The Print Home and Office People Partner will develop and implement people strategies that align with organizational goals, promote employee engagement, and drive impactful business results. This role serves as a trusted advisor to senior leadership and plays a pivotal role in shaping the organization’s people strategy. This role will coach and collaborate with leaders to drive business outcomes and organization effectiveness. This is a terrific role for an experienced Partner who enjoys working on high impact engagements, processes, and projects. The Partner will combine a deep understanding of business/People priorities with disciplined execution and attention to detail to drive measurable results.

Responsibilities:

Partner closely with leaders to link the organizational and workforce strategies to improve organization effectiveness, talent quality, and performance. Establish and implement overall workforce strategy, organizational design, change management, and workforce planning to drive business transformation.

Coach & Consultant: Deliver insights and solutions to the leadership team to address business challenges and leader development.

Contribute to the development of successful business strategies with a people and talent lens.
Recommend and develop People strategies and solutions to drive organizational performance and employee engagement measures.

Talent Management: Lead talent management strategy and process to develop world-class, diverse talent. Make it a priority to know the internal bench and support their growth. Champion career development.

Partner with leaders to build talent plans for multiple levels of talent in the organization and help identify rotational opportunities.
Facilitate leadership assessment, rotation programs, and succession planning to identify and develop the next generation of leaders.
Build capability and capacity through the support of integrated talent planning, assessment, development, and deployment processes that align to business goals.

Workforce Planning & Organizational Effectiveness: Diagnose and clearly articulate the root causes of organizational performance impacts, as well as partner to propose potential solutions.

Use relevant data to inform and create workforce plans that support the right talent in the right location for the right cost.
Work with leaders to define business goals and support role alignment and workforce effectiveness across business groups.
Define metrics and provide insights for client groups to inform decision-making around a multitude of People impacts including diversity, equity, and inclusion in hiring and talent practices.

Business HR Operations & Planning: In partnership with leaders, ensure excellent planning and implementation of key HR activities.

Support workforce and labor management, working with leaders, finance teams, and Recruiting & Onboarding to define and stay on budget with headcount and hiring plans to support business needs.
Align performance management and reward systems to drive and reinforce a culture of high performance and innovation within the organization.
Partner with HR Centers of Excellence (CoEs - Total Rewards, Talent & Learning, Recruiting Diversity & Culture, People Services & Insights, etc) to define and execute a positive and effective end-to-end HR service experience for all clients.
Leverage the HR generalist/client-facing HR community to support manager and employee relations issues and escalations, talent management, and compliance requirements.
Demonstrate excellent judgment in the resolution of employee relations issues bringing in key resources at the right time to support managers and resolve issues quickly and efficiently.
May participate in cross-functional corporate initiatives to optimize HR systems and/or improve processes. Collaborates internally and externally on projects of significant size and scope.

At HP we value initiative, innovation, and informed decisions and look for HRBP candidates with these proven competencies:

Strong collaborator – Ability to collaborate and operate in a "one team" environment across all levels of the organization.
Strategic acumen – Ability to drive People strategy in appropriate ways at all levels of the organization. Partner with leaders to implement solutions that solve complex business challenges.
Financial acumen – Understand the financial implications of People-based decisions and integrate into required staffing, workforce planning, compensation, and mobility programs.
HR acumen – Familiar with standard People plan components including organizational design, workforce planning, total rewards, learning & development, talent planning and management, labor, diversity, and HR operations; and is able to effectively collaborate with relevant CoE partners to deliver appropriate programs to the client group. Prioritizes the employee experience.
Business acumen – Understand the organization's charter, priorities, and strategies, as well as implications of external factors. Translate this knowledge into appropriate management and HR actions.
Partnering and influence – Through relationships built from trust and consistency, partner with leaders to drive actions that bring positive outcomes to the organization and people. Support The HP Way, through positive influence and personal standards of conduct. Advocate for inclusive environments throughout all interactions and support.
Execution – Balances strategic thinking with tactical action to drive results. Leverages strong business acumen and analytic capability to integrate HR and business strategies. Ability to operate in a matrixed environment and deal with ambiguity. Demonstrates courage and willingness to take risks to deliver results.

Education and Experience Required:

A minimum of 10 years of progressive HR experience across different HR functions, specifically including HR Business Partnering.
Demonstrated experience developing and implementing organizational change initiatives, developing global workforce plans, and identifying and creating organization capabilities.
Strong track record effectively coaching and positively influencing leaders.
Experience partnering with leaders to deliver HR solutions and programs.
Proven track record of great execution relative to managing costs, quality, and timeliness.
Bachelor’s degree in Human Resources, Business Management, Organizational Development or a similar discipline is strongly preferred.

Knowledge and Skills Required:

High degree of discretion and strict adherence to confidentiality.
Strong business acumen.
Strong analytical, problem solving, and decision-making skills.
Strong project and process management skills.
Excellent planning, time management, prioritization, and organizational skills as well as the ability to handle competing priorities calmly under pressure and within restricted timeframes.
Solid communication (written and verbal), interpersonal, and the ability to deal effectively and professionally with all levels of employees and management.
Excellent relationship building and management, as well as leadership and influencing skills.

Our compensation reflects the cost of labor across several U.S. geographic markets, and we pay differently based on those defined markets. The typical base pay range for this role across the U.S. is $140,000.00 - $150,000.00 annually with additional opportunities for pay in the form of bonus and/or equity. Pay within this range varies by work location and may also depend on job-related knowledge, skills, and experience. Your recruiter can share more about the specific salary range for the job location during the hiring process.

Hewlett Packard jobs

People Partner for Print Home & Office Organizations