A fast-paced, innovative and dynamic organization is seeking a highly strategic, driven, and progressive HR Business Partner (HRBP) to join the team, based out of New York. Reporting to the Head of Global Business Partnering, this role will be the lead partner for our Engineering Product & Technology business groups.   

This is both a strategic and hands-on role, expected to collaborate and influence at all levels of the organization. With a large focus on business transformation and change management. The HRBP will partner closely with the other Centers of Excellence such as Employee Relations, Talent Acquisition, Talent Development, People Operations, Finance and Legal. In partnership with the business, this role is empowered to drive and execute proactively and innovatively on the people strategy and to have a real impact on leaders and individual contributors across the organization.  

Specific Responsibilities Include:   

• Partnering with your business leaders to design and drive innovative, strategic and targeted solutions for your client group. In conjunction with the business, you will be responsible for curating and executing a well-designed talent strategy throughout the year in a transforming business.  

• Building strong relationships with your business leaders as well as other supporting functions across the organization to collaborate effectively on the talent strategy. Consult, coach and challenge your business leaders to cultivate effective solutions to people issues. 

• Proactively develop, recommend, and implement a talent strategy to support business goals, specifically regarding organizational development, talent acquisition, performance management, retention, talent development, and employee relations.  

• Partner with the business on organizational design and workforce planning to continue to support their evolving needs and ensure the operating models meet organizational goals and capitalize on employee skill sets.  

• Leverage talent acquisition to develop hiring plans to proactively support business objectives and meet skill needs for the future.  

• Collaborate with the business and respective HR partners, in particular Employee Relations, to drive high performing teams and a culture of feedback and coaching.  

• Work closely with the business and Talent Development partners on training needs and upskilling at all employee levels and engage with appropriate COEs in the execution and monitoring of programs. Focus on retaining top talent through succession planning and clear career pathing for your business groups. 

• Leveraging Talent Development, to support the business to prepare for and navigate change. 

• Work with the Compensation team to foster the creation and application of effective compensation programs that drive business priorities, retain, and motivate talent. Run annual compensation, performance review, talent review, promotion, and job re-leveling processes for assigned client groups.  

• A key contributor to the Global HR Business Partner Strategy, leading and collaborating on global and regional initiatives. 

• Focus on advancing diversity and inclusion efforts across the business, in particular around hiring, development and retention. 

• With data driven decision making being front of mind, leverage data to analyze trends in the business and inform where to focus resource. Leverage insights proactively to optimize performance and mitigate risks. 

• Use a strong commercial mindset, a deep understanding of your business groups and insight from the external industry to effectively support your business. 

An ideal candidate will have the following:  

• Eight+ years of progressive HR Business Partner experience with strong business acumen.  

• Must be experienced working in a fast-paced, highly collaborative matrixed organization.  

• Highly strategic, influential and a positive challenger to the business in order to deliver the best results whilst equally enjoying a hands-on approach within a truly collaborative team environment. 

• Ability to adapt and be agile, navigate through ambiguity and prioritize multiple work streams without sacrificing quality. 

• Proven experience executing on organizational changes, organizational design and continuous change management. 

• Demonstrated strong internal stakeholder management, both with senior management, frontline employees, and internal support functions. 

• Superior communication, problem-solving, judgement and critical thinking skills. High integrity with the ability to build trusted relationships. 

• Consulting, coaching and facilitation skills. 

• Adept in technical HR knowledge across the various HR functions such as compensation, change management, talent acquisition, employee relations, HR analytics, etc. 

• Results oriented, with a sense of urgency and a focus on service delivery and willingness to be hands-on. 

• Ability to multi-task and prioritize effectively, while ensuring a high degree of accuracy and organization and attention to detail.