The HR Business Partner serves as a trusted and collaborative advisor, providing insights, proactive, practical advice and coaching to people leaders and teams within a regional market. The HR Business Partner works closely with leaders and teams to facilitate a productive work environment that brings regional teams together to support strategic business goals and operational excellence. This role also serves as the strategic partner to the HR function to ensure that enterprise-wide HR initiatives are in alignment with and in support of People and Business objectives.
The HR Business Partner will serve as the HR point of contact for people leaders and teams – delivering exceptional, high-touch HR partnership. When done well, you will understand the local nuances along with the business challenges, identify value-add opportunities, then implement solutions that help drive the business forward.
To excel in this role, you will have flexible skills and abilities include coaching, leadership courage, a high level of emotional intelligence, personal accountability, learning mindset, effective communication, collaboration, process development, and fast analysis/problem solving.
Develops partnerships across the organization to aid managers and teams in achieving their business objectives. Support, establish, and maintain an intimate understanding of the assigned client organizations and the business, in the interest of building effective and productive working relationships with internal stakeholders and clients at all levels of the organization. Collaborates with management to continuously access organizational health and deliver appropriate HR resources/actions. Proactively develops and integrates solutions to address the HR needs while maintaining focus on the business’ strategic goals.· Manages, develops, and drives the implementation of HR strategies and initiatives that align with the business priorities and goals.
Accountable for bringing effective people solutions to market swiftly in the face of challenges. Leads and acts in a “One Team” approach, including being grounded in your First Team with thinking globally, acting locally.· Works closely within HR peer group to leverage approach and expertise, learn from each other and share best practices to foster alignment.
· Engages HR functional experts (Centers of Excellence) to provide operational support for the business, as needed. Brings together cross-functional teams to achieve a common goal (e.g. new project openings). Acts as a liaison to ensure quality work is delivered in a collaborative approach.
Provides thought partnership for coaching of talent, performance management, career development and compensation matters. Leads efforts to leverage technology and develop effective tools and processes for recruiting, retaining, developing, and on-boarding diverse talent. Builds team capabilities through guiding change management initiatives and ensuring successful leadership transitions. Guides and coaches managers on how to effectively manage and resolve complex management issues including how to navigate critical and complex conversations. (e.g., performance management, rewards, separations). Provides guidance and support to directors and managers on how to navigate through both planned and unscripted situations. Drives development of high potentials through Talent Reviews, Succession Planning, and executive coaching to build organizational capacity for continued global growth. Identifies key and high potential employees and collaborates on development plans to increase their organizational impact and provide future talent. Investigates and follows up on escalated employee relations issues and serves as the liaison to the Team Member Relations (TMR) department. Provides guidance to people leaders in relation to People and team dynamic issues; escalates to team member relations with items where more complex compliance with Federal and local law expertise is needed Partners with stakeholders to develop and deliver legal, diversity, change management and employment related training.· Maintains a high level of business literacy about assigned client groups’ core function, financial position, mid-range plans, culture, competition, and local community.
· Act as project manager for assigned HR initiatives and special projects (e.g., employee survey action planning, performance management, talent planning, compensation planning, career development, and organization design).
· Advise and coach clients on HR policies and processes, including talent planning and performance management to promote engagement and a culture of continuous growth and development.
· Understands and translate business priorities, employee insights, and external market factors to support talent strategies and improve the business’s capabilities to deliver against its goals.
· Develops and drives change management efforts as our businesses continue to evolve.
· Develops leaders through ongoing coaching and feedback on personal and team performance.
· Supports HR Business Partner Director in efforts of organizational structure and design.
Delivers on HR Business Partner work and expected outcomes. Performs other duties as required.· Embodies the Hilton Grand Vacations Values of Hospitality, Integrity, Leadership, Teamwork, Ownership, Now,
· Completes all required Company training/compliance courses as assigned.
· Adheres to Company standards and maintains compliance with all policies and procedures.
· Performs other related duties as assigned.