Director, Human Resources Business Partner, Remote/Virtual
Milwaukee, Wisconsin, United States
What you will do
The Director, HR business partner (HRBP) position is responsible for aligning business objectives with human capital strategies for senior leadership. The incumbent will also be responsible for the strategic human resource planning and organizational development to provide the organization with the best people talent available and to position the organization as the employer of choice by being aware of policies, practices and trends within the industry. Understands and advices the organization on competitive labor practices and proactively manages and implements a comprehensive global labor and employee relations strategy working the legal and labor subject matter experts. The position serves as a trusted advisor/consultant to senior leadership on business, talent and human capital opportunities, needs and challenges. The role assesses and anticipates HR-related needs. Communicating needs proactively with the HR department and business management, the HRBP seeks to develop integrated solutions. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. Acts as an employee champion, talent strategist, and change agent. The position includes global human resource responsibilities. Maintains an effective level of business acumen about the business unit's financial position, contributes to the business strategy, shapes its culture and understands its competition.
How you will do it
Participates in the development of the organization's plans and programs as a strategic partner, but particularly from the perspective of the impact on people. Translates the strategic and tactical business plans into HR strategic and operational plans.
Evaluates and advises on the impact of long-range planning of new programs/strategies and regulatory action as those items affect the attraction, motivation, development and retention of the people resources of the organization.
Develops staffing strategies and implementation plans and programs to identify talent within and outside the organization for positions of responsibility. Identifies appropriate and effective external sources for candidates for all levels within the organization.
Partnering with compensation, develops and implements progressive and proactive reward and recognitions programs to provide motivation, incentives and rewards for effective performance.
Develops programs to allow the organization to drive diversity and inclusion strategies to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees.
Develops human resource planning models to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training and development programs for preparing employees for more significant responsibilities, and general business development programs to enhance employee knowledge and understanding of the business of the company and the software industry.
Continually assesses the competitiveness of all programs and practices against the relevant comparable companies, industries and markets.
Enhances and/or develops, implements and enforces appropriate policies, programs, tools and HR technology strategies for effective management of the people resources of the organization.
Maintains knowledge of global HR policies, programs, laws and issues. Understands the differences of domestic and international policies and programs and coordinates the integration of all such programs.
Provides technical advice and knowledge to others within the human resource discipline.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Global & Cultural Awareness
What we look for Required
Bachelor's degree required
Overall progressive HR experience of 10+ years
Demonstrated ability to partner and collaborate across organizations to optimize outcomes.
Ability to be an effective leader in a fast paced, pressure environment.
Demonstrated ability to think strategically and translate plans into phased actions.
Must be able to interact and work with peers and leadership in the various departments within the company assisting in achieving all corporate goals and objectives.
Very team oriented.
Extensive understanding and responsibility in project and program management principles, with explicit experience in the application of these principles to operational infrastructure environments.
Johnson Controls International plc. is an equal employment opportunity and affirmative action employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, protected veteran status, genetic information, status as a qualified individual with a disability, or any other characteristic protected by law. For more information, please view EEO is the Law. If you are an individual with a disability and you require an accommodation during the application process, please visit www.johnsoncontrols.com/careers.