hr strategic partner

Genius HRTech Dubai

<ul><li><p>One of the leading F<b>ashion e-commerce companies</b> in the GCC is looking for a dynamic and experienced <b>HR Business Partner (HRBP)</b> to join the team in <b>Dubai</b>.</p>
 <p><b>Location:</b> Dubai</p>
 <p><b>Type:</b> Full-Time</p>
<p><b>Job Summary:</b><br>
As the HR Business Partner (HRBP) specializing in Talent Management, Learning &amp; Performance, you will work closely with business leaders, managers, and employees to build and execute HR strategies that support the company's growth. Your primary focus will be to drive a high-performance culture, support leadership development, and ensure that our talent management and learning processes are aligned with business goals.Talent Management</p>
<ul><li>Key Responsibilities:<br>
Talent Management:<br>
Talent Acquisition &amp; Retention: Collaborate with talent acquisition teams to attract top talent across the fashion eCommerce business, ensuring alignment with our values and strategic goals. Drive the campus recruitment program.<br>
Succession Planning: Lead efforts to identify high-potential talent and develop succession plans for key leadership roles.<br>
Employee Engagement: Drive initiatives that improve employee satisfaction, retention, and engagement through talent development programs, career growth opportunities, and recognition.<br>
Learning &amp; Development:<br>
Training Programs: Design and implement company-wide learning and development programs focused on both soft skills (e.g., leadership, communication) and technical skills (e.g., data analytics, eCommerce technologies) along with IDPs.<br>
Leadership Development: Develop tailored leadership programs to build the capabilities of current and future leaders within the organization.<br>
Onboarding &amp; Continuous Learning: Oversee a comprehensive onboarding process for new employees and establish continuous learning frameworks for ongoing personal and professional growth.<br>
<b>Performance Management:</b><br>
Performance Appraisal System: Manage the performance review process, ensuring it is transparent, objective, and linked to business goals. Provide coaching and feedback to managers on conducting effective performance evaluations.<br>
Goal Setting &amp; KPIs: Work with managers to set clear, measurable goals and KPIs for employees, ensuring alignment with company objectives and driving accountability.</li>
<li><br>
Employee Feedback &amp; Development: Use performance data to identify trends and areas for improvement, creating targeted development plans for employees and leaders alike.<br>
<b>Organizational Development:</b><br>
Culture &amp; Diversity: Champion a positive, inclusive, and high-performance work culture that aligns with the company&rsquo;s values and diversity goals.<br>
Change Management: Partner with business leaders to manage organizational change effectively, helping employees navigate transitions and adjust to new processes and technologies.<br>
Collaboration with Leadership: Act as a trusted advisor to business leaders on people strategies, talent gaps, and organizational effectiveness.<br>
<b>Qualifications:</b><br>
<b>Education:</b><br>
Master&rsquo;s degree in Human Resources, Business Administration, Organizational Development, or a related field.<br>
<b>Experience:</b><br>
8+ years in a business partner or strategic HR role.<br>
Demonstrated experience in Talent Management, Learning &amp; Development, and Performance Management in a fast-paced, eCommerce, or retail environment.<br>
Previous experience in fashion eCommerce or similar consumer-focused industries is highly preferred.<br>
Proven track record of designing and implementing talent management and performance systems that drive business outcomes.<br>
Technical Skills:<br>
Strong proficiency in HRIS (Human Resources Information Systems) and performance management tools (e.g., Workday, SuccessFactors).<br>
Knowledge of learning management systems (LMS) and e-learning platforms.<br>
Familiarity with data analysis to track performance metrics and analyze trends (Excel, Power BI, etc.).<br>
Soft Skills:<br>
Strong interpersonal and communication skills with the ability to build relationships across all levels of the organization.<br>
Ability to influence leadership and drive change, with a keen understanding of business objectives.<br>
High emotional intelligence, problem-solving ability, and coaching skills.<br>
Ability to think strategically and execute tactically in a fast-paced, ever-changing environment.<br>
Passion for fashion and an understanding of the fashion eCommerce space.</li></ul></li></ul>

HRBP -GCC

TeamHealth

<div><div><div><b>TeamHealth</b> is proud to be the leading physician practice in the U.S. providing exceptional patient care, together. <b>TeamHealth has been recognized by Newsweek as one of </b><b>America&rsquo;s Greatest Workplaces in Health Care for 2025</b><b> </b>&ndash; Becker&rsquo;s Hospital Review names TeamHealth among the top 150 places to work in healthcare. We continue to grow across the U.S. from our Clinicians to Corporate Employees. Join Us!<br>
<br>
<b>OVERVIEW:</b><br>
<br>
The Sr HR Consultant acts as a strategic business partner to leadership. The Sr HR Consultant will work with leaders to understand how HR can improve business outcomes to support the organization&rsquo;s strategic direction and long-term goals. This position oversees various areas of Human Resource including associate relations, recruitment life cycle, and associate development. This position also supports the team manager and may perform management duties in the manager&rsquo;s absence.
<br>
<br>
<b>ESSENTIAL DUTIES AND RESPONSIBILITIES:</b><br>
<ul><li>Provides consultative advice and acts as a strategic business partner to business leaders to address issues affecting the business, including mitigating risk and managing situations that result in the best possible outcomes for TeamHealth and its associates</li>
<li>Conducts thorough associate relations investigations, managing highly confidential information with discretion, and delivers clear, actionable recommendations to leadership to guide decision‑making and ensure compliance</li>
<li>Partners with management to create succession plans and processes for ensuring optimal staffing</li>
<li>Identifies change initiatives and mitigates resistance by proactively partnering with leadership to establish clear communication and expectations of change</li>
<li>Provides guidance with start-ups and M&amp;A activities</li>
<li>Collaborates with HR Director and Manager to lead strategic initiatives, such as but not limited to associate and clinician engagement initiatives, succession planning, performance reviews, merit and bonus process. Identifies and provides short and long-term plans for improvement activities that ensure efficiency in business processes</li>
<li>Provides associates and leadership expertise regarding HRIS, corporate compliance, worker&rsquo;s compensation, leaves of absence, HIPAA, regulatory compliance, ERISA, OSHA, FLSA, ADA, FMLA, COBRA, EEOC/DOL, policies and procedures, as well as applicable federal and state laws</li>
<li>Coordinate and assist with leaves of absence by notifying associates of appropriate contacts, tracking leave status, and submitting required information to relevant departments to ensure compliance and continuity</li>
<li>May guide HR consultants with difficult associate relations issues, including providing sound advice regarding progressive discipline, suspension and termination decisions</li>
<li>Identifies changes in legal requirements and provides training and updates to HR staff and business leaders to help reduce legal risks and ensure regulatory compliance. Partners with legal department as needed</li>
<li>Monitors the tracking of pertinent employment and HRIS information to ensure accurate employee record keeping</li>
<li>Works with HR leadership to develop, review and communicate HR policies and procedures.</li>
<li>Identifies training needs and develops and facilitates various training and development projects to meet those needs. Creates measurable goals for training and monitors these goals to ensure the training objectives are met. Provides recommendations for changes if objectives are not met</li>
<li>Develops relationships with HR Service Center, Benefits, Compensation, HR Recruitment team, and HRIS to ensure efficient business operations</li>
<li>Identifies HR data and analytics needed by business leaders to help make informed decisions to support organizational goals and objectives</li>
<li>Proactively partners with and develops relationships with other departments to understand, resolve, and remove barriers that affect the department or associates</li></ul><br>
<p><b>
Job Requirements:</b></p>
<div><b>
QUALIFICATIONS / EXPERIENCE:</b>
<ul><li>Bachelor&rsquo;s degree in business, human resources or related field required</li>
<li>Minimum 7 years of experience in multiple and complex human resources related functions required</li>
<li>Previous multi-state healthcare experience preferred</li>
<li>Demonstrated experience working with AI and multiple HRIS systems, including Workday, to support HR operations and data management preferred</li>
<li>PHR or SPHR certification preferred.<br>
SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) preferred</li>
<li>Excellent analytical skills</li>
<li>Good organizational skills and attention to detail</li>
<li>Ability to manage multiple tasks and deadlines</li>
<li>Ability to adapt to rapid change; pivoting easily</li></ul><br>
<div></div>
</div>
</div><div><div>Get job alerts by email. <b>Sign up now!</b><b>
</b><p></p>
</div><div></div><div><div>Job Snapshot</div>
<div><h4 class="jobSectionHeader"><b>Employee Type</b></h4>
Full-Time
</div><div><h4 class="jobSectionHeader"><b>Location</b></h4>
Knoxville, TN (Onsite)
</div><div><h4 class="jobSectionHeader"><b>Job Type</b></h4>
Human Resources
</div><div><h4 class="jobSectionHeader"><b>Experience</b></h4>
Not Specified
</div><div><h4 class="jobSectionHeader"><b>Date Posted</b></h4>
03/03/2026
</div></div></div></div><div><div><div><div><h3 class="jobSectionHeader"><b>Apply to this job.</b></h3>
Think you're the perfect candidate?</div></div></div></div></div><p></p>

Sr. HR Consultant

Henkel

<div>
 <strong>
  About this Position
 </strong>
 To serve as a strategic HR leader and transformation enabler within the manufacturing plant, aligning HR initiatives with Henkel&rsquo;s global strategy. The HRBP will lead the implementation of the People Capability Program, drive cultural transformation, workforce development, and operational excellence, ensuring the plant is future-ready and aligned with Henkel&rsquo;s standards.
 <br/>
 <br/>
 <strong>
  What You&acute;ll Do
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Lead capability building across shop floor and leadership roles through functional competencies, transformational leadership, and high-performing teams programs.
  </li>
  <li>
   Drive workforce planning, upskilling, career pathing, and succession to meet current and future business needs.
  </li>
  <li>
   Champion Henkel&rsquo;s ACT culture, leadership commitments, employee listening, and DEI initiatives to strengthen engagement and inclusion.
  </li>
  <li>
   Strengthen the Employer Value Proposition for production roles and partner with hiring teams to improve recruitment outcomes.
  </li>
  <li>
   Ensure safe, compliant work environments and promote health, safety, and wellbeing programs for production employees.
  </li>
  <li>
   Support pays equity and adequate living wage principles in collaboration with compensation teams.
  </li>
  <li>
   Drive adoption of digital HR tools while ensuring data accuracy and insights. Best Practice &amp; Knowledge Sharing: Enable cross-site knowledge sharing and contribute to Henkel&rsquo;s best practice standards.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  What makes you a good fit
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Bachelor&rsquo;s degree in human resources, business Administration, or a related field. Master&rsquo;s degree or professional HR certification (e.g., SHRM, CIPD) preferred
  </li>
  <li>
   Minimum of 5 years of progressive HR experience, including at least 2 years in a manufacturing or industrial environment
  </li>
  <li>
   Proven experience in leading capability development or transformation initiatives is a strong advantage
  </li>
  <li>
   Strong facilitation and project management capabilities
  </li>
  <li>
   Ability to influence, build trust, and engage stakeholders across all organizational levels
  </li>
  <li>
   Solid knowledge of labor laws, compliance requirements, and social sustainability standards
  </li>
  <li>
   Actively contribute as a member of the plant site leadership team
  </li>
  <li>
   Maintain a visible and proactive presence on the shop floor
  </li>
  <li>
   Serve as a cultural ambassador and strategic advisor to plant leadership
   <br/>
   <br/>
  </li>
 </ul>
 At Henkel, we come from a broad range of backgrounds, perspectives, and life experiences. We believe the uniqueness of all our employees is the power in us. Become part of the team and bring your uniqueness to us! We look for a diverse team of individuals who possess different backgrounds, experiences, personalities and mindsets.
 <br/>
 <br/>
</div>


HR Business Partner - Riyadh, KSA

Asante

<div><p><b>SR HR Business Partner (Human Resources)</b>
</p><p></p><p><b>Additional Position Details: FTE: 1.000000 | Full Time | Primarily Mon - Fri / 8AM - 5PM | This is an onsite position</b></p><p>
</p><p><b>Starting wage for this exempt position is: $94,140.80-$129,459.20<br>
</b></p><p></p><br>
<h4 class="jobSectionHeader"><b>Position Summary</b></h4>
<p>The <b>Senior HR Business Partner </b>serves as a strategic consultant and trusted advisor to organizational leaders, aligning human resources strategies with business goals. This role focuses on workforce planning, succession planning, leadership development, performance management, organizational effectiveness, and change management. The Sr. HRBP plays a key role in driving leadership capability, fostering employee engagement, and supporting a high-performance culture aligned with the organization's mission and strategic priorities.</p>
<h4 class="jobSectionHeader"><b>Qualifications</b></h4>
<p><b>Education
</b></p><p></p><ul><li>A bachelor's degree is required</li><li>
A master's degree is preferred</li></ul><p></p>
<p><b>Experience
</b></p><p></p><ul><li>Minimum 7 years of professional-level experience, which provides knowledge of Human Resources function, business practices, organizational structure, and employee and labor relations practices, is required</li></ul><p></p>
<p><b><i>Preferred </i></b><b>Certifications</b></p>
<p></p><ul><li>PHR: Professional in Human Resources certified by HRCI</li><li>
SHRM-CP: Society for Human Resources Management Certified Professional</li><li>
SHRM-SCP: Senior Certified Professional
</li><li>SPHR: Senior Professional in Human Resources</li></ul><h4 class="jobSectionHeader"><b>
Total Rewards
</b></h4><p></p><p>We offer a comprehensive Total Rewards package designed to support your well-being and professional growth, including:</p><p></p><ul><li><b>
Competitive Pay:</b> Hourly and salaried positions earn market-based compensation.</li><li><b>
Health &amp; Wellness: </b>Medical, dental, and vision coverage for part-time and above employees and their eligible dependents beginning within 30 days of hire.</li><li><b>
Retirement Savings: </b>Employer-sponsored retirement plan with company contribution and match.</li><li><b>
Paid Time Off: </b>Generous ETO for part-time and above employees.</li><li><b>
Professional Development:</b> Continue to enhance your education through our tuition reimbursement and tuition repayment program</li><li><b>
Additional Benefits: </b>Life insurance, disability coverage, and employee assistance programs.</li></ul><p></p><p>
At Asante, we are guided by our values:
</p><p><b>Excellence - Respect - Honesty - Service - Teamwork</b></p><p>
</p><p><i>Asante is proud to be an Equal Opportunity Employer. We are committed to creating a diverse and inclusive workplace and to employing and advancing qualified individuals of all backgrounds, including women, minorities, individuals with disabilities, and protected veterans.</i></p></div><p></p>

SR HR Business Partner (Human Resources)

ARCXIS

<div>Description:
<p><b>
Location:</b> Las Vegas, NV or Westlake Village, CA. This will be a hybrid role (4 days in office and 1 day remote).</p><p><b>
Company Overview:</b></p><p>
ARCXIS (Houston, Texas), is the largest provider of inspection, design, engineering, and quality assurance services for the U.S. residential construction industry. Formerly known as DPIS Builder Services, Ei Companies, Post-Tension Solutions, Ensign Building Solutions Home Energy Division, and Building Energy, ARCXIS brings together hundreds of years of expertise and experience under a single brand serving builders in over half of the states spanning the continental United States.</p><p>
The ARCXIS group of companies also includes ABCO Construction Services, LLC (Centennial, Colorado) and structural engineering firm United Structural Consultants (Houston, Texas). Both ABCO and USC service the multi-family, multi-use, and commercial sectors of the construction industry.</p><p>
ARCXIS is majority owned by Saw Mill Capital, LLC (Briarcliff Manor, New York). Visit us online at www.arcxis.com.</p><p><b>
Position Overview:</b><br>
ARCXIS is seeking a strategic Human Resources Business Partner (HRBP) to drive human capital initiatives that directly support our continued growth across the U.S., including employees in 24 states. This role serves as a critical link between Human Resources and business operations, acting as a trusted advisor to leaders, coaching managers, and enhancing the employee experience to improve engagement, productivity, and retention.</p><p><b><br>
Key Responsibilities:</b></p><ul><li><b><br>
Strategic Advisory:</b> Partner with department leaders to align people strategies with business objectives. Provide guidance on organizational design, workforce planning, leadership development, and change management to support operational effectiveness and scalability.</li><li><b>
Talent &amp; Performance Management:</b> Lead performance management initiatives, promoting continuous feedback, manager effectiveness, and career development. Support succession planning and talent development to build and sustain a strong leadership and talent pipeline.</li><li><b>
Data-Driven Decision Making:</b> Analyze workforce trends, including turnover, retention, engagement, and performance metrics. Use data and insights to identify risks, recommend solutions, and proactively support organizational health and effectiveness.</li><li><b>
Employee Relations &amp; Culture:</b> Manage complex employee relations matters, conducting fair, thorough, and objective investigations. Provide coaching to leaders and employees, and foster a culture of accountability, trust, inclusion, and high performance.</li><li><b>
Compliance &amp; Risk Management:</b> Ensure compliance with all federal, state, and local employment laws and regulations. Provide policy guidance, mitigate organizational risk, and support a compliant, safe, and respectful workplace.</li></ul>
Requirements:
<ul><li>Bachelor&rsquo;s degree in HR or related field.</li><li>
3-5+ years of progressive HR experience, with 2+ years in an HRBP or advisory capacity.</li><li>
Experience in construction, engineering, or a similar industry supporting field employees is strongly preferred.</li><li>
Proficiency in HRIS and Microsoft Office Suite.</li><li>
Strong analytical skills, ability to interpret data into action.</li><li>
Federal and multi-state knowledge of employment regulations.</li></ul><p></p><p><b><br>
Benefits:</b></p><ul><li>
401(k)</li><li>
401(k) matching</li><li>
Dental insurance</li><li>
Employee assistance program</li><li>
Health insurance</li><li>
Health savings account</li><li>
Life insurance</li><li>
Paid time off</li><li>
Tuition reimbursement</li><li>
Vision insurance</li></ul><p>
 <b>Compensation</b></p><ul><li>
$60,000 &ndash; $70,000 annually (Compensation is commensurate with experience, qualifications, skills, and geographic location.)</li></ul></div>

HR Business Partner

Spencer Stuart

<div><div>This newly created role reflects our firm&rsquo;s strategic commitment to investing in our people. The Talent Partner will play a central role in fostering high-performing teams, enabling us to attract, develop, and retain top talent in alignment with our business goals.</div><div></div><div>
Success in this role hinges on strong partnerships - working hand-in-hand with Practice Leaders to align client needs and practice strategy with tailored talent solutions. It is designed to foster strong partnerships across the organization - particularly with Practice and Firm Leaders - to co-create and implement a cohesive talent strategy that supports growth, innovation, and performance.</div><div></div><div>
By championing team development and aligning talent initiatives with our strategic priorities, the Talent Partner will help strengthen our employee value proposition and cultivate a culture of shared success. This role is not just about HR&mdash;it&rsquo;s about enabling leaders to build high-performing, engaged teams that thrive together in pursuit of the firm&rsquo;s goals.</div><div></div><div>
The skill set for this position includes people leadership and capability building, strong strategic thinking, collaboration and influence, and assessment judgment applied to evaluating performance, business experiences and professional capabilities. Successful candidates for the position will have strong project management skills, a results orientation and rigorous attention to details. They will be a champion for people development and have the intellect and interpersonal skills to succeed in an environment that is both high performing and relationship-driven.</div><div></div><div>
KEY RELATIONSHIPS</div><div>
Reports to</div><div>
VP of Human Resources</div><div></div><div>
Other key relationships</div><div>
Practice Leaders (Global and Regional)</div><div>
Human Resources Team</div><div>
Learning &amp; Development Team</div><div>
Talent Acquisition Team</div><div>
Consultants</div><div>
Senior Associates, Associates, Senior Analysts, and Analysts</div><div>
Executive Engagement Administrators</div><div></div><div>
KEY RESPONSIBILITIES</div><div><i>
Leadership Advisor</i></div><ul><li><div>
Serve as a strategic advisor to leadership on people and talent matters</div></li><li><div>
Monitor key people metrics and provide insights to leadership.</div></li><li><div>
Leverage data for decision-making around talent and people.</div></li><li><div>
Serve as the go-to person for any personnel issues, asking for guidance and help as needed.</div></li></ul><div><i>
Onboarding and Development</i></div><ul><li><div>
Serve as partner to the Talent Acquisition team, interview final candidates and oversee offer decision process for Associates and Analysts.</div></li><li><div>
Play a key role in building integration plans for Associate, Analyst and Consultant new hires and ensure they benefit from mentoring and support for the first year.</div></li><li><div>
Identify ongoing learning and development needs of cohort and partner with peers and Learning and Development team to build appropriate content.</div></li><li><div>
Facilitate mid-year and annual performance reviews, including 360 colleague feedback and compensation.</div></li><li><div>
Continue to improve clarity, transparency, and consistency in promotion processes, in alignment with talent strategy.</div></li></ul><div><i>
Resource Management</i></div><ul><li><div>
Provide leadership and support to Consultants on team structures, individual development feedback, and coaching.</div></li><li><div>
Understand the developmental goals of individual team members; increase focus on delivering consistent and objective feedback.</div></li><li><div>
Partner with Practice Leadership to ensure career development needs are met through opportunities to work on assignments, and participate in internal firm initiatives and cross-functional training.</div></li></ul><div><i>
Culture and Engagement</i></div><ul><li><div>
Understand group morale through individual and team conversations; help lead the development and implementation of initiatives to increase engagement.</div></li><li><div>
Know the skills needed to build effective engagement/project teams and be able to coach and advise others.</div></li><li><div>
Drive team connectivity within the practice and across the Associate and Analyst cohort.</div></li><li><div>
Foster an inclusive environment. Lead efforts to ensure inclusion and equity through mentorship, career development, and community building.</div></li><li><div>
Work within the matrix structure across geographies and practices. Act as a liaison to leadership on relevant issues.</div></li><li><div>
Be an early adopter of new technology and create opportunities for others to learn.</div></li><li><div>
Understand the talent implications of AI and provide support to help colleagues adapt to new ways of working.</div></li></ul><div></div><div>
IDEAL EXPERIENCE</div><ul><li><div>
10+ years of business experience, ideally in a talent management role within a professional services firm or relevant corporate environment.</div></li><li><div>
Demonstrates interest and aptitude in providing career development leadership. Ideally has experience leading talent-related processes.</div></li><li><div>
Experience in capacity planning and resource management is ideal. Demonstrates ability to balance client needs and individual development needs, as well as aggregate understanding of capacity planning dynamics.</div></li><li><div>
Has broad, comprehensive understanding of Human Resources functions.</div></li><li><div>
Experience working in a high performance, fast-paced environment in a role where multiple projects and competing demands are the norm.</div></li><li><div>
Strong academic credentials. An MBA or graduate degree in a relevant field is additive but not required.</div></li></ul><div><br>
CRITICAL CAPABILITIES FOR SUCCESS</div><div>
Collaboration</div><ul><li><div>
Developing strong relationships and rapport with the full range of colleagues and building trust-based relationships with various constituents.</div></li><li><div>
Open to trying new approaches and learning from different sources.</div></li><li><div>
Focusing on shared goals, prioritizing the goals of the team or firm over personal agendas and taking accountability for achieving shared agendas.</div></li><li><div>
Adjusting approach based on the situation, encouraging experimentation and learning from both successes and failures.</div></li><li><div>
Empowering teams by providing autonomy, resources, and support, ultimately leading to increased engagement, innovation, and better outcomes .</div></li><li><div>
Being authentic and trustworthy, an active listener and learner, interested in engaging with colleagues and other stakeholders, bringing good judgment, objectivity, and humanity to interactions.</div></li><li><div>
Being able to solicit and consider different perspectives into their problem solving and also demonstrate courage of conviction and willingness to push back when appropriate.</div></li></ul><div>
Advising Leaders</div><ul><li><div>
Proven ability to operate as a strategic thought partner to senior executives.</div></li><li><div>
Ability to be in the &ldquo;first seat,&rdquo; seen as credible.</div></li><li><div>
Can participate credibly in discussions about leadership/talent/practice dynamics .</div></li><li><div>
Ability to leverage expertise; insight- driven.</div></li><li><div>
Credibility with senior leaders through fluency in organizational structure and dynamics (e.g., governance, corporate finance, ownership structure) and industry/functional dynamics; business acumen to be able to have broad-based business discussions.</div></li></ul><div>
Building People Capabilities</div><ul><li><div>
Modeling a passion for quality professional services and building trust-based relationships with team members.</div></li><li><div>
Embodying firm values and displaying cultural awareness, inclusion, and sensitivity in each interaction with colleagues; embodying further development of a learning culture by celebrating stretch efforts and encouraging constructive feedback and reflection.</div></li><li><div>
Actively soliciting input/feedback and being a resource, coach, and sounding board.</div></li><li><div>
Acting with impeccable judgment and discretion in dealing with confidential, potentially sensitive issues related to performance or personal challenges.</div></li></ul><div>
Strategic Thinking</div><ul><li><div>
Demonstrating an understanding of the practice talent strategy and translating that strategy into effective, creative, and efficient approaches.</div></li><li><div>
Evolving processes and suggesting new ideas through creative thinking, analysis, reflection, knowledge of competition, and engagement of colleagues.</div></li><li><div>
Displaying the highest level of judgment on performance/development assessments and career development paths, communicating directly with individuals regarding opportunities for improvement and growth.</div></li></ul><div>
Project Management</div><ul><li><div>
Having strong attention to detail while maintaining big picture thinking and a sense of urgency, particularly when it comes to engaging with teams and individuals on staffing and resource management.</div></li><li><div>
Balancing multiple priorities with high quality results; leading seamless talent processes and communicating effectively with multiple stakeholders.</div></li></ul><div></div><div><i>
The base compensation range for this position is $200,000-240,000 per year. The actual base compensation offered within this range will be dependent on the individual&rsquo;s skills, experiences, and qualifications. This position will be eligible to participate in our annual discretionary bonus program.</i></div><div></div><div>
Spencer Stuart also offers a competitive benefits package, which includes:</div><ul><li><div>
Retirement savings plan with discretionary profit sharing contribution and employer match;</div></li><li><div>
PTO (minimum 15 days per year, increases with tenure), paid sick time (10 days per year), company holidays (12 days per year), and paid leaves of absence when applicable;</div></li><li><div>
Comprehensive health benefits, including medical, dental, and vision insurance, and healthcare flexible spending account;</div></li><li><div>
Life Insurance, and short-term and long-term disability insurance;</div></li><li><div>
Wellness benefits, including an employee assistance program, virtual mental health program, and mindfulness program; and</div></li><li><div>
Voluntary benefit options, including supplemental life insurance, identity theft protection, and whole life insurance with long-term care and critical illness coverage.</div></li></ul><div><i>
Spencer Stuart is a proud equal opportunity and affirmative action employer. We are committed to non-discrimination without regard to actual or perceived race, ethnicity, creed, color, religion, gender (including pregnancy, childbirth or related medical conditions), national origin, immigration status, ancestry, age, marital status, protected veteran status, physical or mental disability, medical condition, genetic information, sexual orientation, gender identity, or any basis prohibited under applicable federal, state or local law.</i></div></div>

Talent Partner

Motion

<div><p><b>SUMMARY:</b></p><p>
The Sr HR Business Partner serves as a strategic partner and consultant to assigned business unit(s), and Human Resources support functions regarding human resources and organizational issues. The areas of expertise include, but are not limited to: Human Resources programs, policy, and procedure interpretation and implementation, employee relations, talent development, compensation, benefits and recruitment. This position may act as a mentor to lower level employees.</p><p></p><p>
This is a hybrid role.</p><p></p><p><b>
JOB DUTIES</b></p><ul><li>
Serves as the first point of contact for people-related questions and concerns ensuring outstanding customer focus by delivering value-added, best in class Human Resources support.</li><li>
Provides business partnership, thought partnership, and coaching to all levels of assigned business unit(s).</li><li>
Leads employee relation investigations, including harassment and ethics complaints, and works with business unit leaders to resolve issues.</li><li>
Coaches supervisors and managers on how to effectively address internal employee relations issues. Organizes and maintains compliance policies in preparation for investigations.</li><li>
Works with managers to identify training needs, partners with centralized HR teams to leverage resources, and identifies opportunities to localize content and delivery.</li><li>
Assists with performance management reviews and employee engagement surveys throughout the year.</li><li>
Interprets and advises on human resources policies and procedures to ensure employment laws, standards, or regulations to are followed and applied accordingly.</li><li>
Integrates and partners with HR centers of excellence (COEs) in Talent Acquisition, Learning &amp; Development, and Compensation to implement solutions and help scale the business.</li><li>
May act as a mentor to lower level employees.</li><li>
Performs other duties as assigned.</li></ul><p></p><p><b>
EDUCATION &amp; EXPERIENCE</b></p><p>
Typically requires a bachelor's degree and five (5) to seven (7) years of related experience or an equivalent combination.</p><p></p><p><b>
KNOWLEDGE, SKILLS, ABILITIES</b></p><ul><li>
Proficient with Microsoft Office Suite.</li><li>
Effective communication and critical thinking skills.</li><li>
Demonstrates empathy and experience driving inclusion work.</li><li>
Demonstrated experience learning and thriving in a constantly changing environment and to cultivate relationships across teams.</li><li>
Strong analytical and problem-solving skills.</li><li>
Up to 25% travel is required</li></ul><p></p><p><b>
COMPANY INFORMATION:</b></p><p>
Motion offers an excellent benefits package which includes options for healthcare coverage, 401(k), tuition reimbursement, vacation, sick, and holiday pay.</p><p></p><p>
Not the right fit? Let us know you're interested in a future opportunity by joining our Talent Community on jobs.genpt.com or create an account to set up email alerts as new job postings become available that meet your interest!</p><p></p><p>
GPC conducts its business without regard to sex, race, creed, color, religion, marital status, national origin, citizenship status, age, pregnancy, sexual orientation, gender identity or expression, genetic information, disability, military status, status as a veteran, or any other protected characteristic. GPC's policy is to recruit, hire, train, promote, assign, transfer and terminate employees based on their own ability, achievement, experience and conduct and other legitimate business reasons.</p></div>

Senior HR Business Partner

Search 10000+ Hr strategic partner jobs near you this March. New roles added regularly across leading industries. Apply today.