Strategic Business Partner Resume Samples

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C Harris

Christian

Harris

70887 Blick Station

Detroit

+1 (555) 196 7465

70887 Blick Station

Detroit

Phone

p +1 (555) 196 7465

Experience Experience

Dallas, TX

Strategic Business Partner

Dallas, TX

Pollich-Weber

Dallas, TX

Strategic Business Partner

Provides guidance and input on business unit restructures, workforce planning and succession planning
Manage client account renewals and develop new client contracts
Support the Sales, Marketing and Product teams in providing relevant account information to inform Casenet business development or product directions
Proactively manage client satisfaction and service delivery by anticipating potential service problems, and monitoring satisfaction
Coordinate, administer and facilitate the performance review and evaluation process
Provide Exective summary of client account status for internal and external stakeholders
Establish productive, professional relationships with key personnel, including C-level executives, within strategically important large accounts

Houston, TX

HR Strategic Business Partner

Houston, TX

Crooks, Witting and Durgan

Houston, TX

HR Strategic Business Partner

Partners with COE to provide input into strategies and programs that allow the organization to attract and retain the best-in-class talent, and differentiate reward the high performers. Leads the execution of talent retention programmes in the BU
Partners with GBS to ensure standard HR systems, processes, policies,
Partners with COE to develop and drive strategies/tactics for building a winning employer Brand that nurtures the company’s aspiration to becoming the Employer of Choice in our markets
Strategy and Organizational Development (OD)
HR Programs and Processes
Employee Engagement and Programs
Functional HR Support

present

San Francisco, CA

Human Resources Strategic Business Partner

San Francisco, CA

Schowalter-Wisoky

present

San Francisco, CA

Human Resources Strategic Business Partner

present

Proven reputation of relationship building/networking
Informs & participates in the development & execution of workforce plans
Implements people programs and policies
Leverages talent tools and informs critical actions
Advises and coaches leaders, to help them be better
Leverages analytics to inform data-driven decisions and positive talent outcomes
Engages directly with leaders at all levels

Education Education

Bachelor’s Degree in Human Resources

Temple University

Bachelor’s Degree in Human Resources

Skills Skills

Knowledge of General Administration and Basic Financial Analysis (budgeting)
Knowledge of Organizational Development
Excellent project management, organizing and planning skills
Strong sense of analysis and designing change
Strong problem-solving skills with the ability to deal with and resolve ambiguous, confidential and sensitive situations and issues of a complex nature while providing flexible solutions
Ability to manage a team through the use of group dynamics while encouraging creativity and innovation
Knowledge of the HR field including employment laws and regulations
Strong communication and presentation skills both verbal and written, including the ability to communicate business and technical information clearly
Proficiency in Core HR Skill Areas: HR Planning & forecasting, Talent acquisition and development, OD & Change, Reward Management, Employee Relations,
Strong influencing, negotiation and facilitation skills with the ability to foster and maintain collaborative relationships with customers, peers, subordinates and other members of management

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Human Resources Strategic Business Partner Resume Examples & Samples

Acts as coach and trusted business advisor to influence BU leaders and Function Leaders/team in the areas of leadership, organization effectiveness, leading change, organization architecture, building capability and the implications of short and long-term strategic decisions
Stewards the company culture by recognizing, articulating and shaping the need for change; drives organizational norms and values, and integrates the culture into Associates’ ways of working
Initiates and sustains continuous dialogue with leaders on change issues, and partners in exploring options for resolving the issues. Analyses the business and functions change capability, capacity and commitment, identify transformational change journey risks, and defines the risk strategy. Develops and implements change plans, managing the business readiness to change and the existing and new strategic and cultural issues. Monitors the execution of the business case for change against agreed metrics. Proactively “feels the pulse” of the organization and actively engages the leadership into action
Partners with COEs to develop and drive strategies/tactics for building a winning employer Brand that nurtures the company’s aspiration to becoming the Employer of Choice in our markets
Collaborates with the Bottling Partners on system capability development, talent exchange programmes, labor issues and “Live positively” initiatives
Sound understanding of Local labor/employment laws,
Proficiency in Organization Effectiveness Practice Areas: Integrated Talent Strategies Development/Implementation, Change Planning/Management, Capability Development, Human Capital Management, Organization Design, Performance Management/Culture Change, and Team Effectiveness
Proficiency in consulting, coaching, strategic solution development, facilitation and design, influencing skills
Knowledge of General Administration and Basic Financial Analysis (budgeting)
Minimum of 10 years of experience as an HR generalist working with senior leadership teams and with in-depth exposure to one or two HR specialist areas
Ability/experience in development of business strategies, preferably in HR
Ability to manage diverse and multiple stakeholders in a matrix organisation

Strategic Business Partner HR Manager Resume Examples & Samples

Ensures Talent – Where and When We Need It - Designs and leverages integrated people strategies based on a holistic understanding of our diverse workforce; enabling the attraction, development, and retention of top talent
Facilitates Change to Fulfil Vision - Anticipates and facilitates the identification of key business changes and the implementation of those changes to achieve the desired end state as a business
Enables Peak Organizational Performance - Identifies the business need and shapes organizational solutions that drive sustainable outcomes
Applies Business Acumen - Applies an understanding of the business by providing counsel around key business strategies that drive sustainable growth
Drives Operational Excellence - Reinforces global and standardized policies, processes, and technology for service delivery to increase operational effectiveness and efficiency
Builds Sustainable Relationships - Establishes trust with constituents through proactive solution development, delivery against commitments, and honest, transparent communication
7-9 years of progressive experience in Human Resources

HR Strategic Business Partner Resume Examples & Samples

Partners with the Business Unit leadership including Function Heads and COE to build strategies that will engage people in delivering the organization’s vision; plays an active role in engaging people on sustainable business growth and the commercial agenda; Recognizes and provides insights on business trends, barriers, risks and opportunities that may impact the business
Partners with COE to drive integrated talent management, development, compensation, and performance management strategies to build internal and external talent pipelines, ensuring a sustainable bench of growing and ready now talent for key positions for the business unit
Partners with COE to provide input into strategies and programs that allow the organization to attract and retain the best-in-class talent, and differentiate reward the high performers. Leads the execution of talent retention programmes in the BU
Partners with GBS to ensure standard HR systems, processes, policies,

HR Strategic Business Partner Resume Examples & Samples

Strategy and Organizational Development (OD)
HR Programs and Processes
Employee Engagement and Programs
Organizational Capability Development
Functional HR Support

HR Strategic Business Partner Resume Examples & Samples

Acts as coach and trusted business advisor to influence Function Leaders/people managers in the areas of leadership, organization effectiveness, leading change, organization architecture, building capability and the implications of short and long-term strategic decisions
Stewards the company culture by recognizing, articulating and shaping the need for change; drives organisational norms and values, and integrates the culture into Associates’ ways of working
Initiates and sustains continuous dialogue with function heads and people managers on change issues, and partners in exploring options for resolving the issues. Analyses the business and functions change capability, capacity and commitment, identify transformational change journey risks, and defines the risk strategy. Develops and implements change plans, managing the business readiness to change and existing and new strategic and cultural issues. Monitors the execution of the business case for change against agreed metrics. Proactively “feels the pulse” of the organisation and actively engages the leadership into action
Partners with GBS to ensure standard HR systems, processes, policies, procedures, plans, and programs are in place and effectively utilized (compensation, employee relations, staffing, performance management, etc.). Establishes timely and appropriate Operating Agreements/SLAs with basic service providers (Shared Services, COEs). Applies and tracks key performance metrics through an established scorecard to ensure the effectiveness of service delivery and alignment to achieve business strategy and goals
Partners with COE to develop and drive strategies/tactics for building a winning employer Brand that nurtures the company’s aspiration to becoming the Employer of Choice in our markets
Collaborates with the Bottling Partners on system capability development, talent exchange programmes, labour issues and “Live positively” initiatives
Proficiency in Core HR Skill Areas: HR Planning & forecasting, Talent acquisition and development, OD & Change, Reward Management, Employee Relations
Sound understanding of Local labour/employment laws
Minimum of 5 years of experience as an HR generalist working with teams and with in-depth exposure to one or two HR specialist areas

Senior HR Manager & Strategic Business Partner Resume Examples & Samples

Partners with the broader HR community to build strategies that will engage people in delivering the Global IT and/or Strategic Security and Aviation strategic and operational goals; plays an active role in engaging people on sustainable business growth and the shared service agenda
Recognizes and provides insights on industry trends, barriers, risks and opportunities that may impact the operations
Acts as coach and trusted business advisor to influence assigned client team leaders and teams in the areas of leadership, organization effectiveness, leading change, building capability and talent management
Proactively “feels the pulse” of the organization and actively engages the leadership into action
Partners with COE to drive integrated talent management, development, compensation, and performance management strategies to build internal and external talent pipelines, ensuring a sustainable bench of growing and ready now talent for key positions for the operations
Partners with COE to provide input into strategies and programs that allow the organization to attract and retain the best-in-class talent, and differentiate rewards for high performance
Partners with operational leaders to apply and track key performance metrics through an established scorecard to ensure the effectiveness of programs and solutions
Partners with COE, GBS HR and Business Unit HR to and drive strategies/tactics for building a winning employer Brand that nurtures the company’s aspiration to becoming the Employer of Choice in our markets
Play a key role in leading and driving a global HR charter in specific area or solution which would be replicated across the Global IT and Strategic Security and Aviation (e.g., career development, performance management, associate engagement, recruiting/onboarding, etc) based upon the global HR priorities

Finance Director / Strategic Business Partner Resume Examples & Samples

Leadership and co-ordination of the key Commercial Contract Lifecycle Stages in Xerox Services ('XS'.)
Bringing together the Industries and Capabilities in the commercial areas of Selling, Transition, Delivery and Renewal
Provision of operational business, commercial and financial management support to VP, Commercial and XS lines of business
Support and governance for scoping, assessment and commercial analysis of Business units and contracts within all XS business groups
Improving business and financial performance of contracts and business groups through co-ordination of key activities
Responsibility for accurate management data and analysis identifying areas that require improved control
Working with team members on the development of the Commercial Strategy
Internal controls co-ordination where appropriate
Works in partnership with XS management to drive and achieve business goals as well as financial objectives in line with the company strategy of revenue growth, improving profitability and cash flow
Money Losing Units, Low margin business and Transitional gaps to model are a priority. Portfolio management also needs to be developed
Supports the XS Senior Leadership team in the achievement of continuous and demonstrable improvement of productivity resulting in increased cost effectiveness and value
Contributes to change projects - including the preparation of reports and ownership of Management Information
Supports commercial reviews together with the XS Commercial VP and Business Groups ensuring that actions are completed and continuous improvement is achieved for projects
Identifies monitors and interprets business performance improvements. Identifies areas of performance shortfall within relevant area and makes recommendations for improvement
Manages and co-ordinates the Internal Controls Process for XS (where relevant.)
Uses best-practice knowledge to input to, formulate and generate ideas for improving Internal Controls and improving Financial Performance
All other duties as assigned
Knowledge and experience of ‘financial business partnering
Expertise and or knowledge with business turnaround in outsourcing contract management and business case evaluation
Experience of Internal Controls Management
Awareness of regulatory environment, company law and accounting standards
Knowledge of best practice processes
An understanding of general accounting standards
Expertise in the development and use of financial systems and MS Excel
Competent in cost accountancy, financial analysis and assessment
Competent in interpretation of P&L, balance sheet and cash flow statements
Big 4 public accounting experience preferred
Strong MS skills
Bachelors degree

HR Strategic Business Partner Resume Examples & Samples

To partner with the Local Leadership team providing advices to design and structure the Organizational Development
To take initiatives in Change management and Employee Engagement
To implement the Global HR strategies to support business needs in close communications with
To develop and conduct annual training programs for Local Management
All HR-related tasks of the local business units
At least 8 years in HR with a focus on business partnering
Knowledge of Organizational Development
Communication skills to influence teams and stakeholders
Strong sense of analysis and designing change
Business level of English
Coaching Management
FMCG HRBP experience
Manufacturing HRBP experience

HR Manager & Strategic Business Partner Indonesia Resume Examples & Samples

Partners with the Region and CPS Indonesia leadership team and HR COE partners to build strategies that willengage people in delivering business objectives; plays an active role inengaging people on sustainable business growth; recognizes and providesinsights on regional industry trends, barriers, risks and opportunities thatmay impact operations
Acts as coach and trusted business advisor toinfluence leaders and teams in the areas of leadership, organizationeffectiveness, leading change, building capability and talent management
Stewards the company culture by recognizing, articulating and shaping the needfor change; drives organisational norms and values, and integrates the cultureinto new ways of working. Proactively #feels the pulse# of the organisation andactively engages the leadership into action
Initiates and sustainscontinuous dialogue with leaders on change issues, and partners in exploringoptions for resolving the issues. Analyses the business and functions changecapability, capacity and commitment, identify transformational change journeyrisks, and defines the risk strategy. Develops and implements change plans,managing the business readiness to change and the existing and new strategicand cultural issues. Monitors the execution of the business case for changeagainst agreed metrics
Partners with COEs to drive integrated talentmanagement, development, compensation, and performance management strategies tobuild internal and external talent pipelines, ensuring a sustainable bench ofgrowing and ready now talent for key positions for the operations
Partners with COEs to provide input into strategies and programs that allow theorganization to attract and retain the best-in-class talent, and differentiaterewards for high performance
Leads resource planning, develop and executehiring strategy to support business needs. Manage talent acquisition activitiesof positions JG9 and below for CPS Indonesia Plant. This includes resourceplanning of ad-hoc acquisition of the fixed-term employments
Partnerswith operational leaders in identifying organizational capability requirementsgiven business needs and long-term plans, and developing strategies and actionplans to address capability gaps
Leads employee and industrial relationsincluding trade union liaison and collective bargaining negotiation for Regionand CPS Indonesia plant
Ensuring Legal entity#s compliance to the LaborLaw/ Regulations
Partners with operational leaders to apply and trackkey performance metrics through an established scorecard to ensure theeffectiveness of programs and solutions
Partners with COEs and BusinessUnit & CPS Asia HR to and drive strategies/tactics for building a winningemployer brand that nurtures the company's aspiration to becoming the Employerof Choice in our markets.Organization Impact/Influence:Internal
DRIVE INNOVATION: Generate new or unique solutions and embrace newideas that help sustain our business (encompassing everything from continuousimprovement to new product and package innovation)
COLLABORATE WITH SYSTEM,CUSTOMERS, AND KEY STAKEHOLDERS: Develop and leverage relationships withstakeholders to appropriately stretch and impact the System (Company andBottler)
ACT LIKE AN OWNER: Deliver results, creating value for our brands,our System, our customers and key stakeholders
INSPIRE OTHERS: Inspirepeople to deliver our mission and 2020 Vision, demonstrate passion for thebusiness and give people a reason to believe anything is possible
DEVELOPSELF AND OTHERS
Develop self and support others development to achieve fullpotential
Proficiency inHR planning & forecasting, talent acquisition and development, organizationaldevelopment and change management, performance & reward management, Indonesianlabor and employee relations# Indonesian local labour/employment laws
Proficiency in consulting, coaching, strategic solution development,facilitation and design, influencing skills
Excellent interpersonal andcommunication skills
Budgeting and expense managementRequired Experience
Minimum of 10 years of experience as an HR generalist working with seniorleadership teams and with in-depth exposure to one or two HR specialist areas
Global FMCG or other industry experience, including manufacturing. Opennessand flexibility in adapting to different cultures
Fluency in English, bothwritten and spoken
Ability/experience in development of business strategies,preferably in HR
Ability to perform HR data analysis to underpin practicalworkforce and talent solutions
Experience in the development of businesscases, management of a project plan and development of solutions and programs
Ability to manage diverse and multiple stakeholders in a virtual and matrixorganization

Strategic Business Partner Philippines Resume Examples & Samples

Partners with the Region leadership team and HR COE partners to build strategies that will engage people in delivering business objectives; plays an active role in engaging people on sustainable business growth; recognizes and provides insights on regional industry trends, barriers, risks and opportunities that may impact operations
Stewards the company culture by recognizing, articulating and shaping the need for change; drives organizational norms and values, and integrates the culture into new ways of working
Initiates and sustains continuous dialogue with leaders on change issues, and partners in exploring options for resolving the issues. Analyses the business and functions change capability, capacity and commitment, identify transformational change journey risks, and defines the risk strategy. Develops and implements change plans, managing the business readiness to change and the existing and new strategic and cultural issues. Monitors the execution of the business case for change against agreed metrics
Partners with COEs to drive integrated talent management, development, compensation, and performance management strategies to build internal and external talent pipelines, ensuring a sustainable bench of growing and ready now talent for key positions for the operations
Partners with COEs to provide input into strategies and programs that allow the organization to attract and retain the best-in-class talent, and differentiate rewards for high performance
Ensures compliance to local labor law and Company HR policies
Partners with bottling partner colleagues on talent and development initiatives
Organization Impact/Influence
ACT LIKE AN OWNER: Deliver results, creating value for our brands, our System, our customers and key stakeholders
Proficiency in HR planning & forecasting, talent acquisition and development, organizational development and change management, performance & reward management, PH labor and employee relations
Budgeting and expense management
Global FMCG or other industry experience
Openness and flexibility in adapting to different cultures
Fluency in English, both written and spoken
Experience in the development of business cases, management of a project plan and development of solutions and programs
Ability to manage diverse and multiple stakeholders in a virtual and matrix organization

IT Strategic Business Partner Resume Examples & Samples

Builds and maintains strong relationships with the KC Business leadership
Acts as owner of ITS for functional or geographic area and liaison between ITS teams and the business (‘One stop shop’ or ‘The face of ITS to the Business’)
Is the single point of contact to the business and escalates in case of issues
Accountable for ITS communication with the respective leadership teams for all aspects of IT, incl. budget, Business demand & portfolio, strategies and priorities
Oversees the development of business cases requiring IT-based solutions ensuring they deliver benefits, which are agreed and signed off by the key stakeholders prior to the project start
Participates as required in development of business strategic planning and ITS strategic planning
Proposes new services to business leadership in order to support business needs ensuring compliance with both local regulations and K-C standards & policies
Proactively networks to identify synergies between IT capabilities and business strategy
Promotes the value of ITS and the value of ITS projects to business leaders and the business community
Ensures that Total Cost of Ownership is taken into account, evaluated and acknowledged both by ITS and business leadership before initiatives start
Tracks ROI for business initiatives including costs, beneﬁts, and risks for all projects in functional area and communicates results internally within ITS and within broader KC
Leverage common solutions and innovative technologies
Establish common objectives across ITS Business Partner organization and delivery teams
Provide a framework for business engagement
Provide business insights to change management plan and communications defined and executed by Business Analysts
Generate Regional/Functional organization and talent
Develops and maintains a broad business understanding
Ensures that project metrics are used to track value delivery including measurement methods
Provides details on cost, value, and opportunity to optimize IT spend (initiatives and support services)
Ensures that appropriate Service Level Agreements (SLA)s are in place based on business needs and capability and resource level of the respective delivery teams
Is aware of ITS SLAs and communicates to the business as appropriate
Promotes business projects and their value to the IT leaders and community
Where appropriate, makes recommendations for implementation of new/upgraded systems and technologies and shares this information with leadership team member
Stakeholder relationship management: Supports business change, acting as a trusted advisor for senior stakeholders, facilitating relationships between them. Ensures that stakeholders understand available IT services, and promotes financial and commercial awareness in order to deliver value-for-money
Change implementation planning and management: Outlines key business engagement messages that need to take place throughout the program / project. Ensures that there is a business perspective on how the new technical capabilities will be delivered to the business. Initiates all business change management activities in preparation for new technical components and technologies. Ensures achievement of the business case after delivery
Portfolio management: Leads the definition of a portfolio of change and the portfolio roadmap. Engages and influences senior managers to ensure the portfolio will deliver the agreed business objectives. Plans, monitors and reports on activities related to the portfolio to ensure that each part of the portfolio contributes to the overall achievement of the portfolio
Information systems coordination: Maintains an awareness of the global needs of the organization, and promotes the benefits that a common approach to IT deployment will bring to the business as a whole, among information systems and business management. Coordinates the promotion, development, acquisition and implementation of information systems and services in close liaison with those responsible for management and strategy
Think Customer: Ensuring that the customer perspective (internal, external and/or consumer) is a driving force behind business decisions and activities enabling the business to achieve their objectives through the effective use of technology
Build Trust: Confidence in working in a matrix organization, influencing without having direct decision-making power and drive success by uniting diverse IT teams. Possesses strong negotiation and influencing skills and can demonstrate the ability to deal tactfully and constructively with staff at all levels. Excellent communication skills both written and verbal
Strategic Decision Making: Obtaining information and identifying key issues and relationships relevant to achieving a long-range goal or visions; committing to a course of action to accomplish a long-range goal or vision after developing alternatives based on logical assumptions, facts, available resources, constraints, and organizational values
5 years or relevant functional business and process expertise appropriate to the role. ITS experience might be waived if Business experience is strong and person can demonstrate a strong knowledge of IT and manufacturing operations
Experience with interface design and implementation
Experience building and communicating future business plans and capabilities along with being able to provide insights into the technologies required for delivery3 to 7 years of SAP process and configuration experience in Plant Maintenance and MRO (Store room inventory and operations)
Experience in supporting all phases of a SAP project life cycle including blueprint, design, build, test, deployment and support
SAP functional and configuration skills in the PM module
Solid understanding of the SAP data model in PM
SAP functional and configuration skills in the MRO module
Solid understanding of the SAP data model in MRO
Experience in strategic decision making and successful influencing on leadership level
Experience with software unit and integration testing
Familiarity with SAP architecture
Knowledge and cross functional experience with some of the additional modules like PP, MRS, MM, IM, WM will be preferred
Actual real-life experience working in a plant is a major plus
Project or program management experience in dealing with small or medium projects

Senior IT Strategic Business Partner Resume Examples & Samples

Drive strategic business value and innovation
Builds and maintains strong relationships with the K-C Business leadership
Acts as owner of ITS for functional or geographic area and liaison between ITS teams and the business ("One stop shop" or "The face of ITS to the Business:)
Partners at a strategic level with business stakeholders to communicate successes, demonstrate IT value and appropriate governance of IT activities
Provide boundless leadership
Develops, shares, and leverages best practices across IT region and shares with other regions
Maintains up-to-date awareness of the current and future directions of the industry and associated technologies
Manage services provided to business through existing and new technology
Gathers business needs and gains alignment between business needs and technical capabilities, engaging with Business Analysts and Enterprise Architects
Captures demand via the agreed process, provides recommendations for prioritization, and oversees program and project initiatives
Manages business expectations with business stakeholders based on ITS resource availability
8+ years or relevant functional business and process expertise appropriate to the role. ITS experience might be waived if Business experience is strong and person can demonstrate a strong knowledge of IT and Distribution operations
Financial acumen to support business case creation and measurement
Experience building and communicating future business plans and capabilities along with being able to provide insights into the technologies required for delivery
Exposure to SAP and JDA's warehouse management and distribution technology and processes would be an advantage as SAP and JDA are some of K-C's core systems
Broad knowledge of other technologies relevant to Distribution, warehouse management, co-packing, yard management, load diagram, inventory management, as associated data and analytics to drive insights and measure performance
Broad understanding of technologies used in Kimberly-Clark and interest in new technologies and market trends
Ability to work in a virtual team which may work across distance (remote), cultures and time zones, in a matrix with multiple reporting lines, and may extend outside the K-C organization including suppliers, partners and customers
Verbal and written fluency in English is mandatory
Project or program management experience in dealing with medium or large projects
Prior experience in IT or strategy with this business function

Senior IT Strategic Business Partner Resume Examples & Samples

Acts as owner of ITS for functional or geographic area and liaison between ITS teams and the business (˜One stop shop" or ˜The face of ITS to the Business")
Bachelor (Master's degree preferred)
8+ years of IT experience or relevant functional business and process expertise appropriate to the role. ITS experience might be waived if Business experience is strong and person can demonstrate a strong knowledge of IT and Procurement disciplines
Exposure to SAP technology and processes would be an advantage as SAP is one of K-C's core systems
Broad knowledge of other procurement and connect supply chain technologies and capabilities
Broad understanding of technologies used in Kimberly-Clark and interested in new technologies and market trends
Additional recommended experience for some Business partner roles: Demonstrated team leadership experience
Previous experience in working in various Procurement roles
Prior Consulting experience in IT, Procurement, end to end supply chain or strategy

HR Director, Strategic Business Partner Resume Examples & Samples

Bachelor’s degree in business administration, HR management, or related field
PHR or SPHR certification highly desirable
Knowledge of multiple HR disciplines,
Solid expertise in relevant state & federal labor legislation, OFCCP, and other relevant compliance
10+ years’ experience in Human Resources
Expertise in problem solving and analysis

Regional Strategic Business Partner Resume Examples & Samples

3+ years of Sales experience in Pharma industry
Sales experience in the Oncology Pharma industry
Training experience strongly preferred
Time management/project management skills
Leadership and teamwork skills

IT Strategic Business Partner Resume Examples & Samples

8 years or relevant functional business and process expertise appropriate to the role. ITS experience might be waived if Business experience is strong and person can demonstrate a strong knowledge of analytics and supply chain operations
Exposure to SAP HANA would be an advantage as HANA is one of K-C’s core analytics systems
Broad knowledge of supply chain processes, across Plan, Source, Make, and Deliver

HR Strategic Business Partner Resume Examples & Samples

Partners with the Business Unit leadership including Function Heads and COEs to build strategies that will engage people in delivering the organization’s vision; plays an active role in engaging people on sustainable business growth and the commercial agenda; Recognizes and provides insights on business trends, barriers, risks and opportunities that may impact the business
Partners with COEs to drive integrated talent recruitment, management, development, compensation, and performance management strategies to build internal and external talent pipelines, ensuring a sustainable bench of growing and ready now talent for key positions for the business unit
Partners with COEs to provide input into strategies and programs that allow the organization to attract and retain the best-in-class talent, and differentiate reward the high performers. Leads the execution of talent retention programmes in the BU
Proficiency in Core HR Skill Areas: HR Planning & forecasting, Talent acquisition and development, OD & Change, Reward Management, Employee Relations,
Minimum of 8-10 years of experience as an HR generalist working with senior leadership teams and with in-depth exposure to one or two HR specialist areas
Bachelor’s degree in Human Resources/Social Sciences or a related field ( post graduate qualification will be advantageous
Experience in the development and managing of business cases a preference
Ability to manage diverse and multiple stakeholders in a matrix organization

Strategic Business Partner Resume Examples & Samples

Oversee strategic client relationship, ensuring excellence standards in post-sales through solution definition/delivery and support services
Establish productive, professional relationships with key personnel, including C-level executives, within strategically important large accounts
Communicate regularly with internal staff during implementation regarding client needs and requests, contractual obligations, projected enrollment levels, work procedures changes, and other elements required for a successful implementation
Coordinate the involvement of company personnel, including Client Support and Services teams and management resources, in order to meet account performance objectives and client expectations. Ensure that supporting account resources are familiar with their assigned tasks and uphold accountability for timeliness and quality of delivery
Support the Sales, Marketing and Product teams in providing relevant account information to inform Casenet business development or product directions
Develop client account plan by leading a joint company/customer planning process that identifies relevant client needs, prioritizes initiatives and company investments, and establishes a clear action plan for success
Proactively manage client satisfaction and service delivery by anticipating potential service problems, and monitoring satisfaction
Lead solution development efforts that best address client needs, while coordinating the involvement of all necessary company personnel
Provide Exective summary of client account status for internal and external stakeholders
Manage client account renewals and develop new client contracts
Support completion of quarterly and annual outcome reports and present reports to client
Ability to work out of Casenet corporate office in Bedford, MA; Travel required, variable up to 25%

HR Strategic Business Partner Resume Examples & Samples

Partners with business leaders to create and drive human capital strategy for a specific area of the business, in alignment with overall business strategy
Demonstrates self-awareness and constantly strives to improve. Embraces change with confidence. Mentors and coaches more junior HR colleagues
Works with business leaders to develop strategic workforce plan in line with the function or business strategy. Helps develop next generation of leaders
Develops comprehensive change management strategies to guide the function from current to future state
Extensive knowledge of the principles and practices of organizational development/effectiveness/behavior with the ability to positively impact the structure, culture and effectiveness of the organization
Experience supporting organizational strategy by aligning the vision, mission and values of the organization with individuals? goals through the performance management platform
Ability to provide coaching and guidance to leaders on a variety of performance related situations or circumstances
Knowledge of the HR field including employment laws and regulations
Strong problem-solving skills with the ability to deal with and resolve ambiguous, confidential and sensitive situations and issues of a complex nature while providing flexible solutions
Proficient in Microsoft Office Suite as well as other business-related software
Typically a minimum of eight to ten years related work experience with demonstrated proficiency in required HR skills and abilities

Human Resources Strategic Business Partner Resume Examples & Samples

Diagnose organizational effectiveness and identify gaps and opportunities that impact business results
Work across multiple operations in the OS business unit, as well as, with the HR centres of expertise (COE’s) to support the implementation of the OS people strategy
Focus on strategic issues and activities that flow from the people strategy
Support culture and talent outcomes in support of business objectives
Manage HR cycles such as performance management, compensation, career development, workforce planning and succession planning
Coach leadership; enable team effectiveness and leadership alignment sessions
Facilitate talent pipeline conversations
Design and quickly implement solutions that cut across multiple disciplines; even those beyond people and organizational solutions
Maintain strong relationship with COE’s and onsite OS labour relation and employee relations team
Serve as the HR lead on medium to large projects both within the business and across the functional groups
10 or more years of experience as a hands-on human resources business partner
Experience leading complex projects and initiatives, including workforce planning, talent management and change management
Experience supporting a unionized environment is considered an asset
Bachelor’s degree in business administration, human resources management or other related field (a focus on organizational effectiveness, change management or labour relations would be considered an asset)
Certified professional in human resources (CPHR) designation is considered an asset
Strong functional knowledge of HR policies, programs and processes
Strong relationship management and consulting skills in order to cultivate positive and effective relationships with client groups and key stakeholders
The ability to think and act strategically
Action-oriented and a highly organized problem solver
Adaptable to change and able to work in a fast paced environment
Flexible benefits package

Senior HR Strategic Business Partner Resume Examples & Samples

Engaging with the Business - Understands needs of the business unit(s) and processes and the link between HR strategy and business strategy for those areas supported
Catalyst for Change - Applies change management and organizational development strategies, influences and assists organizational change initiatives in support of business strategies for specific business unit(s)
Culture Catalyst - Aligns actions to proactively support culture across MedAssets. Champions efforts in serving our people, clients, business and communities. As a trusted advisor and authentically humble, stays true to values regardless of internal/external pressures
HR Delivery Excellence - Ensures that HR services are provided as appropriate to internal client needs, identifies new opportunities where HR can add value, and maintains leading-edge knowledge of HR issues. Know the goals and also the big picture view. Think divergently, as well as, critically and align
Championing Employee Needs - Understands employee opinions, monitors the effect of business decisions on people, and advises management on addressing employees’ concerns
Performance - Effectively applies performance management to create a high-performance culture
Reward - Understands, communicates, and applies reward strategy
HR Analytics - Ability to develop and use metrics to make the business case for HR programs, to align HR strategy with goals, and to assess and justify the performance of HR/business programs. Also, use data to predict talent gaps in advance and provide insights into how talent relates to business goals
Employee Relations - Applies employee relations and employment practices in order to create a positive, ethical, effective work environment. Grows relationships while maintaining confidentiality
Relationship Building - Build effective relationships within HR and external to HR with business leaders and employees
Transactional Knowledge - Ability to use knowledge about legal and HR processes to solve problems
BA/BS in Human Resources, Business, or related concentration
PHR/SPHR certification preferred
8+ years of experience in a human resources and talent management environment, with proven ability to produce positive results
Preferred Healthcare, Medical or Corporate experience, but we will consider other industries as well
Strategically partners with senior leadership to manage complex business initiatives and effectively meet the needs of businesses
Solid knowledge of all MS Office Products
Travel:10%

HR Strategic Business Partner Resume Examples & Samples

Partner with Plant Leadership Team to establish strategic and operational directions for the Integrated People Plan of the Plant (including annual business planning), and define organizational design and structure to support current and future business needs
Partner with Plant Leadership Team and People Managers to identify business and organization capability needs; develop and implement business solutions and initiatives to support business goals and brings attention to implications of short and long-term decisions, strategies, and large-scale change efforts that will yield sustainable business results
Develop and ensure successful deployment of the OD framework to build a high performing organization culture and set the foundation to develop organizational capabilities of people managers and associates to support business goals
Act as a change management facilitator to support business and people side of change
Support OE programs and interventions to deliver productivity, value creation and process improvements across the organization
Support the organization with external affairs relationships such as industry, community, schools, government agencies, etc. as required
Establish and implement HR strategies and programs to support business needs
Lead and ensure timely deployment of global processes such as Performance Enablement, People Development Forum (PDF), and Annual Rewards Management Program for the Plant
Ensure talent pipeline and development plan are in place for critical roles. Identify talent gaps, develop and implement development plans to support talent and succession plan
Lead resource planning, develop and execute hiring strategy to support business needs
Develop and implement orientation and on-boarding program for new hires
Leverage HR Service Delivery Model and work with various SBPs, COEs and GBSs (e.g. Compensation, Global Mobility, Workforce Administration, Payroll and Benefits, etc.) across the system to ensure smooth deployment of HR services in the organization
Establish and ensure HR processes, policies, and guidelines are in place to support Human Rights Policy, KORE, Employee Health and Hygiene Program, ISO certifications, local statutory/regulatory and any other corporate compliance requirements
Develop job descriptions with people managers. Coordinate with Compensation COE and GBS Job Evaluation Team on job evaluation and job grading for job positions
Participate as an active team member of CPS HR DWT. Lead and implement HR processes and initiatives across CPS as required
Lead Employee Insights Survey (EIS) and OE Mindset & Behaviour Survey deployment in the organization. Conduct results analysis including focus groups, develop and implement action plan to close gaps and sustain positive employee engagement
Lead Coca-Cola Ambassador initiatives, manage employee relations, welfare and communication programs to support culture building and sustain momentum for employee engagement
Develop and deploy local employee reward and recognition programs as a vehicle to drive high performance and employee engagement
Partner with Plant Leadership Team and People Managers in identifying organizational capability requirements given business needs and long-term plans, and developing strategies and action plans to address capability gaps
Conduct training needs analysis, develop annual training and development plan, and ensure timely implementation of training and development plan to build capabilities of people managers and associates in the organization
Facilitate leadership and personal development training programs for people managers and associates
Leverage VSM (Versatility Skills Matrix) implementation to build organizational capabilities and multi-skills workforce in the organization
Establish training management system and maintain training records to ensure audit readiness. Evaluate training effectiveness

HR Strategic Business Partner Resume Examples & Samples

Partners with the Region leadership teams and HR COE/GBS partners to build strategies that will engage people in delivering business objectives; plays an active role in engaging people on sustainable business growth; recognizes and provides insights on regional industry trends, barriers, risks and opportunities that may impact operations
Acts as coach and trusted business advisor to influence leaders and teams in the areas of leadership, organization effectiveness, leading change, building capability and talent management
Initiates and sustains continuous dialogue with leaders on change issues, and partners in exploring options for resolving the issues. Analyzes the business and functions change capability, capacity and commitment, identify transformational change journey risks, and defines the risk strategy. Develops and implements change plans, managing the business readiness to change and the existing and new strategic and cultural issues. Monitors the execution of the business case for change against agreed metrics
Partners with COE/GBS to drive integrated talent management, development, compensation, and performance management strategies to build internal and external talent pipelines, ensuring a sustainable bench of growing and ready now talent for key positions for the operations
Partners with COE/GBS to provide input into strategies and programs that allow the organization to attract and retain the best-in-class talent, and differentiate rewards for high performance
Leads resource planning. In collaboration with managers and Talent Acquisition COE, develops and executes hiring strategy to support business needs
Partners with operational leaders in identifying organizational capability requirements given business needs and long-term plans, and developing strategies and action plans to address capability gaps
Partners with COEs and Business Unit to drive strategies/tactics for building a winning employer brand
DRIVE INNOVATION: Generate new or unique solutions and embrace new ideas that help sustain our business (encompassing everything from continuous improvement to new product and package innovation)
COLLABORATE WITH SYSTEM, CUSTOMERS, AND KEY STAKEHOLDERS: Develop and leverage relationships with stakeholders to appropriately stretch and impact the System (Company and Bottler)
INSPIRE OTHERS: Inspire people to deliver our mission and 2020 Vision, demonstrate passion for the business and give people a reason to believe anything is possible
DEVELOP SELF AND OTHERS: Develop self and support others’ development to achieve full potential
Expert in at least one specialty area of HR and demonstrated capacity for fast-track development in other areas: human capital planning & forecasting; talent acquisition; talent management; talent development; organizational development and change management; compensation and benefits; employee relations
Proficiency in consulting, coaching, strategic solution development, facilitation and design, influencing
Empathy and sense of humor required
Minimum of 10 years of experience in HR functional area(s)
Extensive experience working with senior leaders and teams
Global FMCG experience
Work experience outside of home country
Ability/experience to develop and articulate people strategies, lead strategy execution to a result that adds value to the business
Ability to perform HR data analysis to underpin practical workforce and talent solutions

HR Strategic Business Partner Resume Examples & Samples

You will create and implement (in collaboration with key leaders) strategies to meet changing business and talent needs to support the achievement of Mozilla and team objectives. Key participant in developing strategic and people plans which build management capability
You will apply a thorough understanding of client functional work and relevant business operations in order to balance HR and business priorities while executing key HR strategies and initiatives
Partner with business on organizational diagnosis, design, talent assessment and change management strategies and tactics
You will engage and influence senior management to support and implement HR initiatives across the Organization including Total Rewards
Lead the development and implementation of systems and processes to drive continuous learning and knowledge sharing across the organization in support of the business strategies
Work with partner groups to update and apply policies and procedures consistently across the business
You will actively work with client group and HR leadership to propose and drive new HR initiatives that align with business needs and show innovation in the HR space

Strategic Business Partner Human Resources Smrt Resume Examples & Samples

Source and facilitate the provision of services from other parts of HR
Develop, implement and secure follow through on the measures and activities needed to develop a culture of a high performing organization
Manage and secure follow through of core HR policies and processes such as Talent & Succession Management, Performance Management, Diversity & Inclusion and Resourcing
Act as a change agent within the area of responsibility. Support managers in driving change by offering expertise and tools
Communicate HR strategy initiatives and process updates to managers and employees

Strategic Business Partner Resume Examples & Samples

Serve as a trusted advisor to business leaders and employees within the designated service line
Develop and maintain effective relationships with key stakeholders so as to be able to identify and respond to current and future people related requirements
Stay current on leading trends and deliver practical and insightful thought leadership, including the development and personal growth of our employees enabling them to excel
Support the delivery of Talent initiatives, identifying and managing opportunities in their client group and working more widely across Talent to support the achievement of strategic goals
Actively contribute to and collaborate with the broader Talent Acquisition team, sharing knowledge and practices that will help Talent be more effective to the entire organization
Coordinate, administer and facilitate the performance review and evaluation process
Interpret and advise on HR policy to assist in reaching commercially viable solutions and managing associated risk
Work with the Talent center of excellence on all human resources related action changes including new hires, promotions ensuring a high degree of accuracy
Assist in processing and analyzing data for reporting purposes such as headcount analysis, pipeline projections and other analysis as needed
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 guidance and input on business unit restructures, workforce planning and succession planning
Participates in evaluation and monitoring of success of training programs
Drive the people strategy and organizational design, and the process of transformation, talent management, and workforce planning
Lead change initiatives and implements specific HR strategies to achieve organization goals and objectives
Acts as a consultant and partner to the leadership team
Align performance management to drive and reinforce desired behaviors
Ensure HR programs and plans are aligned to the business priorities and monitors effectiveness through the tracking of key measures
Partnering with managers to deliver HR solutions
3+ years’ experience in multiple HR functions and/or generalist role
Leading an organization through significant change
Designing and implementing HR strategies, or within a matrix organization
Experience driving organizational change initiatives, developing workforce plans, and influencing managers

IT Director Strategic Business Partner Resume Examples & Samples

Understands and contributes to the business strategy and translates into an aligned IT strategy and portfolio of programs, projects and applications
Ongoing awareness of evolving regulatory requirements and applicability to the business process and IT portfolio, and influences the IT stakeholders and partners in addressing these evolutions in the most efficient way
Understands the business and ensures IT solutions meet the needs of the business and consults with business senior leadership on IT strategy, tools and solutions. Recommend solutions assuring fit with BU direction, strategy and priorities
Develops, proposes, sells and implements innovative solutions to improve business outcomes in support of the business strategies
Works in close collaboration with other parts of BU IT, Global Information Services, and other corporate staff departments, external partners and customers to ensure adequate and timely delivery of agreed services, in line with agreed service levels
In collaboration with business leadership, shapes the portfolio of programs, projects and applications and ensures that the overall sector IT long range plan and budget are aligned
Oversee and control Sector IT budgets, project capital/RCE expenditures and ROI
Continually drive opportunities for cost reductions and cost avoidance
Responsible for all aspects of people leadership for the BRM team; setting expectations, coaching, counseling, developing, evaluating, and feedback
Position could be based at one of Abbott's large office sites: Columbus, Ohio; north Chicago suburbs or Princeton, NJ
A minimum of 15 years IT experience in large or mid-size multinational healthcare
Broad IT expertise in various disciplines, like systems development, infrastructure, change management, etc
At least 5 years project management experience
Additional experience setting IT strategy and business IT alignment
Strong organizational skills, including program/project governance and increased levels of staff oversight
Strong interdisciplinary, intercultural, influence, and networking skills
Experience with GxP validation and large scale IT implementations (e.g. ERP, CRM, QSM, etc.)
Experience with supplier management
Pharma/Medical Device, or other heavily regulated industries, (i.e., food & beverage; aircraft; etc.) with commercial, product development, and manufacturing business process knowledge, as related to IT, is required for this role
Broad knowledge of all technologies used or to be used by the internal customer, their external customers and internal partners
Strong influence and negotiating skills
Experience leading teams - both with direct staff and indirect project teams
Please note: candidates must be eligible to work in the U.S. without Abbott sponsorship

Strategic Business Partner / Controller Resume Examples & Samples

Advisor and Counsel to the Area Vice President, conducting analysis of the Area’s financial results to recommend strategic direction and analytical business solutions
Manages the following functions and staff for a given site or geography: billing and collection, accounts payable, and accounting and reporting
Administers the financial analysis activities and provides for the analysis and interpretation of past, present and indicated future results of the company and divisions and affiliates, relating to sales, costs, profits, and rate of return
Administers and provides for financial planning and budget preparation and follow up controls and comparisons relating to both short-term and long-term plans for corporate, divisional, and affiliate units
Administers design and implementation of financial information systems; seeks ways to improve financial reporting and controls
Spearheads periodic campaigns for profit improvement and finding other potential savings for the company. Issues interpretative written reports to management relating to weak spots in need of corrective action
Reviews all capital expenditure requests from the standpoint of approval control and insures that required financial analysis has been completed where required for those proposals requiring senior management and/or Board approval
Oversees personnel needs of the department including selecting, coaching, and training employees and evaluating employee performance. Provides input into termination, compensation, and promotion decisions
Education: Bachelor’s Degree (accredited) in Accounting, Business Administration or similar area of study

Human Resources Strategic Business Partner Resume Examples & Samples

Implements people programs and policies
Leverages talent tools and informs critical actions
Advises and coaches leaders, to help them be better
Leverages analytics to inform data-driven decisions and positive talent outcomes
Engages directly with leaders at all levels
Builds and manages resource plans to inform how we will meet talent needs
Partners with HR Centers of Expertise and HR Operations team to develop and deliver solutions and programs
Develops a deep understanding of the talent market and leverages that knowledge to inform talent acquisition strategy
Promotes diversity and inclusion; executes D&I strategy
Informs & participates in the development & execution of workforce plans
Identifies development needs for the groups s/he supports
Serves as escalation point and subject matter expert for employee and labor relations issues
Promotes the completion of periodic people processes – ensures leaders are using tools and resources to drive improved talent outcomes & a positive culture where people feel valued and respected, and have visibility to a career path
Ambassador of the AES employer brand
Partners with internal communications to ensure timely, relevant, consumable communications
Oversees labor relations function to include day-to-day guidance to leadership of proper labor agreement administration, oversight of the grievance process (including third step grievances), assists in preparation for labor agreement negotiations, may be required to participate in negotiations
5+ years in Human Resources, including demonstrated ability to partner with the business leaders to develop solutions and drive positive outcomes
Experience working in a union environment and/or administering a labor agreement
Experience within the energy industry preferred; or demonstrated ability to learn quickly
Bachelor degree required,
Strong communication skills – written, oral, interpersonal
Self-starter who deals well with ambiguity
Strong presence and confidence to engage directly, constructively, and with credibility with leaders at all levels
Change agent; demonstrated ability to identify gaps, position solutions, and promote adoption and positive change
Successfully navigate between tactical and strategic objectives
Experience in developing and delivering HR programs
Strong understanding of the value each HR discipline brings
Manages confidentiality without exception
Proven reputation of relationship building/networking
Strategic thinking; understanding of the SBU strategy and key financial and operational drivers and dynamics
Agility; ability to work at a fast pace and shift focus quickly