Associate Director, HRBP

Role Summary

The Associate Director, HRBP – Corporate Function provides strategic people partnerships to senior leaders across the Business Insights & Technology Organization and Law & Policy department. This role also serves as the Strategy & Operations leader for the Corporate Functions, working closely with the People Organization and Centers of Expertise (CoEs) to drive alignment, strategy, and consistency across Corporate Functions. It provides HR leadership in driving the people strategy, workforce planning, organizational design, talent management, team effectiveness, and change management.

Responsibilities

• Provides strategic HR Business Partner to selected Business Insights & Technology and Law & Policy department teams and leaders to maximize organizational performance.
• Leverages business strategy, people strategy, external best practices and organizational insights to deliver bold and innovative organizational and talent solutions, including organizational design, workforce planning, talent management, and culture change.
• Aligns corporate and functional strategies with BMS people strategy, monitoring the effectiveness of organizational performance programs through metrics and analytics to bring value through the business.
• Collaborates with Centers of Excellence (COEs) to monitor external environment (e.g., job market, technology, demographic development) and define future workforce requirements (quantitative and qualitative) as well as identifying and articulating the People needs of the business to the COEs and deploys their programs and processes in ways that bring value to the business.
• Drives collaboration as ONE People team and provides guidance and collaborates with HR Business Partners, COEs and People Services leaders for effective global deployment of People activities.
• Analyzes key data and trends to drive organizational effectiveness and the development of a workforce plan aligned with business strategy and objectives.
• Supports succession planning, talent retention efforts and pipelining, as necessary, for external talent.
• Serve as the strategy & operations leader for the corporate functions HR Business Partner team, driving alignment, consistency and effective collaboration across the team.

Additional Responsibilities

• Role Model our BMS Values of Integrity, Innovation, Urgency, Passion, Accountability, and Inclusion.
• Ensures end-to-end org design, encompassing communication and effective change management.
• Translate business strategy and organizational needs into contemporary organizational solutions including organizational design, inclusion and diversity, succession & talent management, and culture change.
• Collaborate across the People OP Model (COE's, People Services) to articulate business needs and partners in delivering solutions in ways that bring value across the enterprise.
• Applies judgment to data insights and trends to support business talent and organization decisions that drives organizational effectiveness and robust workforce planning, engagement strategies, and succession management.
• Shape and lead change management efforts to ensure delivery of organizational solutions, programs, and deliverables.
• BA/BS Degree, Advanced Degree preferred, and at least 7-10 years of HR relevant business experience.
• Proven leadership effectiveness in followership, innovation, people program/project management, and executive coaching, demonstrating the ability to inspire and guide teams, foster creativity and continuous improvement, manage complex projects and programs efficiently, and provide strategic coaching to senior executives to enhance their leadership capabilities.
• Expertise in talent management, including end-to-end talent acquisition, performance management, engagement, and diversity, equity, and inclusion.
• Demonstrated experience utilizing data and analytics to drive business and talent decisions, including data analysis, insights generation, data visualization, data integrity, and diagnostic capabilities.
• Demonstrated behavioral skills in curiosity, learning agility, and growth mindset.
• Exhibit understanding of regulatory compliance, including the human elements and implications to enterprise and business.
• Demonstrated strength in strategy and business acumen by influencing and shaping business strategy through people strategy, anticipating external trends, providing context and influence for organizational effectiveness, applying systems thinking, and using a diagnostic mindset to improve talent and business outcomes.
• Extensive experience in business partnering, including organizational savvy and influence, consulting, performance management, organizational design, change management, and leadership skills in building and leading global, diverse teams of People professionals.
• Extensive experience as an HR business partner with significant leadership skills leading and working across global, diverse teams of HR professionals.
• Proven success in working effectively at senior management levels to impact and influence decision-making.
• Experience working with global teams.
• Experience in leading change management efforts, including defining change and communication plans.
• Experience in the use of metrics and analytics in a way that drives business performance.
• Demonstrated experience in applying workforce planning knowledge, engagement strategies, and succession management.
• Proven experience in working effectively within a matrixed environment and building alignment in a cross-functional and team environment.
• Knowledge of external trends and factors that influence human behaviors and decision-making at the individual, group, and organizational level.
• Makes independent decisions within parameters set by manager and business processes. Collaborates with assigned Management Team members and HR colleagues to resolve issues and make decisions.
• Primarily works in an office environment, 50% of time in office.

Education

• BA/BS Degree, Advanced Degree preferred

Skills

• Strategic HR partnership and aligning business and people strategies
• Talent management, including end-to-end talent acquisition, performance management, engagement, and DEI
• Data analytics to drive talent decisions, including data analysis, insights generation, data visualization, and diagnostics
• Change management and organizational design
• Leadership coaching and executive influencing
• Cross-functional collaboration with COEs and People Services
• Strong communication and stakeholder management at senior levels
• Regulatory and compliance awareness in HR contexts
• Systems thinking and diagnostic mindset for organizational effectiveness

Additional Requirements

• Primarily works in an office environment, 50% of time in office.