HR Business Partner, HPE Operations

HR Business Partner, HPE Operations

  

This role has been designed as ‘Hybrid’ with an expectation that you will work on average 2-3 days per week from an HPE office.

Who We Are:

Hewlett Packard Enterprise is the global edge-to-cloud company advancing the way people live and work. We help companies connect, protect, analyze, and act on their data and applications wherever they live, from edge to cloud, so they can turn insights into outcomes at the speed required to thrive in today’s complex world. Our culture thrives on finding new and better ways to accelerate what’s next. We know diverse backgrounds are valued and succeed here. We have the flexibility to manage our work and personal needs. We make bold moves, together, and are a force for good. If you are looking to stretch and grow your career our culture will embrace you. Open up opportunities with HPE.

Job Description:

   

As a part of the HPE Operations HR team, this HRBP will support the L3 leaders within the Engineering & Enablement organization. A dynamic and complex organization, the HRBP will work closely with the senior leaders in the org to drive HR programs and talent initiatives, serve as a trusted partner, and translate and align business imperatives to talent strategies and plans.

This HRBP will also have opportunities to work on pan-HPE Operations initiatives and programs and work with stakeholders throughout the organization and their fellow HR team members to deliver on mutual strategic imperatives and drive the people strategy for HPE Operations, the largest org within HPE.

Job Family Definition:

The HR Business Partner is a seasoned HR professional with local, regional, or global scope and deep business acumen. Provides strategic insights and advice to regional/country leaders, and/or business segment leaders. Drives HR programs and talent initiatives on a local level while ensuring alignment with global objectives and workforce compliance. 

Collaborates with business leaders to translate and align business imperatives to talent strategies and plans. Serves as an advocate and champion for HR programs as well as organizational values and culture. Partners with COEs and HR Business Leaders and represents regional business insights, regulations, and cultural needs on the design, development and implementation of HR programs, tools, and processes.

Management Level Definition:

Applies advanced subject matter knowledge to solve complex business issues and is regarded as a subject matter expert. Frequently contributes to the development of new ideas and methods. Works on complex problems where analysis of situations or data requires an in-depth evaluation of multiple factors. Leads and/or provides expertise to functional project teams and may participate in cross-functional initiatives. Acts as an expert providing direction and guidance to process improvements and establishing policies. Frequently represents the organization to external customers/clients. Exercises significant independent judgment to determine best method for accomplishing work and achieving objectives. May provide mentoring and guidance to lower level employees.

Responsibilities:

• Showcases leadership in spearheading initiatives that foster collaborative trust, elevate employee engagement, and enhance leadership effectiveness across various dimensions of the organization.
• Understands HPE’s philosophy, values, and strategy to develop a high-performance workforce and coaching culture.
• Collaborates closely with Centers of Excellence (COEs) and HR Services to ensure that programs and initiatives are strategically aligned to achieve the organization's objectives through the coaching and organizational navigation.
• Provides valuable support for complex organizational effectiveness projects and change initiatives, contributing to the successful execution of these endeavors.
• Offers input to client groups for local and global business plan priorities, as well as the overall strategic and business planning process.
• Applies emotional intelligence in executive coaching to senior leaders, guiding them in effectively navigating talent management strategies and strategic risk mitigation approaches.

Education and Experience:

• First-level university degree or equivalent experience, master’s degree preferred.
• Typically, 7-10 years of progressive HR experience, including consulting.
• In-depth knowledge of HR practices and program implementation.

Knowledge and Skills:

• Excellent communication and influencing skills.
• Strong analytical and problem-solving abilities, data interpretation, analysis, and insight storytelling.
• Ability to manage multiple projects and priorities