hr partner

Amazon

<div>
 
 Description
 
 
 
 At Amazon, HR Partners (HRP) provide high-judgment HR support to managers across levels at scale, enabling them to become force multipliers for customer impact and positive employee experience. They demonstrate advanced knowledge of HR policies, processes, and tools, acting as trusted consultants to managers and senior managers. HRPs work backwards from the voice of the manager to deliver personalized experiences and drive large-scale initiatives using technology and simplified processes that match the speed and agility of our business. They operate independently as subject matter experts with deep knowledge of regional programs and policies, collaborating extensively with PXT teams including HR Business Partners, Employee Relations, IXT, Legal, and others to provide integrated people solutions. As established practitioners, they mentor junior team members and shape best practices across the region.
 
 
 Key job responsibilities
 
 
 Managers and senior managers collaborate with the HR Partners (HRP) to support sensitive and often complex employee issues including disciplinary, performance improvement and grievance processes. These channels can include 1:1s, multiple stakeholder meetings, as well as scalable learning formats to educate Managers on relevant people matters. The HRP acts as an influential partner in helping managers with talent and performance management processes, people development, HR policies and implementation of organizational changes at the country or regional level. Thanks to their front-line visibility across businesses, HR Partners are in a position to spot trends, identify emerging needs and address them in collaboration with the appropriate business and HR stakeholders. As a subject matter expert, the HR Partner mentors and guides junior team members.
 
 
 <ul>
 <li>
 Performance Management: Support managers through complex and nuanced performance management cases including performance improvement plans and assessments. Guide managers in implementing performance management processes and tools effectively. Partner with managers to ensure bias-free evaluations and effective coaching approaches across teams. Analyze performance data to identify trends, share insights, and develop solutions for systemic issues.
 </li>
 <li>
 Employee Relations: Handle complex and nuanced employee relations cases and investigations following established processes and policies. Conduct thorough and impartial investigations, support grievance processes, and lead informal discussions or mediation. Provide guidance to managers on sophisticated ER matters including policy violations and workplace concerns across countries. Partner with Legal and Employee Relations teams to resolve sensitive cases while ensuring compliance and risk mitigation. Analyze investigation findings, prepare recommendations, and identify trends to prevent future risks.
 </li>
 <li>
 HR General: Act as stewards of the employee experience and Amazon&rsquo;s culture. Act as subject matter expert for people tools, processes, programs or projects. Design and deliver Manager Education initiatives to further drive collective education and manager effectiveness. Analyze data and observations across the organization, highlighting trends and recommending/driving solutions, as appropriate.
 </li>
 <li>
 Change Management: Drive implementation of employee programs and lead improvements in manager experience. Partner with HR Business Partners and central teams on complex change initiatives across countries. Use data and insights to advocate for and influence process improvements. Design and execute change management strategies to ensure effective adoption across diverse employee groups.
 
 
 </li>
 </ul>
 This role is performed through an innovative customer relationship Management tool, which enables this team to be uniquely positioned to identify trending issues and themes through data and inform consequent decisions and initiatives. The HRP team&rsquo;s role is also to identify process improvement opportunities and standardize best practices due to our extensive insights across business lines.
 
 
 
 Basic Qualifications
 
 
 
 Bachelor's degree in Human Resources or related field
 
 
 <ul>
 <li>
 3-5 years&rsquo; relevant experience in the areas of HR Partnering
 </li>
 <li>
 Strong HR acumen, including strong problem-solving skills, critical thinking and analysis
 </li>
 <li>
 Experience working in a highly matrixed organization.
 </li>
 <li>
 Ability to identify problems and drive appropriate solutions independently
 </li>
 <li>
 Proven track record of successfully partnering with senior-level stakeholders
 
 
 </li>
 </ul>
 
 Preferred Qualifications
 
 
 
 Master's degree in Human Resources or related field
 
 
 <ul>
 <li>
 Proven track record of accomplishments in a dynamic environment, which is fast paced and customer driven
 </li>
 <li>
 Proven ability to prioritize, meet deadlines and make the best use of available resources
 </li>
 <li>
 Project management and the ability to deliver, with a proven track record of influencing through data-driven recommendations
 </li>
 <li>
 Coaching and consulting skills; Ability to work with and influence multiple stakeholders
 </li>
 <li>
 Experience developing and implementing country level or regional HR programs or initiatives
 
 
 </li>
 </ul>
 Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit https://amazon.jobs/content/en/how-we-hire/accommodations for more information. If the country/region you&rsquo;re applying in isn&rsquo;t listed, please contact your Recruiting Partner.
 
 
 
 
 Company
 
 - ADCI - Uttar Pradesh
 
 
 Job ID: A3068271
</div>

HR Partner

Amazon.com

<div><h2 class="jobSectionHeader">DESCRIPTION</h2><div>
Have you ever wanted to be part of a team who is building industry changing technology? Project Kuiper is an initiative to launch a constellation of Low Earth Orbit satellites that will provide low-latency, high-speed broadband connectivity to unserved and underserved communities around the world.
 
 
Amazon is looking for a Human Resources Partner (HRP) to support the Project Kuiper organization. This role will be a member of the dynamic HRP4 People eXperience and Technology (PXT) team. This team provides both strategic and hands on HR support to the business and is instrumental in restructuring HR functions, processes, and systems to deliver efficiency, effectiveness, and consistency by enhancing manager capabilities while maintaining employee experience. This HRP role will directly support the Production Operations organization within Kuiper. This is an on-site role based in Kirkland, WA and would sit at the site 100% of the time.
 
 
In this role, you will collaborate with senior leaders, HRBPs, and partner teams to innovate, implement, and deploy HR strategies from talent and performance management, compensation, employee relations and other HR functions across the organization you support. This role also has a special focus on leveraging listening mechanisms to proactively monitor and analyze employee sentiment trends, and provide regular sentiment updates and recommended actions to site leadership and HR Business Partners. To thrive, you will need a flexible skill set, including the ability to manage multiple scenarios utilizing HR expertise, consulting skills, and influence. You will also need to connect sentiment trends and other HR data to the bigger picture goals of the operation, while diving deep into the details, collaborating and consulting across teams. 
 
This is an on-site role based in either Redmond, WA or Kirkland, WA with both schedule flexibility and travel requirements to meet business needs. Standard working hours for this role are 3:00 PM PT to 11:00 PM PT, with flexibility to adjust hours as needed to connect with the 5:30 PM PT - 3:30 AM PT workforce and broader HRP team (e.g., team meetings). The HRP is not expected to remain onsite the full duration of the business night shift, but must be reachable for escalations outside standard hours on a rotational or as-needed basis. This role will also support multiple sites and requires travel to our Everette facility a minimum of 2 times per month, with additional visits as driven by business need (e.g. investigations, engagement, leadership support, etc.). 
 
Key job responsibilities 
<ul><li>Leverage employee sentiment data and conduct regular Gemba Go See walks to advocate for employee needs, enhance engagement, and develop proactive strategies with leaders.</li><li>Partner with business leaders and cross-functional PXT teams (HRBPs, Employee Relations, Labor Relations) to align on employee engagement actions and execute site-specific programs.</li><li>Provide HR support, including consulting on talent management, performance management, compensation, and employee relations issues. Serve as first point of escalation for employee concerns.</li><li>Conduct workplace investigations and support employee queries with discretion and expertise, applying Amazon policies and high judgment.</li><li>Own and deliver site-specific people projects, including organizational design, workforce planning, business continuity planning, and skills assessment/development.</li><li>Set and review culture and talent goals with business leaders, creating and assessing action plans to address opportunities.
</li><li>Partner with GCER/HRBP to define ER/LR strategy for the Florida site.</li><li>Develop and implement PXT programs and policies that streamline the hourly employee experience.</li><li>Coach and guide business leaders to enhance their managerial capabilities and decision-making skills.</li><li>Collaborate with central teams to improve processes, influence product development, and implement mechanisms to achieve key business goals.</li><li>Evaluate and streamline HR structures, processes, and systems, identifying opportunities for centralization and standardization.</li><li>Develop and deliver training programs to upskill HR teams and promote adoption of new processes and systems.</li><li>Understand business priorities and translate them into high-impact work, leveraging HR expertise to positively impact business deliverables, efficiency, and profitability.
</li><li>Lead the design and execution of change management for HR initiatives, ensuring effective communication, stakeholder engagement, and successful adoption of new processes and systems.</li></ul></div><h2 class="jobSectionHeader"> 
BASIC QUALIFICATIONS</h2><ul><li>Bachelor's degree</li><li>3+ years of HR experience</li><li>Export Control Requirement: Due to applicable export control laws and regulations, candidates must be a U.S. citizen or national, U.S. permanent resident (i.e., current Green Card holder), or lawfully admitted into the U.S. as a refugee or granted asylum.</li><li>HR experience supporting hourly populations in a fast-paced Operations or Manufacturing environment</li></ul><h2 class="jobSectionHeader">
PREFERRED QUALIFICATIONS</h2><ul><li>Master's degree or above</li><li>Experience sustaining HR programs during organizational change</li><li>Hands-on leadership style with deep business engagement to assess organizational health and anticipate talent needs</li><li>Data-driven approach with strong analytics skills to develop meaningful people metrics and implement effective solutions</li><li>Intellectual curiosity balanced with creative thinking, pragmatism, and ability to manage multiple priorities while advancing initiatives</li><li>Experience interfacing with executive leadership, demonstrating strong organizational and interpersonal skills</li></ul> 
Amazon is an equal opportunity employer and does not discriminate on the basis of protected veteran status, disability, or other legally protected status. 
 
Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit https://amazon.jobs/content/en/how-we-hire/accommodations for more information. If the country/region you&rsquo;re applying in isn&rsquo;t listed, please contact your Recruiting Partner. 
 
Our compensation reflects the cost of labor across several US geographic markets. The base pay for this position ranges from $60,900/year in our lowest geographic market up to $130,200/year in our highest geographic market. Pay is based on a number of factors including market location and may vary depending on job-related knowledge, skills, and experience. Amazon is a total compensation company. Dependent on the position offered, equity, sign-on payments, and other forms of compensation may be provided as part of a total compensation package, in addition to a full range of medical, financial, and/or other benefits. For more information, please visit https://www.aboutamazon.com/workplace/employee-benefits. This position will remain posted until filled. Applicants should apply via our internal or external career site.</div>

HR Partner, Kuiper

<div><h2 class="jobSectionHeader">DESCRIPTION</h2><div>
This is an on-site role based in Kirkland, WA and requires schedule flexibility for work hours to meet business needs and must be reachable for escalations outside standard hours on a rotational or as-needed basis. 
 
Have you ever wanted to be part of a team who is building industry changing technology? Project Kuiper is an initiative to launch a constellation of Low Earth Orbit satellites that will provide low-latency, high-speed broadband connectivity to unserved and underserved communities around the world.
 
Amazon is looking for a Sr. Human Resources Partner (HRP) to support the Project Kuiper organization. This role will be a member of the dynamic Core Services People eXperience and Technology (PXT) team. This team provides both strategic and hands on HR support to the business and is instrumental in restructuring HR functions, processes, and systems to deliver efficiency, effectiveness, and consistency by enhancing manager capabilities while maintaining employee experience. This HRP role will directly support the Production Operations organization within Kuiper. This is an on-site role based in Kirkland, WA and would sit at the site 100% of the time.
 
 
In this role, you will collaborate with senior leaders, HRBPs, and partner teams to innovate, implement, and deploy HR strategies from talent and performance management, compensation, employee relations and other HR functions across the organization you support. This role also has a special focus on leveraging listening mechanisms to proactively monitor and analyze employee sentiment trends, and provide regular sentiment updates and recommended actions to site leadership and HR Business Partners. To thrive, you will need a flexible skill set, including the ability to manage multiple scenarios utilizing HR expertise, consulting skills, and influence. You will also need to connect sentiment trends and other HR data to the bigger picture goals of the operation, while diving deep into the details, collaborating and consulting across teams. 
 
Key job responsibilities 
<ul><li>Leverage employee sentiment data and conduct regular Gemba Go See walks to advocate for employee needs, enhance engagement, and develop proactive strategies with leaders.</li><li>Partner with business leaders and cross-functional PXT teams (HRBPs, Employee Relations, Labor Relations) to align on employee engagement actions and execute site-specific programs.</li><li>Provide HR support, including consulting on talent management, performance management, compensation, and employee relations issues. Serve as first point of escalation for employee concerns.</li><li>Conduct workplace investigations and support employee queries with discretion and expertise, applying Amazon policies and high judgment.</li><li>Own and deliver site-specific people projects, including organizational design, workforce planning, business continuity planning, and skills assessment/development.</li><li>Set and review culture and talent goals with business leaders, creating and assessing action plans to address opportunities.
</li><li>Partner with GCER/HRBP to define ER/LR strategy for the Florida site.</li><li>Develop and implement PXT programs and policies that streamline the hourly employee experience.</li><li>Coach and guide business leaders to enhance their managerial capabilities and decision-making skills.</li><li>Collaborate with central teams to improve processes, influence product development, and implement mechanisms to achieve key business goals.</li><li>Evaluate and streamline HR structures, processes, and systems, identifying opportunities for centralization and standardization.</li><li>Develop and deliver training programs to upskill HR teams and promote adoption of new processes and systems.</li><li>Understand business priorities and translate them into high-impact work, leveraging HR expertise to positively impact business deliverables, efficiency, and profitability.
</li><li>Lead the design and execution of change management for HR initiatives, ensuring effective communication, stakeholder engagement, and successful adoption of new processes and systems.</li></ul></div><h2 class="jobSectionHeader"> 
BASIC QUALIFICATIONS</h2><ul><li>Bachelor's degree</li><li>5+ years of HR experience</li><li>Experience as an HR Generalist or Specialist in a fast-paced distribution or manufacturing environment</li><li>Export Control Requirement: Due to applicable export control laws and regulations, candidates must be a U.S. citizen or national, U.S. permanent resident (i.e., current Green Card holder), or lawfully admitted into the U.S. as a refugee or granted asylum.</li></ul><h2 class="jobSectionHeader">
PREFERRED QUALIFICATIONS</h2><ul><li>Master's degree or above</li><li>Experience prioritizing and managing multiple responsibilities</li><li>Proven ability to sustain HR and people programs during times of change</li><li>Hands-on leader who is continually and deeply engaged in the business to understand the current and future talent needs and to be able to provide insight on the health of the organization</li><li>Has a data driven approach with strong analytics and the ability to create the right people metrics and implement solutions to drive positive change</li><li>Possesses a mix of intellectual curiosity, creative thinking and pragmatism</li></ul> 
Amazon is an equal opportunity employer and does not discriminate on the basis of protected veteran status, disability, or other legally protected status. 
 
Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit https://amazon.jobs/content/en/how-we-hire/accommodations for more information. If the country/region you&rsquo;re applying in isn&rsquo;t listed, please contact your Recruiting Partner. 
 
Our compensation reflects the cost of labor across several US geographic markets. The base pay for this position ranges from $117,000/year in our lowest geographic market up to $193,400/year in our highest geographic market. Pay is based on a number of factors including market location and may vary depending on job-related knowledge, skills, and experience. Amazon is a total compensation company. Dependent on the position offered, equity, sign-on payments, and other forms of compensation may be provided as part of a total compensation package, in addition to a full range of medical, financial, and/or other benefits. For more information, please visit https://www.aboutamazon.com/workplace/employee-benefits. This position will remain posted until filled. Applicants should apply via our internal or external career site.</div>

HR Partner, Amazon International Stores

Al-Mansour Automotive

<div>
 
 
 The Opportunity:
 
 
 
 
 
 
 We are looking for an experienced and results-driven HR Business Partner to join our growing team. In this pivotal role, you will be a strategic partner to our business units, helping to drive our talent agenda and foster a high-performance culture. If you are passionate about HR and have a proven track record in talent management, talent acquisition, performance management, and account management, we encourage you to apply!
 
 
 
 
 
 
 What You'll Do:
 
 
 
 
 
 <ul>
 <li>
 Talent Management: Partner with leaders to develop and implement effective talent strategies, including succession planning, career development, and employee engagement initiatives.
 </li>
 </ul>
 
 
 
 <ul>
 <li>
 Talent Acquisition: Lead and support recruitment efforts, from sourcing and interviewing to onboarding, ensuring we attract and retain top talent for our automotive operations.
 </li>
 </ul>
 
 
 
 <ul>
 <li>
 Performance Management: Drive the performance management cycle, providing guidance and support to managers on goal setting, feedback, performance reviews, and development plans.
 </li>
 </ul>
 
 
 
 <ul>
 <li>
 Account Management: Serve as a trusted HR advisor and primary point of contact for assigned business units, understanding their unique needs and providing tailored HR solutions.
 </li>
 </ul>
 
 
 
 <ul>
 <li>
 Coach and advise leaders on a variety of HR topics, including employee relations, organizational design, and change management.
 </li>
 </ul>
 
 
 
 <ul>
 <li>
 Analyze HR metrics and data to identify trends and recommend solutions that improve business outcomes.
 </li>
 </ul>
 
 
 
 
 
 
 
 
 What You'll Bring:
 
 
 
 
 
 <ul>
 <li>
 Bachelor's degree in human resources, Business Administration, or a related field.
 </li>
 <li>
 3-5 years of progressive HR experience, preferably within the automotive industry or a fast-paced environment.
 </li>
 <li>
 Demonstrated expertise in Talent Management, including employee development, engagement, and retention strategies.
 </li>
 <li>
 Proven success in Talent Acquisition, with experience recruiting for diverse roles.
 </li>
 <li>
 Strong background in Performance Management, including designing and implementing performance review processes.
 </li>
 <li>
 Excellent Account Management skills, with the ability to build strong relationships and influence stakeholders at all levels.
 </li>
 <li>
 Exceptional communication (verbal and written), interpersonal, and presentation skills.
 </li>
 <li>
 Strong analytical and problem-solving abilities.
 </li>
 <li>
 Ability to work independently and collaboratively in a dynamic environment
 </li>
 </ul>
 
 
</div>

HR Business Partner

MillerKnoll

<div>
 
 Why join us?
 
 
 
 Our purpose is to design for the good of humankind. It&rsquo;s the ideal we strive toward each day in everything we do. Being a part of MillerKnoll means being a part of something larger than your work team, or even your brand. We are redefining modern for the 21st century. And our success allows MillerKnoll to support causes that align with our values, so we can build a more sustainable, equitable, and beautiful future for everyone.
 
 
 
 Job Description
 
 
 
 Job title -HR Business Partner
 
 
 Department - Global HR
 
 
 Location - IBU, India
 
 
 
 Job Summary
 
 
 
 An HR Business Partner is responsible for delivering on our company&rsquo;s strategy by building, retaining, and developing world-class talent across MillerKnoll&rsquo;s IBU teams. You will play an important role in building and fostering our growth and high-performance culture across diverse employee populations. Your role will be to act as a business partner to the employees and leaders by understanding their unique needs and business objectives and providing advice on human resource programs and practices in support of those objectives. You will be working with around 250 employees in IBU, India. This is an exciting opportunity to join a people focused growing business whilst also being a part of MillerKnoll global HR team.
 
 
 
 Why Join Us?
 
 
 
 Our purpose is to design for the good of humankind. It&rsquo;s the ideal we strive toward each day in everything we do. Being a part of MillerKnoll Group means being a part of something larger than your work team. We create places where people love to be, places that reflect who they are, places that truly matter to people. And our success allows the MillerKnoll Group to support causes that align with our values, so we can help create a more equitable and sustainable future for all.
 
 
 
 Inside the Job
 
 
 
 Your day-to-day work will involve:
 
 
 <ul>
 <li>
 The incumbent will be partnering with the Technology team with 250+ people
 </li>
 <li>
 Being a trusted partner and advisor to leaders
 </li>
 <li>
 Translating business goals into actionable people strategies for one or more teams
 </li>
 <li>
 Build and develop talent retention, attraction, and development stratergies in a fast pace.
 </li>
 <li>
 Manage employee grievances and engagement initiatives to to foster a culture of continuous improvement
 </li>
 <li>
 Partner with HR operations to ensure smooth employee lifecycle processes and consistent application of HR policies.
 </li>
 <li>
 Support leaders to manage exits, disciplinaries, investigations and other employee relations situations
 </li>
 <li>
 Learning and development &ndash; coach and support leaders and coordinate to identify the training need and work with talent team to provide development solutions.
 </li>
 <li>
 Partners closely with the rest of the global HR team to support cross group projects and leverage specialist functions as appropriate. Ensure smooth implementation of those projects locally
 </li>
 <li>
 Work with the leaders to facilitate high levels of employee engagement and increased employee retention, advocate MillerKnoll Culture
 </li>
 <li>
 Performs additional responsibilities as requested to achieve business objectives.
 
 
 </li>
 </ul>
 
 Company Requirements
 
 
 
 Health &amp; Safety; ensure that safe working practices are followed. Attend safety briefings, as requested. Take responsibility for your own, employees, contractors and visitor safety
 
 
 Compliance; ensure compliance with business systems, processes, certification schemes, regulations and legislation relevant to the scope of your role. Support internal quality controls and audits to demonstrate compliance.
 
 
 
 What You Bring
 
 
 
 Needed skills and experience for this role include:
 
 
 <ul>
 <li>
 Master&rsquo;s degree in human resources, Business Administration, or related field
 </li>
 <li>
 A minimum of 7 years of relevant work experience in Business partnering; experience with multinational corporations (MNCs) is preferred
 </li>
 <li>
 7 years progressive responsibility in a professional HR role with a proven track record of positive interaction with both leaders and employees
 </li>
 <li>
 Strong knowledge of Indian labor laws and global HR practices
 </li>
 <li>
 Experience with Human Resources Information Systems (HRIS) is a plus
 </li>
 <li>
 Demonstrated expertise in retention and employee grievance management
 </li>
 <li>
 Demonstrated experience in some or all of the other HR functions such as employee development, onboarding, employee relations
 </li>
 <li>
 Energy and drive to be part of a successful and growing business &ndash; able to consider the wider business context alongside the HR matters
 </li>
 <li>
 Able to work independently and take ownership as well as working as part of a broader global team
 </li>
 <li>
 The ability to analyze data with commitment to data accuracy
 </li>
 <li>
 Excellent interpersonal skills with a strong ability to work independently and collaboratively as a team player. self-motivated and driven to achieve goals.
 </li>
 <li>
 Ability to act as a highly effective negotiator with strong persuasion abilities and customer service skills while exhibiting an approachable work style, working exceptionally well with and respecting individuals at all levels of the organization.
 </li>
 <li>
 Ability to manage projects successfully through application of strong business acumen.
 </li>
 <li>
 Demonstrated ability to handle complex HR issues with tact, diplomacy, and confidentiality
 
 
 </li>
 </ul>
 
 Who We Hire
 
 
 
 Simply put, we hire everyone. Miller Knoll is comprised of people of all abilities, gender identities and expressions, ages, ethnicities, sexual orientations, veterans from every branch of military service, and more. Here, you can bring your whole self to work. We&rsquo;re committed to equal opportunity employment, including veterans and people with disabilities.
 
 
 
 Who We Hire?
 
 
 
 Simply put, we hire qualified applicants representing a wide range of backgrounds and abilities. MillerKnoll is comprised of people of all abilities, gender identities and expressions, ages, ethnicities, sexual orientations, veterans from every branch of military service, and more. Here, you can bring your whole self to work. We&rsquo;re committed to equal opportunity employment, including veterans and people with disabilities.
 
 
 MillerKnoll complies with applicable disability laws and makes reasonable accommodations for applicants and employees with disabilities. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact MillerKnoll Talent Acquisition at careers_help@millerknoll.com.
</div>

Woodward, Inc.

<div>Woodward is committed to creating a great workplace for all team members. Our company and its members are committed to acting with integrity, being respectful and accountable to one another, and staying humble and driven, while maintaining the highest professional and ethical standards.
We are steadfastly committed to attracting the best talent across our communities creating a rewarding workplace. Together we are fulfilling our purpose to design and deliver energy control solutions our partners count on to power a clean future.
Woodward supports our members&rsquo; wellbeing and regularly benchmarks with other companies in our industry to offer an extensive Total Reward package for this position. Salary will be determined by the applicant's education, experience, knowledge, skills, and abilities, as well as internal equity and alignment with market data.
HR Business Partner I Base Salary Range: Min: 61,500 Mid: 76,900 Max: $92,280
Senior HR Business Partner Base Salary Range: Min: 77,200 Mid: 96,500 Max: $115,200<ul><li>
All members included in annual cash bonus opportunity.<ul><li>
401(k) match (4.5%)</li><li>
Annual Woodward stock contribution (5%)</li><li>
Tuition reimbursement and Training/Professional Development opportunities for all members</li></ul></li><li>
12 paid holidays, including floating holidays.</li><li>
Industry leading medical, dental, and vision Insurance upon date of hire</li></ul><ul><li>
Vacation / Sick Time / Vacation Buy-up / Short Term Disability / Bereavement leave.</li><li>
Paid parental leave.</li><li>
Adoption Assistance</li><li>
Employee Assistance Program, including mental health benefits.</li><li>
Member Life &amp; AD&amp;D / Long Term Disability / Member Optional Life</li><li>
Member referral bonus</li></ul><ul><li>
Spouse / Child Optional Life / Optional AD&amp;D / Healthcare and Dependent Care Flexible Spending</li><li>
Voluntary benefits, including:</li></ul><ul><li>
Home / Auto Insurance discounts</li><li>
Whole Life Insurance / Critical Illness Insurance / Legal Assistance / Military Leave</li></ul>
An HR Business Partner (HRBP) is a strategic role within the human resources function that works closely with business leaders to align HR initiatives with organizational goals. Their responsibilities typically include:
Strategic Alignment: Partnering with senior leaders to understand business goals and develop HR strategies that support organizational objectives. Leadership Coaching: Acting as a trusted advisor to leaders, providing guidance on people management and leadership development. Workforce Planning: Collaborating with management to ensure the right talent is in place to meet future business needs, including succession planning and talent management. Data-Driven Decision-Making: Analyzing HR metrics and workforce data to provide insights and recommendations to business leaders. Change Management: Assisting in managing organizational changes, such as restructures or mergers, and ensuring employees adapt smoothly. Talent Development: Identifying training needs, designing development programs, and fostering career growth opportunities for employees. Performance Management: Supporting the design and implementation of performance appraisal systems, providing coaching to managers, and ensuring continuous employee development. Employee Relations: Acting as a consultant for managers and employees on HR policies, resolving workplace issues, and promoting a positive work environment. Compliance: Ensuring adherence to labor laws and HR policies while mitigating risks for the organization.
The HRBP role requires strong interpersonal, analytical, and consulting skills to drive organizational success.
How We Distinguish Between HR Business Partner 1 and Senior HR Business Partner
Strategic Focus:<ul><li>
HR Business Partner I focuses on supporting and updating strategic workforce plans, working with Talent Acquisition, and assisting in operational HR tasks.</li><li>
Sr HR Business Partner (HR Business Partner II) is responsible for developing and implementing HR strategies that align with organizational goals, with a greater emphasis on strategic planning and decision-making.</li></ul>
Talent Management:<ul><li>
HR Business Partner I supports Talent Acquisition by assisting with job descriptions, recruitment, and onboarding.</li><li>
Sr HR Business Partner leads talent management efforts, including identifying talent gaps, creating recruitment strategies, managing employee retention, and overseeing the performance management process.</li></ul>
Employee Relations:<ul><li>
Both roles address employee relations issues such as conflict resolution and disciplinary actions. However, HR Business Partner II is involved in more complex cases, including escalation procedures and ensuring a positive workplace environment.</li></ul>
HR Analytics:<ul><li>
HR Business Partner I supports administrative HR reporting and provides basic data analysis for decision-making.</li><li>
Sr HR Business Partner takes on a more advanced role in HR analytics, analyzing metrics, identifying trends, and providing actionable insights to senior management through dashboards and reports.</li></ul>
Leadership and Influence:<ul><li>
HR Business Partner I focuses on supporting HR initiatives and providing coaching to employees.</li><li>
Sr HR Business Partner demonstrates leadership by mentoring HR staff, influencing stakeholders, and negotiating with senior leaders to drive organizational change.</li></ul>
Compliance and Legal Oversight:<ul><li>
Both roles ensure compliance with labor laws, employment standards, and health and safety regulations. However, Sr HR Business Partner works closely with legal counsel to ensure policies are aligned with all applicable laws, indicating a deeper involvement in legal matters.</li></ul>
Skill Set and Experience:<ul><li>
HR Business Partner I requires foundational skills in HR operations, communication, and problem-solving, with an operational focus.</li><li>
Sr HR Business Partner requires advanced skills in strategic thinking, change management, data analysis, and leadership, reflecting a senior-level role with broader responsibilities.</li></ul>
Application window is anticipated to close 30 days from original posting date.
This information is provided in compliance with the Colorado Equal Pay for Equal Work Act and is the company&rsquo;s good faith and reasonable estimate of the compensation range and benefits offered for this position. The compensation offered to the successful applicant may vary based on factors including experience, skills, education, location, and other job-related reasons.
This position requires use of information which is subject to the International Traffic in Arms Regulations (ITAR) and/or the Export Administration Regulations (EAR). All applicants must be U.S. Persons within the meaning of the ITAR and EAR, or eligible to obtain all required authorizations from the U.S. Department of State and/or the U.S. Department of Commerce. The ITAR defines a U.S. Person as a U.S. citizen or national, lawful permanent resident (i.e., 'Green Card holder'), or a protected person (e.g., asylee, or refugee).
Woodward is an equal opportunity employer and does not discriminate in hiring or employment on the basis of race, color, religion, sex (including sexual orientation and gender identity), national origin, age, disability, protected veteran status, or any other category protected under federal, state, or local laws.</div>

HR Business Partner/Senior HR Business Partner

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