Overview:
The HR Business Partner will play a dual role in collaborating with senior leaders to identify, develop and deploy talent strategies to drive regional, divisional, team or functional strategies for growth. This role will also play a critical role in leading enterprise-wide HR projects.
This role will be responsible for developing and executing human capital strategies and activities that enable business growth, innovation, and overall organizational effectiveness. Additionally, the HR Business Partner will be responsible for driving corporate led initiatives with the team and communicating how these programs fit within the overall business and HR strategy. This HRBP must be able to communicate with senior leaders, collaborate across boundaries and geographies and collaborate and influence colleagues across the business and the broad HR team. This role will regularly need to align and collaborate with global organizations, the regional HR teams and other internal HR Centers of Expertise including talent acquisition, talent management and Total Rewards.
This role will be based out of our Milford, MA Headquarters and will be a hybrid role (3 days per week on site - Tues-Thurs)
Responsibilities:
Talent Strategy & Management
* Deeply understands current and future talent within assigned business area or function.
* Spends time with top talent and ensures top players are deployed effectively while addressing low performance.
* Continually develops, monitors, and updates workforce plans in partnership with business leaders, talent management, and talent acquisition to ensure robust internal and external pipelines.
Enterprise Project Leadership
* Leads or supports large-scale, high-impact global projects including mergers & acquisitions, organizational restructurings, and other transformation initiatives.
* Applies strong project management skills to drive planning, execution, stakeholder alignment, risk mitigation, and change management.
* Ensures alignment of HR strategies and processes with business outcomes during complex transitions.
Leadership Development & Succession Planning
* Proactively consults with VP or Sr. Director HR and business leaders on organization design, succession planning, and leadership development.
* Facilitates leadership and team development efforts, identifying and addressing capability or effectiveness gaps.
Business Partnership & Change Leadership
* Viewed as a trusted business partner, change agent, and member of the leadership team.
* Provides strategic counsel and coaching to leadership, managing the overall HR-business relationship.
* Anticipates market trends and leverages best practices and insights from HR Centers of Excellence (COEs) to shape the HR agenda.
Cross-Functional Collaboration
* Collaborates with HR domains outside of HRBP (e.g., Total Rewards, Talent Acquisition, DEI, Employee Relations) to deliver integrated solutions.
Organizational Effectiveness
* Drives initiatives that enhance organizational performance, agility, and culture.
* Partners with leaders to design and implement structures that support business strategy and future growth.
Qualifications:
Qualifications:
* Undergraduate degree and 8+ years of relevant experience
* Proven ability to proactively translate changing business objectives to effective HR strategies; specific experience needed in Organization Design, Talent Management, Diversity & Inclusion and Change Management
* Demonstrated ability to develop, monitor and respond to HR and financial metrics. Able to utilize HR metrics and analytics to partner with business leaders.
* Demonstrated ability to lead large cross-functional global HR programs including M&A and enterprise restructuring.
* Strong business acumen with demonstrated ability to understand business goals and objectives.
* Demonstrated ability to drive broad complex projects to successful completion.
* Excellent analytical and problem-solving approaches
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