Sr. HR Business Partner
Ellie Mae - Pleasanton, CA

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Position Summary

The aim of the business partner model is to help HR professionals integrate more thoroughly into business processes and to align their day-to-day work with business results.

The Senior HR Business Partner (SHRBP) is a thought leader that aligns HR strategies with the business unit objectives by partnering with functional business teams to establish and implement HR programs/initiatives that foster organizational and people development and achieve the business teams’ goals.

Reporting directly to the SVP of HR, the SHRBP is skilled in building effective partnerships with all levels of employees and has a demonstrated history of implementing successful programs that contribute to the business results.

The SHRPB advises senior management in the development of solutions through organizational development and cultural and process ‐ oriented perspectives. Key skills and abilities include coaching, influencing, facilitation, presentation, communication, process development, analysis and problem solving.

Role & Responsibilities Strategic partnership and Alignment
  • Formulate partnerships across the organization to deliver value added HR service to management and employees that help achieve the business objectives of the organization.
  • Maintain a high level of business literacy about the business unit’s core function, financial position, mid-range plans, culture and competition.
Thought Leadership
  • Analyze business unit trends and metrics in partnership with HR to develop solutions, programs and policies to improve HR’s contribution to the organization’s goals.
Organizational Design
  • Provide guidance and input on business unit restructures, workforce planning, and succession planning.
Organizational Effectiveness
  • Partner with both the business unit and HR to assess and effectively address human resources needs in areas such as organizational design, performance management, compensation, and career, competency and leadership development.
  • Assess and anticipate HR related needs and communicate those needs proactively within the partner business management team. Develop and integrate solutions to address the HR needs while maintaining focus on the business unit’s goals.
  • Identify employees ready for positions of greater organizational impact, thereby contributing to the effective utilization of best talent across different functions in the organization.
  • Actively support discussions and transfer of best practices from different functions in the organization.
Employee Relations
  • Act as an employee champion and change agent.
  • Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
  • Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations.
Development
  • Identify training needs for business units and individual executive coaching needs.
  • Participate in the evaluation and monitoring of training programs’ success. Follow-up to ensure training objectives are met.
  • Collaborate with the management team to design succession plans for key talent and key job roles.
  • Identify key and high potential employees and collaborate on development plans to increase their organizational impact and provide future talent.
HR Generalist
  • Actively identify HR gaps in the partner business unit, and propose and implement changes necessary to appropriately address the risk(s).
  • Provide day-to-day performance management guidance to line management (coaching, counseling, career development, disciplinary actions).
  • Manage complex HR projects cross-functionally.
  • Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, appropriately reducing legal risks and ensuring regulatory compliance. Collaborate with legal department as needed/required.
  • Provide HR Policy guidance and interpretation.
Required Skills, Education and Experience
  • Strong analytical skills and the ability to translate client business plans and goals into human resource capabilities needed to achieve results
  • Excellent client management and business literacy skills
  • Demonstrated success in utilizing influencing skills and interfacing with senior members of the business
  • Strong interpersonal and negotiation skills
  • Excellent verbal and written communication skills
  • A depth of experience in employee development, management coaching, organizational design, recruiting, compensation, employee relations, training, and HR project management and program implementation
  • Business acumen - proven ability to diagnose problems and identify and drive appropriate solutions
  • Ability to function and thrive in a fast paced, innovative environment
  • Proven leadership in driving and executing HR initiatives to achieve business objectives
  • Experience guiding teams through periods of substantial growth
  • Demonstrated ability to build trusted relationships through all levels of the organization
  • Successful change management and team development experience
  • 10-15 years of experience in general HR management and/or a business partner role
  • Bachelor’s degree or equivalent post-secondary degree; Master’s degree or MBA in a Human Resources discipline preferred
  • Relevant industry experience preferred

Ellie Mae - 14 months ago - save job - block
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