our inclusive, committed team to be a challenger, own outcomes, and stay curious together.

Learn more at www.circana.com.

What will you be doing?

This Senior HR Business Partner (HRBP)/Director role is responsible for providing a combination of front-line, operational, and strategic HR support for our North American Commercial organizations consisting of approximately 400 people from early career through Executive. The HRBP serves as a strategic and tactical partner to leadership in maximizing the value of our people while being the interface between the HR Centers of Excellence (CoE) and our internal customers (leaders and employees). This role will be direct line support to multiple senior leaders with client portfolios of over $100 million in revenue and multiple clients.

Job Responsibilities

Talent Management 

• Execute targeted people strategy to effectively engage all levels of commercial accounts from mid-market to platinum level ($0-$100M), including facilitating broad-scale performance calibration and succession planning sessions and partnering on talent mobility, job leveling, and compensation strategy.
• Partner with business and HR leadership on initiatives to maximize engagement, retention, and performance. Facilitate the build and roll-out of HR projects in the areas of talent assessment, succession management, and organizational design and development. 
• Collaborate cross-functionally with the talent acquisition team to identify critical staffing requirements and execute recruiting plans. Facilitate the identification and hiring of internal talent for open positions. 
• Partner with the Talent COE to develop Learning & Development initiatives based on organizational and functional needs.
• Counsel business leaders on Circana’s annual performance cycle, including bonus and merit processes. Provide relevant analyses and make recommendations where appropriate.
• Act as primary “gatekeepers” for processes that involve personnel expenditures such as new hire offers, promotion/adjustment, and business restructures to ensure budget compliance.

Organizational Design and Effectiveness 

• Provide counsel and support for ongoing organizational design and restructure.
• Consult and advise commercial leaders on organizational design and recruiting strategy for new client wins.
• Partner with business on appropriate approach and cadence for client shrink/loss impacting resourcing.
• Conduct research and analysis of organizational trends, including reviews of exit surveys/interviews, organizational reports, and metrics from our human resource information system (HRIS) to make better-informed business decisions. 

Generalist HR Management:     

• Develop and maintain effective relationships with the business unit and ensure that high service standards are maintained. 
• Maintain close connectivity with Finance partners on budgeting, including managing incremental adds and savings initiatives and workforce impacts.
• Build and implement HR programs and processes to meet both short- and long-term business needs.  
• Raise proactive issues with managers; identify practical solutions to complex and diverse HR issues and implement appropriate action plans. 
• Work closely with HR operations and payroll teams to ensure accuracy in the areas of reporting, compliance, and data management.

Employee Relations 

• Act as the primary point of contact for employee relations issues, including team performance and progressive discipline; assess situations and provide counsel to leaders.