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As a Senior Human Resources Business Partner, you will provide strategic leadership to the Northeast Leadership Team. You will translate business strategy into HR objectives and ensure the timely and effective execution of identified solutions. You will be responsible for talent management, succession planning, organizational design and effectiveness, workforce planning, diversity and inclusion, change management, executive coaching, leadership development, mergers and acquisitions, building organizational capabilities, cultural and team building. In addition, you will effectively collaborate with various HR Centers of Excellence, to include: Compensation, Benefits, Talent Acquisition, Employee Relations, and Labor Relations.
Must have demonstrated leadership skills, which includes the ability to effectively lead teams, and influence at all levels within the company.
Strong business acumen as evidenced by a deep understanding of the industry and ability to anticipate environmental factors that require well understood people solutions.
Leads & drives the efficient delivery of diverse change projects in support of the companys strategic agenda within a culture of empowerment through personal leadership & using LabCorp standard tools.
Builds a culture of talent identification and development that leverages the potential of people by implementing robust development plans and feedback mechanisms to ensure a sustainable & diverse pipeline of future leaders.
Develops and implements optimal workforce strategy focused on key strategic capabilities, identified via business intimacy & understanding.
Coaches and counsels business leaders through insight, constructive feedback and challenge, delivered in a trustful way to enable the leader to be most effective and to ensure consistency with LabCorp values and behaviors, driving business performance and effective organizational alignment.
Increases capability of line leaders to manage people and develop employees through building rapport, diagnosis of issues and identifying solutions
Serves as the initial point of contact for employees, business leaders and HR Centers of Excellence to facilitate problem resolution and the escalation of issues as appropriate.
Partners with business leaders to discuss key HR functions and processes, to address concerns, issues, and challenges, and to develop action plans accordingly.
Identifies individual coaching needs for business leaders and employees to achieve optimal performance, positive work relationships, employee engagement, retention of key talent, and solid bench strength.
Analyzes business unit trends and metrics in partnership with the Centers of Excellence to increase HRs contribution to the organizations goals and business needs.
Anticipates HR-related needs in the business and takes the initiative to proactively address current and future needs.
7 to 10 years human resources experience in a fast-paced global environment
Experience in talent management, succession planning, organizational design and effectiveness, workforce planning, diversity and inclusion, change management, executive coaching, leadership development, mergers and acquisitions, building organizational capabilities, cultural and team building. Labor Relations experience preferred.
Bachelors degree required, Masters preferred.
Must have strong executive presence and comfort around senior leadership
Ability to collaborate effectively in a matrixed environment
Ability to translate business plans and goals into human resource solutions
Excellent communication skills, to include storytelling and the ability to communicate complex messages in small and large groups.
Ability to influence and interface with business leaders and executives
Ability to exercise judgment and discretion in dealing with matters of significance.
Critical thinking is a must as evidenced by the ability to assess a situation, conduct research, analyze data, and arrive at valid conclusions
Ability to develop and execute plans in a timely manner
Ability to effectively interact with employees at all levels of the organization
Experience with an evolving HR model a must
Proven ability to be resilient in the face of adversity
Ability to think creatively and find counter-intuitive solutions to complex issues.
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