Responsibilities

Deeply understands current and future talent within assigned business area or function. Spends time with top talent and ensures top players are deployed and low performers are addressed. Proactively consults with executive and senior leaders in areas of organization design and succession/development to advance future capabilities and growth and development of leaders and key talent. Regularly develops, monitors and updates workforce plan in partnership with assigned business leaders, talent management and talent acquisition ensure robust talent pipelines of both internal and external candidates. Collaborates with HR domains outside of HRBP to effectively deliver solutions for assigned areas. Facilitates organization and leadership development efforts, working with leaders and talent management to identify and act on gaps in capability or team effectiveness. Anticipates changing market trends and leverages best practice and broader HRBP team or COEs insights and experience to influence the HR agenda. May lead or support the implementation of business specific projects and initiatives to deliver on specific business requirements and outcomes Viewed as a business partner, change agent, and member of the line leadership staff Provides counsel and coaching to leadership and manages overall business relationship on behalf of HR Qualifications

Undergraduate degree and 10+ years of relevant experience Experience working with Commercial organizations and an understanding of sales incentive compensation Proven ability to proactively translate changing business objectives to effective HR strategies; specific experience needed in Organization Design, Talent Management, Diversity, Equity & Inclusion and Change Management Strong client relationship management skills and proven experience in developing consultative relationships with executive leaders. Ability to influence at all levels. Key Competencies and Experience: Uses business acumen and data to make business cases and decisions. Challenges status quo and driver of change. Enterprise thinker, looks around corners, anticipates impact of decisions Proven ability to monitor and respond to HR and financial metrics. Able to utilize HR metrics and analytics to partner with business leaders Proven ability to drive broad complex projects to successful completion Ability to communicate globally at all levels of the organization Excellent analytical and problem-solving approaches