20 days old
2018-06-292018-07-29

Senior HR Business Partner, Technology Practice

Dallas, Texas 75201
  • Job Code
    9039
  • Job Type
    Employee
  • Job Status
    Full Time
  • Shift
    1st Shift

Senior HRBP

A key leadership role, the Senior HR Business Partner supporting our technology practice, is responsible for developing and executing the people strategy for the Technology ensuring that efforts align with the broader HR strategy, central HR processes and policies and the overall business strategy to enable the organization to successfully deliver on near term and longer term priorities and business objectives.  This position also leads projects and initiatives that span across the organization and require alignment with the lines of businesses to deliver successfully.  Key to the success of this position is the ability to develop a strong commercial view of the business, build collaborative, loyalist relationships within HR and across the business and execute against personal and network priorities.  
 
Key Accountabilities: 
 

  1. As Strategic Business Partner, craft and implement enterprise-wide strategies
    1. Develop the next generation of leaders
    2. Redesign organizational structures based on strategic objectives including socializing and gaining stakeholder feedback and agreement for changes and implications to the broader organization, designing communication and change efforts to support implementation of change and monitoring employee engagement and productivity post change implementation
    3. Create and execute a talent strategy in the business unit, identifying talent needs and issues and addressing before they impact the business
    4. Identify HR implications of new business strategies and adjust HR strategies to respond to changing business needs including assessing HR implications of strategic options
    5. Prioritize HR needs and work efforts
    6. Identify, monitor and communicate progress against critical HR metrics
    7. Represent the business Unit’s talent interests within the organization
  2. Create sustained solutions to individual employee challenges aligned with broader HR policies and practices
    1. Manage competing personalities in the organization and conflict between employees/managers,
    2. Respond to organizational changes
  3. Measure, monitor and adjust approaches to address the effectiveness of existing HR policies and procedures
    1. Plan, design and lead HR programs and communication efforts to support organizational culture change to employees
    2. Assess employee attitudes and track trends in employee behaviors; design and deliver initiatives to positively impact employee engagement and productivity
    3. Communicate HR policies and procedures to employees
    4. Keep the line updated on HR initiatives

 
Individual and Network Measures of effectiveness that impact Business Unit Profitability and Revenue:  
 

  1. Effectiveness at achieving his/her individual tasks and assignments:
    1. High level output
    2. On-time task completion
    3. Error-free work
  2. Effectiveness at improving others performance and using contributions to improve his/her own performance
    1. Introduction of improved processes
    2. Implementation of new product or service ideas
    3. Improved working methods, techniques or tools
    4. Transfer of great ideas from other parts of the organization
    5. Transfer of skills and knowledge

Requirements

Required Competencies: 
 

  • Business Acumen – able to use insight about the business environment to improve talent and business outcomes
  • Talent Management Acumen – able to apply workforce planning knowledge, engagement strategies, and succession management
  • Organizational Acumen – use insights about the organization to improve talent and business outcomes
  • Data Judgement- apply judgement to data to support business decision making
  • Problem Solving – develop and evaluate solutions to problems and implement solutions
  • Proactivity – Anticipate and prevent future problems, take charge to bring about change, and take initiative within the role
  • Continuous Learning – Seek opportunities to learn new and necessary skills and knowledge to perform work effectively
  • Leveraging Networks – Use professional networks in strategic activities to achieve better talent outcomes
  • Leadership – lead a team of HR Generalist(s) as well as offer value to leaders within the business
  • Innovation – Apply systems thinking to identify new solutions for the broader enterprise
  • Conflict Resolution – Manage disagreement and diffuse tension among employees/leaders
  • Matrix Management – Manage individuals and processes across business and functions

 
 
Experience, Training & Education: 
 

  • University undergraduate degree required; Master’s degree preferred
  • SPHR Certification required; GPHR Certification preferred
  • 15+ years’ experience as HR Business Partner for a business unit of 500+ FTE’s in multiple countries
  • Experience working in a global matrixed organization
  • Demonstrated ability to understand and translate business strategies into appropriate HR goals, objectives and tactics
  • Demonstrated track record of managing change in a complex, matrixed organization
  • Articulate and concise communicator
  • Demonstrated skills employee relations, internal consulting, recruitment/talent acquisition, compensation and benefits, training and development, organizational development and change, performance management systems and succession planning
  • Demonstrated ability to influence and attain credibility with leaders at all levels of the organization
  • Strong relationship building skills with good understanding of different cultures and how to work across cultures to deliver business results in a timely manner
  • Demonstrated ability to represent HR initiatives and messages to all levels of management and employees

 
Context/Environment: 
 

  • Staff supported located in main offices and working remotely across the globe
  • Significant change efforts in progress requiring ability to balance multiple priorities

 
Working relationships: 
 

  • Direct report to the Chief Human Resources Officer and dotted line reporting relationship to Chief Technology Officer
  • Manage a team of HR Generalists spread across different geographies
  • Peer relationship across the HR function
  • Other key relationships with leaders across technology and significant number of individuals outside his/her span of control to achieve business results

Categories

Industry

  • Telecommunications

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Senior HR Business Partner, Technology Practice

Omnitracs, LLC
Dallas, Texas 75201

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Senior HR Business Partner, Technology Practice

Omnitracs, LLC
Dallas, Texas

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