HRbp Supervisor

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The HR Business Partner (HRBP) Supervisor seeks to build a strong advisory and support relationship with its HRBP Director and business leaders within a particular business unit, focused on a particular district/country/function, as needed. This role will act as strategic support to research, design, and provide guidance on deployment of business-relevant HR strategies and solutions within an assigned district/country/function. This role leverages in-depth business or functional group knowledge to identify and drive HR-related improvement opportunities and collaborates with key stakeholders to assess the design and delivery of HR programs, services, and initiatives to ensure the needs of the organization and the business are met. This role will act as an overall function advocate, change champion, and support for the HRBP Director. The HRBP Supervisor will help the Director-level HRBP to proactively forecast the needs of the business, from a talent perspective, manage BU talent retention strategies, partner with COE counterparts, and support the HRBP Director with managing and maintaining succession plans. This role will support specific projects and initiatives, as directed by the HRBP Director.

**Job Requirements**

**Overall**
- Support the strategic relationship between HR and the BU’s district/country/function management to define business challenges for the assigned district/country/function and help the HRBP Director translate them into focused HR initiatives
- Understand the core business processes and drivers of a particular business unit’s district/country/function and is able to support the HRBP Director with talent expertise and talent optimization across the district/country/function’s employee population
- Support specific projects and initiatives through detailed research, development of presentations, and detailed program design, as directed by the HRBP Director
- Confidently manage upwards throughout the HRBP structure to drive the overall talent optimization strategy, as it relates to the assigned district/country/function and initiatives
- Help promote a strategic relationship between HR and leadership to define and solve business challenges, identify opportunities to deliver value-added HR services and programs, and drive the effort to translate them into focused and relevant HR initiatives
- Help monitor results of the delivered HR programs, and work with the HRBP Director, COEs, and HR Services to facilitate changes and improvements, within the assigned district/country/function as needed; it may be required to be agile and support other districts, countries, or functions as needed and as requested by the VP-level HRBP and/or Director-level HRBP

**Talent Expertise**
- Work with the HRBP Director and other Associate HRBPs to help identify and understand evolving talent needs relative to the BU’s objectives at the more granular district/country/function level for a BU; may help compare and reconcile to the objectives at the aggregate BU level
- Work with the HRBP Director and other Associate HRBPs to align on a market relevant rewards agenda for the BU’s district/country/function; may help ensure alignment with aggregate objectives at BU level
- Support effective succession planning process (primarily for most senior leaders in the business) and help facilitate ongoing development conversations, working with the HRBP Director to identify and proactively develop the next generation of leaders
- Work with other Associate HRBPs to identify talent gaps, propose and implement changes necessary to cover risks, as directed by the HRBP Director
- Help ensure consistent talent strategy with BU level talent strategy set by the VP-level HRBP and as directed by the HRBP Director

**Business Advocacy**
- Serve as an advocate for the BU’s district/country/function in developing and delivering joint BU-HR strategies
- Leverage business-relevant and workforce-level insights and trends to identify opportunity to improve efficiency, effectiveness, productivity, and overall employee experience through meaningful talent programs and initiatives
- Champion the execution of HR processes, initiatives, and programs that are business-relevant and defined by the COEs (e.g., performance management, annual compensation, training initiatives)
- Work in partnership with HR Services to maintain business-specific policies, ensuring overall compliance

**Trusted Advisory**
- Support and begin developing a trusted advisor relationship with the assigned business unit’s district/c