POSITION SUMMARY
The Business Unit/Function HRBP serves as a business partner and trusted advisor to BU/Function leadership team members and their direct reports. Key responsibilities include:
61 Serving as part of the BU/Function HR team to assist in delivering strategic talent, organization design, and organizational effectiveness support across the Business Unit(s) and/or Function(s)
61 Partnering with BU/Function leaders to contribute to the analysis and prioritization of the critical business challenges faced by the organization and deploy appropriate HR interventions
61 Coordinating effectively with the HR Solutions organization and HR COEs to effectively deliver the HR services required to drive the business imperatives of the BU and/or Function.
61 Contributing to the realization of the HR operating model with the objective of continuously improving HR performance and enhancing HR’s ability to support the BU’s/Function’s growth goals and objectives
Serving as the voice of the business within the BU/Function HR Leadership team
JOB-SPECIFIC COMPETENCY
ACTION ALIGNMENT
Supports TE organizational outcomes through strong alignment of HR efforts with balanced enterprise and BU balanced business initiatives.
COLLABORATOR
Generates "win-win" strategies to gain support for key initiatives from others across boundaries.
CONSULTATIVE NATURE
Creates a variety of opportunities for HR employees to work collaboratively with key stakeholders and create business partnerships with both internal and external customers.
HR CORE COMPETENCIES
BUSINESS MINDSET
Creates value for the business through HR solutions that result in winning outcomes by building collaborative partnerships through strong customer focus and solid business knowledge.
ENTERPRISE OUTLOOK
Balances the goals of the BU/Segment along with the broader interest of the enterprise; delivers differentiated value by bringing the total resources of the company to customers.
SOLUTION ORIENTED
Employs agile thinking that is clear, rational, open-minded and informed by evidence to design and deliver expert HR solutions that solve business problems at the pace of the business.
EXECUTION FOCUS
Develops and executes a plan in a disciplined way, by exercising a variety of TEOA principles, systems, and tools. Urgently drives improvement of key HR performance metrics to deliver sustainable business outcomes.
REQUIRED EXPERIENCE/HR FUNCTIONAL KNOWLEDGE
61 Bachelor degree or above (or local equivalent), HR related major preferred
61 Typically requires minimum 5+ years of professional working experience in HR environment required
61 Typically requires minimum 3+ years HR Generalist/HR BP related experience required; breadth of HR knowledge and skills in a variety of fields
61 HR certification (SHRM or local equivalent) preferred
61 Has served as an HR business partner or generalist for organizations with differing business models and complexity, and has demonstrated an ability to develop and drive HR strategies that address the varying needs of these businesses/functions.
61 Roles in other HR disciplines (HR Operations/Comp & Benefits/Talent Management) – that provide both vertical and horizontal exposure and experience.
61 Experience working in global or international organizations
61 Business Acumen (understand how the business works from customers and markets to operations and financial points of view) in creating value for TE.
61 Functional Expertise: Talent Management, HR Operations, Compensation & Benefits, Employee Relations, Labor Relations (Works Councils, Unions, labor in various countries)